2.7 Industrial relations

Question 1

Sources of conflict in workplace

Answer 1

Dispute over pay,

dispute over working conditions,

internal or external change,

poor management or communication,

poor performance,

different values

Question 2

Disputes over pay

Answer 2

Workers seek to increase wages while business wants to maximize profit

Question 3

Disputes over working conditions

Answer 3

Includes, hours working, holidays, benefits, safety

Question 4

Internal or external change

Answer 4

Include new technology, leadership styles, increased competition

Question 5

Poor management

Answer 5

Includes poor communication, inadequate evaders hip styles or failure to recognize unions

Question 6

Poor performance

Answer 6

Business is not doing we’ll managers may push workers harder while workers fear redundancies

Question 7

Different values

Answer 7

Employees see their job differently and may not work like management wants

Question 8

What are industrial disputes

Answer 8

Disagreement or conflict between employers and employees or between groups of employees over aspects of work. Such as wages, working conditions etc. may arise due to differences in expectations or interests, unfair treatment, discrimination etc.

Question 9

What approaches may employees take to deal with conflict

Answer 9

Collective bargaining

Work to rule

Strike action

Question 10

What approaches may employers take to deal with conflict

Answer 10

Collective bargaining

Threat of redundancies

Changes of contract

Lockouts and closures

Question 11

What is collective bargaining

Answer 11

Process of negotiation between employers and a group of employees aimed at agreements to regulate the conflict

Question 12

What is Labor Union

Answer 12

Organization formed by workers in a particular industry to improve a source of conflict

Question 13

What is work to rule

Answer 13

Employees working strictly by the company rule book and following every rule in the organization. This will cause productivity to slow and customers orders may be delayed.

Question 14

What is strike action?

Answer 14

Employees stop working to force an employer to meet their demands. Most drastic form of industrial action and has consequences for both sides. Business will lose clients and workers will lose money

Question 15

Threats of redundancies

Answer 15

Way to intimidate or pressure workers into giving up. (Redundancies are to cut staffing)

Question 16

Changes of contract

Answer 16

Employers legally change people’s contract of employment

Question 17

Closures and lockouts

Answer 17

Employers shuts the business down until an agreement is reached or prevent employees from e entering the premises to do work

Question 18

What are approaches to conflict resolution

Answer 18

Will always be conflict in business and succesful organizations. Development ofeffective systems to resolve conflict

Question 19

What are the 4 approaches to conflict resolution

Answer 19

Conciliation and arbitration,

employee participation and industrial democracy,

no-strike agreement

Single-Union agreement

Question 20

Conciliation and arbitration

Answer 20

Third party professional has the role in guiding the involved parties toward resolving their issue.

This Thursday party professional known as arbitrator. Functions as a neutral entity with no stake in the outcome of the dispute

Costs a lot of time and money

Question 21

Difference between conciliation and arbitration

Answer 21

Conciliation is a third party professional, arbitration is court therefore has legal authority

Question 22

Employee participation / insudustriql democracy

Answer 22

Means that employees are involved in decision making. Allows employees to feel more involved and valued increasing satisfaction

Question 23

No-strike agreemenr

Answer 23

A trade Union agrees not to strike in return for greater involvement in the business decision making profession or when the management team has agreed to certain conditions.

Question 24

Single Union agreement

Answer 24

One Union is ofíciale recognized as the only representative of employees. Can reduce conflict and save managers time form having to negotiate with several unions. Allows greater negotiations and fewer disputes, improves communication between employees and employers