Chapter 6 - Employee Relations Flashcards
How is employee relations linked to business objectives and strategy? (3)
- to achieve optimal working relations its vital employee relations are positive
harmonious relationship is created through use of smooth and effective employee relations strategies (actions) - positive working environment = functional (departmental) objectives met, so organisation can meet overall bus objectives, eg. increased bus competitiveness or profit maximisation
What is the role of trade unions? (4) - stakeholders in operating environment
- represent employees, aim at getting best deal for employees
- come up with the agreement
- put a log of claims to employer
- suggest employees go on strike if they don’t get what they want
What is the role of employer associations? (3) - stakeholders in operating environment
- take care of employers
- keep members informed of legislative changes
- assist members in negotiating workplace agreements consistent with legislation
What is the role of peak union bodies? (3) - stakeholders in macro environment
- Unions are affiliated with state bodies, e.g. ACTU
- ACTU represents union movement in courts, tribunals and dealings with gov.
- assists in settlement of disputes (mainly involving large companies)
what is the role of peak employer bodies? - stakeholders in macro environment
- perform similar role for employers that are performed by peak union bodies
What are 3 key roles of governments in the employee relations process?
- legislator - pass laws that provide legal framework for employee relations
- employer - fed and state governments employ 1/3 of Australian workers
- administrator of gov policies - implement legislation
What are 3 strengths of the centralised approach?
- industrial disputes within individual bus’s can be reduced, because awards cover entire industries (equality)
- gov.’s have greater control over wage outcomes through policies, so can maintain management of the economy
- Faster to implement changes as it applies to the whole organisation, no negotiation
What are 3 weaknesses of the centralised approach?
- less incentive for participative approach b/c decisions on wages and conditions not made within organisation
- doesn’t provide opportunities for individual businesses to provide improvements in employment conditions in return for productivity gains
- less flexible system, eg same wages and conditions applied to large organisation and small bus in country town
What are 3 strengths of the decentralised system?
- flexibility to introduce employment conditions that take into account individual characteristics
- greater communication b/w employees and employers = greater cooperative spirit
- greater effort and contribution to productivity employment by employees can be rewarded
what are 3 weaknesses of a decentralised system?
- likely to be inequality b/w wages of skilled and unskilled workers, because unskilled have less bargaining power
- gov. has less control over wages, management of economy more difficult
- more negotiation between employees and employer which takes time
what are 3 similarities between centralised and decentralised systems?
- Both relate to the terms and conditions of employment
- Both approaches use awards
- Ten national employment standards reflected in both approaches
What are 3 differences between centralised and decentralised systems?
- decentralised more flexible at work place level, centralised is less flexible because industry wide
- Although both use awards, centralised uses them primarily for establishing terms and conditions. Decentralised only uses them for a safety net
- Definitions
What is POLC?
planning - defining objectives, determining strategies to achieve them (consultative or participative?, planning what needs to happen for agreement to be reached and implemented)
Organising - organising resource to achieve objectives (ensuring agreements are flexible enough to achieve goals)
Leading - motivating to achieve objectives
Controlling - taking corrective action to ensure objectives are achieved (implementing the agreement, performance indicators, informing supervisors)
What are 3 of the 10 national employment standards?
- annual leave
- public holidays
- notice of termination and redundancy pay
what must employer and employees do to enter negotiations in good faith? (3)
- attend and participate in meetings at reasonable times
- provided responses to proposals made by other bargaining reps, provide reasons if proposals aren’t accepted
- not engage in unfair conduct which undermines freedom of association or collective bargaining
What will The Fair Work Commission ensure is included in the agreement?
- there is genuine evidence both employer and employees agree to terms of agreement
- agreement is consistent with the National Employment Standards
- no unlawful content in agreement
What is the role of HR managers in a decentralised employee relations environment? (4)
- negotiating employee arrangements - with employees and their reps
- training other managers and supervisors - to facilitate the implementation of agreements within their areas
- implementing agreements
- dealing with disputes and conflict - that may arise during the life of an agreement
What does the consultative or participative style result in? (2)
- develops harmonious working relations
- encourages employee innovation
what does the autocratic style result in? (2)
- employee relations becomes a source of conflict
- suspicion between employees and management
What are 3 management skills that will develop a positive employee relations culture?
- communication skills (builds trust, timely resolution of disputes)
- teamwork (level of engagement in employees)
- problem solving (unnecessary conflict avoided)
what are 3 benefits of effective employee relations?
- better overall organisational performance (growth, sales, customer satisfaction
- fewer industrial disputes
- higher productivity
What are the 2 major causes of conflict?
- Disputes relating to negotiation of awards and collective/enterprise agreements (employment conditions such as working hours or leave)
- Disputes relating to outside awards and collective/enterprise agreements (health and safety, job security issues such as downsizing, union issues)
What is the Fair Work Commission and what is their role? (4)
- Government body
- Approves agreements reached at enterprise level
- ensures parties comply with the agreements
- help parties resolve workplace disputes through consolation, mediation, or if a resolution cant be reached arbitration
How can a HR manager negotiate employment agreements? (2) (role of HR manager in decentralised)
- be aware of all relevant awards and legal requirements
- keep an open mind/keep the big picture in mind
how can a HR manager train other managers and supervisors? (2) (role of HR manager in decentralised)
- inform them of the details of the agreement to ensure processes for achieving improvements are put in place
- monitor processes with performance indicators to track success
how can a HR manager implement agreements? (2) (role of HR manager in decentralised)
- have responsibility for preparing and distributing legally required Fair Work info statement
- assist other managers in preparing performance indicators to measure improvements on the operation of the agreement
What are 2 types of industrial action?
- Picket lines (protests that take place outside the workplace, generally associated with a strike)
- Work bans (refusal to work overtime, handle a product or even work with particular individuals)
When will parties take common law action?
- last resort
- parties may make claims for damages if they feel they need to be compensated
What do industry wide awards include? (4)
- ensures equality as all employees in industry or occupation are given the same conditions of employment
- Must abide by 10 National Employment Standards
- minimum wages and conditions for a whole industry or occupation
- gives certainty about minimum pay and working conditions
What do collective agreements include? (3)
- Minimum wages and conditions for a group of employees within particular workplace
- Must abide by 10 National Employment Standards
- provides flexibility in employees conditions while still providing safety net
What do individual agreements include? (4)
- sets minimum wages and conditions for single individual
- Must abide by 10 National Employment Standards
- Allows greater flexibility in creation of employment
- suits employees who are employed for a set period of time
Who are the key stakeholders employee relations? (9)
- employers
- employees
- trade unions
- employer associations
- peak union bodies
- peak employer bodies
- the government
What are 2 similarities between industry wide awards, collective agreements and an individual contract?
- All must abide by the 10 national employment standards
- All set minimum wages and conditions of employment
What are 2 differences between industry wide awards, collective agreements and an individual contract?
- All set minimum wages and conditions of employment for different groups or individuals
- industry-wide awards arise from submissions made, which result in a legally binding agreement for the whole industry
