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
The Industrial Relations system is controlled by collective bargaining. Collective Bargaining is a social process that establishes agreements which are mutually concerned to the employers as well as the unions by negotiations. It is a joint process dealing with the management in its relationships with their work people as well as the regulations of conditions of employment. Collective Bargaining has a political and economic basis, both sides with the common interest of the distribution of power and income. Collective Bargaining is basically where the employer maintains and continues to improve the lives of their workers.
What are trade unions? We hear about them all the time and yet very few people know about them and what they have to offer. A trade union, also known as a labour unions, are organizations of workers who have chosen to unite together to be able to achieve common goals such as protecting the integrity of its trade, achieving well deserved higher pay, increasing the number of employees an employer hires and obtain better working conditions. Through its leadership, the trade union is able to bargain with the employer on behalf of members and negotiate labour contracts with the employer. The well known purpose of such associations is to maintain or improve the conditions of their employment.
freedom of association b. collective bargaining c. minimum wages d. working time and other working conditions e. statutory social security benefits f. access to training g. occupational safety and health h. compensation in case of occupational accidents or diseases i. compensation in case of insolvency and protection of workers claims j. maternity protection and benefits k. parental protection and benefits. Article 13 R198 lays down the elements that indicate that employment relationship exists. They are : a. Manner in which the work is carried out, i.e. as per the instructions and control of the employer.
Industrial/Organizational psychology has two sub-disciplines. The first being the industrial sphere which focuses on job fit and the relation between an individual and their job role. This sub-discipline is often referred to as personnel psychology. Industrial psychologists may assess an individual and determine whether they would perform well in their current state of being, as well as developing job performance standards. Industrial psychologists in collaboration with the organization determines a set of measurable goals.
Examine the context of labour relations Labour Relations is the study and practice of the management of employment situations (Budd 2010). The aim of this concept is to remind and make people aware of the human rights in a workplace. Gerber, Nel and van Dijk (1995) explain labour relations as a discipline under which employees try to satisfy their economic, social and psychological needs in their work environment. In South Africa the government mainly controls the labour relations system because the government is seen as the legislature. The labour relations system consists of the state (government), which is the secondary participant and employees (labour unions) and employers (management), which are the primary participants.
The term industrial relations explains the relationship between employees and management which stem directly or indirectly from union-employer relationship. The term ‘industrial relations’ has been variously defined. J.T. Dunlop defines industrial relations as “the complex interrelations among managers, workers and agencies of the governments”. According to Dale Yoder “industrial relations is the process of management dealing with one or more unions with a view to negotiate and subsequently administer collective bargaining agreement or labour contract”.
Employee’s performance in the development of working conditions Introduction A work environment can be identified for instance the place that one works, which means the settings around a person. It is the social and professional setting in which a person is supposed to work together with a number of people. The work environment has a significant influence upon employee performance and productivity. By work environment we mean those processes, systems, structures, tools or conditions in the workplace that impact favourably or unfavourably individual performance. The work environment also includes policies, rules, culture, resources, working relationships, work location, and internal and external environmental factors, all of which influence
Industrial Factors: These include items like state policy, labour laws, voluntary codes, collective bargaining agreements, labour unions, employers organisations / federation etc. 2. Economic Factors: These include economic organisations (socialist, communist, capitalist) type of ownership, individual, company – whether domestic or MNC, Government, co-operative, ownership, nature and composition of work force, the source of labour supply, labour market relative status, disparity of wages between groups, level of unemployment, economic cycle, the global economic changes and the impact of World Trade Organisation (WTO). 3. Social Factors: Social Factors like social group (like caste system or joint family system) creed, social values, norms, social status etc.
What is a Union? A union is a formal association of workers that promotes the interests of its members through collective action . Labour or trade union aims to improve employees’ lives by bringing economic justice to the workplace and ensuring that all employees receive fair treatment. It is essential for the management team and union officials to create and maintain a healthy work-relationship in order to prevent and resolve potential disputes. Benefits of belonging to a Union Joining a union has many of its advantages.