Collective Bargaining has been a key foundation for equality in the workplace. It has been used as a vital tool to ensure that all employees are well taken care of in areas such as fair wages, working conditions, incentive programs, grievance procedures, reduce of inequality, health benefits, layoff procedures, severance pay, and other work related factors. This paper addresses the nature of the collective bargaining process, the necessary reasons for collective bargaining and factors that contribute to reaching a contract. According to the Human Resource Management in Public Service textbook, the collective bargaining process is shaped by numerous factors and phases that will later on be explained. It will examine and highlight the main
Henry R. Towne in his writing “The Engineer as Economist” asserts the importance of placing attention to the “business like” methods and aspects of management of engineering operations. Similarly, Towne stated the importance of associating the duties into the industrial operations of the departments in order to reach a high level of productivity among all operations. Furthermore, the reading states the importance of combining two important elements “engineering” and “business like” skills to ensure that the individuals is qualified to enhance the development of the industry. Henry R. Towne argued, “… is essential to the successful management of industrial works, and has its highest effectiveness if united in one person…” (p. 49). The author
Motivating cultural behavior within an organization builds up binding within the employees of an organization, which automatically makes them put in their efforts in a boosted up manner. This forms teamwork within the organization, which is a massive positive element to beachieved by any firm within the industry. Moreover, good culture within an organization will also ensure that relations within the employees are strengthened, which will automatically increase productivity of each of these employees. Delegates endeavor their level best to perform better than their related workers and win affirmation and vitality about the supervisors.Moreover, good and constructiveorganizational culture will also raise the reputation of the organization within the industry, which will help the management to build a brand value of the firm. Therefore, it can be quiet reasonablycommented that the organizational culture of an organization plays a huge role of significancein successachieving within the industry(Dunkerley, 2012).
Management as a representative of employer 's and trade union as a employees are involved in collective bargaining. Economic such as payments of union fees, salary increases, bonuses, working days or hours, leaves, and non-economic as union recognition, security, employee services issues are discussed in collective bargaining. There are three main processes involved in collective agreement: preparation, negotiation, and implementation. Preparation consists of researching, drafting, developing proposals. It should take in to account economic factors of demands.
Job satisfaction shows how much an employee likes his work as well as the level of his preoccupation with work. Generally, it can be stated that job satisfaction is a sense of comfort and positive experience that an employee have related to his job. Job satisfaction can affect work behavior, and through that, the organizational performance. For a long time job satisfaction has been viewed as a unique concept, but today it is seen as a very complex cluster of attitudes towards different aspects of the work (Rollinson et al., 1998). Therefore, the definitions of job satisfaction should include a variety of factors such as nature of work, salary, stress, working conditions, colleagues, superiors, working hours etc.
According to Blackman ship, morale is the feeling of togetherness. There is a sense of identification with an interest in the elements of one’s job, working conditions, fellow employees, supervisor, employer and the company. Broadly speaking, morale is; 1. A stimulation of the feeling of togetherness 2. An identification of group interest and that of the interest of the enterprise, fellow employees and the requirement of the job; and 3.
Human resource management is process of bringing people and organizations cooperatively so that the objectives and goals of every one are met, effectively and efficiently. HRM Seeks to improve the useful contributions of workers to the organization in ways that are fairly and socially responsible. TOPIC OF STUDY: industrial harmony it is situation where the employer and employee co-operate willingly work together for achieving the company vision and mission. Industrial harmony creates a high level of job and employee satisfaction in an organization. The study mainly focuses on industrial relation, employer- employee relation, working condition, grievance procedure, compensation and welfare facilities.
It depends upon the workplace environment, as it has a direct impact on it. This paper focuses on finding a relation between the workplace environment and employee engagement and its outcome such as performance and using individual characteristics of employees as a moderator between workplace and engagement relation, by reviewing the previous literature. The term, employee engagement, who defined it as “simultaneous employment and expression of a person’s preferred self in task behavior”. It was further defined as “a unique construct that consists of cognitive, emotional and behavioral components”. So it basically refers to the positive attitude of the employees related to their work.
alike activities of various operational departments concerned, and the overall activities of HR department, termed as Human Resource Management ( HRM ). Human resource management includes deliveries of duties like staffing processes including identification of recruitment need, carry on recruitment, dismissals, Making compliances with labour laws, Raising and Pacing with employment standards, Administrative responsibilities, employee benefits and proper workmanship with work ethics. Staffing is an integral part of HR Management, and has specific processes like hiring, positioning and workforce performance checks and overseeing employees in an
Explain what is meant by a management system Management Systems are systematic frameworks designed to manage an organization's policies, procedures and processes and promote continual improvement within which will achieve the organization’s goals. The industrial relations management system consists of employee relations and human resource management which is required to carry out functions in the industrial relations field. The concept of a system is applied in the perception that industrial relations is based upon the terms and conditions of employment and that trade unions play a dominant role in the industrial relations system. In the field of industrial relations there are factors of labor administration, which deals with relationships among employers, employees, unions and the environment that is made up of political, social and legal factors. When there are grievances, human resource management and Industrial Relations overlap each other because the HRM deals with human resources, whereas dispute settlement and collective relations falls within industrial relations.