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Employment Relations > Definitions > Flashcards

Definitions Flashcards

1
Q

Define Agency

A

The capacity of social actors to make choices and take action

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2
Q

Define Arbitration

A

A dispute resolution system and practice in which an independent third part hears from the parties in the dispute before making a binding determination to settle the matter

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3
Q

Define AWAs

A

Australian Workplace Agreement

Statutory individual contracts introduced in 1996 by the Howard governments Workplace Relations Act

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4
Q

Define BOOT

A

Better Off Overall Test
A set of criteria mainly used by the FWC for the approval of collective agreements, specifically collective agreements that will not be certified if they provide employees with wage and work are ‘better off overall’ than those they would have received under the relevant modern award

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5
Q

Define Collective Agreement

A

Rules, entered into voluntarily which regulate the employment relationship between a group of employees and their employer

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6
Q

Define Collective Bargaining (employees)

A

A bilateral rule making process by which groups of employees act together to negotiate with either one employer or a group of employers

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7
Q

Define Collective Bargaining (employers)

A

A process and structure where employers and unions decide the terms and conditions of employment

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8
Q

Define Collectivist

A

Strong reliance on trade unions to represent any employers alleging unfair dismissal, often through an industrial dispute with the arbitration tribunals

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9
Q

Define Conciliation

A

A dispute resolution system and practice in which an independent third party attempts to resolve the conflict without making a binding determination or decision

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10
Q

Define Corporatism

A

The organisation of society into major interest groups or bodies

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11
Q

Define Description

A

To give an account of or state the characteristics of a specific event or instance

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12
Q

Define Employee voice

A

The process by which employees and contribute to and influence managerial decisions

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13
Q

Define Employment Relations

A

An approach to the practice and study of the employment relationship that focuses on the creation and enforcement of rules that regulate it

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14
Q

Define EEO

A

Equal Employment Opportunity
A management regime where the best person for the job will be able to perform in that position according to their intrinsic merit, irrespective of things such as gender, sex, sexual orientation

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15
Q

Define Executive

A

The elected govt and the public bureaucracy that advises, administers and implements policy

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16
Q

Define HPWS

A

High Performance Work Systems
A set of complementary management or work practices designed to engage employees towards the achievement of organisational goals

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17
Q

Define HRM

A

Human Resource Management
An approach to the practice and study of the employment relationship that focuses on the role of management in eliciting effort and value from employees

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18
Q

Define Individual Contracting

A

A process where the roles employment relationship are determined between individual employees and their employer

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19
Q

Define Industrial Conflict

A

Dissatisfaction or disagreement with the employment relationship leading to hostile acts by either party

20
Q

Define Industrial Dispute

A

Withdrawal from work by a group of employees
A refusal by an employer or a number of employers to permit some or all of their employees to do work
Each withdrawal or refusal being made in order to enforce a demand, to resist demand, or to express a grievance

21
Q

Define Industrial Relations

A

Original term used to describe both the practice and study of employment relationship

22
Q

Define Managerial Prerogative

A

Those areas as of decision making within an organisation of which managers claim to have an unfettered right to decide as they see fit

23
Q

Define Managerial Unilateralism

A

Process in which management solely determined rules of the employment relationship

24
Q

Define Managerialism

A

A set of beliefs that organisations and society operate more effectively when managers exercise unhindered prerogative

25
Q

Define Marketisation

A

The application of market principles and discipline to public sector organisations

26
Q

Define Neoliberal

A

Socio-political and economic policy that stresses the central importance of free markets and the need to reduce governments and trade union involvement in markets and firms.
Advocates free trade, privatisation, competition and marketisation

27
Q

Define NPM

A

New Public Management
Making the public sector more like the private through a move away from complying with procedural rules toward a focus on results

28
Q

Define Parties

A

The social actors who create and enforce the rules that regulate the employment relationship

29
Q

Define Non-Union Agreements

A

Enterprise agreements setting the terms and conditions of employment that are made between an employer and a group of employees without Union evolvement

30
Q

Define Pluralism

A

A set of values that sees the employment relationship as having the ever present potential for conflict based on different interests of employers and employees. These conflicts are legitimate and can be accommodated by an appropriate network of procedural and substantive rules

31
Q

Define ACTU and who joins it

A

Australian Council of Trade Unions is the peak national union body in Australia. Individual unions rather than employers join it

32
Q

Define procedural fairness

A

Whether termination of employment was carried out fairly with references to principals of natural justice

33
Q

Define procedural individualisation

A

A situation where each individual employee separately negotiates their own contract with employer

34
Q

Define protected industrial action

A

A party taking industrial action that is protected from legal penalties, but only if several conditions are met

35
Q

Define quality circles

A

Employee participation schemes emphasising increased productivity, reduce waste and higher quality outputs

36
Q

Define radicalism

A

A set of values that sees the employment relationship as subject to enduring conflict in which the control exercised by employers over employees is illegitimate and can only end when major social change is achieved

37
Q

Define Robens model

A

A process of self regulation whereby safety rules at work should be made and enforced by the parties themselves in the context of a general legal duty on employers to provide a safe workplace and strengthening inspectorate powers

38
Q

Define a state

A

Wide variety of institutions that regulate the employment relations in most liberal democratic countries

39
Q

Define statutory regulation

A

The making of rules by the legislative arm of the state

40
Q

Define substantive fairness

A

Whether a fair reason existed for the termination of employment

41
Q

Define substantive individualisation

A

Situations in which terms and conditions contained in individual employment agreements are different for each employee, reflecting unique outcomes from their respective rule making processes

42
Q

Define substantive rules

A

Rules that govern the essential or material terms under which employees are rewarded for selling their labour and the conditions under which they work

43
Q

Define taxonomies

A

Classification systems designed to identify similar properties or characteristics in diverse events, situations or objects

44
Q

Define theory

A

An attempt to account for a given phenomenon and to show what/ how or why it is

45
Q

Define the traditional approach

A

Involves setting safety standards in legislation and making failure to adhere to those standards an offence

46
Q

Define union density

A

The proportion of the workforce who are union members

47
Q

Define unitarism

A

A set of values that sees the employment relationship as essentially harmonious, with employees and employers sharing common interests, embodied in organisational goals

Employment Relations (1 decks)

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