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
Matrix Structure The matrix structure categorizes employees by both their functional role and their business product line. For instance, if a company manufactures both Widgets and Gadgets, the matrix structure incorporates a Widget sales department, a Widget accounting staff and a Widget customer service office, as well as the same departments for the Gadget product line. The related departments for the two product lines follow the same general company principles, but keep their internal processes separate. Role of HR in Matrix Structure When working within a matrix structure, HR staffers function more like consultants in the employment and career planning processes than as overseers of all-encompassing personnel objectives. Since matrix structures
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.
Dunlop’s framework of Employee relations and its relevance as a theory of employee behavior. Introduction Employee relations refer to the communications between management and employees concerning workplace decisions, grievances, conflicts, problem resolutions, unions, and issues of collective bargaining (Business Dictionary). Employee relations is a study of the rules, regulations and agreements by which employees are managed both as individuals and as a collective group (Mike Leat, 2011) Dunlop’s systems theory that explains the framework of employee relations is based on pluralism ideology which views business organisations as complex social constructions made up of different interest groups. Pluralists identify the management and employees as part of those groups, and are believed to hold different values and objectives. It is assumed that there will be different sources of authority in the organization which will lead to conflicts over work tasks and the allocation of rewards.
¬¬¬¬Wage Bargaining and Trade Unions Activity. Introduction to Wages and Collective Bargaining: Wage Bargaining in simple terms indicates negotiation between representatives of employees and employers in order to agree levels of pay. Collective bargaining constitutes one of the core tools for trade unions. The ILO defines it as "voluntary negotiations between employers or employers' organisations and workers' organisation, with a view to the regulation of terms and conditions of employment by collective agreements" Additionally, collective bargaining refers to the course or means of bargaining through dialogue among the partners involved. The outcome thereby is not necessarily an agreement.
if a breach occurs within the contact then the issue should first try to be resolved by speaking with employee and employer. If a solution could not be found then the matter can be taken to court if either part wishes. It is recommended however to consult your trade union as some unions provide legal advice services for their members. Job Descriptions A job description is a written statement that stipulates duties, purpose, responsibilities, scope and working conditions of a job as well as the jobs title and the name of whom the employee reports to. The description will outline what exactly is required of the employee while at work.
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.
What is a Trade Union? A trade union is defined as a group or groups of employees that join together for the purposes of maintaining their working conditions of their employment and also stand as a mediator between the employer and employees. The main purposes of Trade Unions are the following. Trade Unions: • Negotiate terms with employers on pay and working conditions. • Accompany their members to any disciplinary or grievance meetings.
Occupational and non-occupational word in the definition is the widest amplitude and has but in juxtaposition to create a comprehensive definition. Any dispute regarding the employment or non-employment is the subject matter of a class of industrial disputes. Dispute differs from discipline and grievance. While discipline and grievance focus on individuals, dispute focuses on collectivity of individuals. In other words, the test of industrial dispute is that the interest of all or majority of workmen is involved in it (Chand, n.d.).