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Questions and Answers
Name three managerial objectives in employee relations.
Name three managerial objectives in employee relations.
Reducing unit labor costs, increasing productivity, and minimizing disruption at work are 3 managerial objectives.
What are two factors creating the context of employee relations?
What are two factors creating the context of employee relations?
Decline of highly unionized sectors and the growth of a more flexible workforce are two factors.
What is one key element of management-union partnership agreements?
What is one key element of management-union partnership agreements?
Shared commitment to improving business performance is a key element.
Besides traditional union agitation, what is the defining feature of contemporary organizations?
Besides traditional union agitation, what is the defining feature of contemporary organizations?
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Give one example of the changing nature of the workforce as described in the content?
Give one example of the changing nature of the workforce as described in the content?
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What is a key benefit of joining a trade union, versus a staff association?
What is a key benefit of joining a trade union, versus a staff association?
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According to the guidelines provided, how should an employer respond if an employee asks for their opinion on unionization?
According to the guidelines provided, how should an employer respond if an employee asks for their opinion on unionization?
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Under what specific circumstances can management prohibit union-organizing activities in the workplace?
Under what specific circumstances can management prohibit union-organizing activities in the workplace?
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According to the document, what should management avoid doing with regards to employee union activities?
According to the document, what should management avoid doing with regards to employee union activities?
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What specific behavior by the union is described as an unfair labor practice?
What specific behavior by the union is described as an unfair labor practice?
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What is a key distinction between Industrial Relations (IR) and Employee Relations (ER)?
What is a key distinction between Industrial Relations (IR) and Employee Relations (ER)?
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According to the unitarist perspective, what is considered the natural state of an organization?
According to the unitarist perspective, what is considered the natural state of an organization?
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According to the unitarist perspective, what is the primary origin of organizational conflicts?
According to the unitarist perspective, what is the primary origin of organizational conflicts?
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From a unitarist standpoint, what is the main role of management in employee relations?
From a unitarist standpoint, what is the main role of management in employee relations?
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In the pluralist view, is conflict within an organization considered normal or abnormal?
In the pluralist view, is conflict within an organization considered normal or abnormal?
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How does the unitarist perspective view the role of trade unions?
How does the unitarist perspective view the role of trade unions?
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How does a pluralist perspective differ from a unitarist perspective in viewing workplace conflict?
How does a pluralist perspective differ from a unitarist perspective in viewing workplace conflict?
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What is the role of trade unions in the context of Industrial Relations (IR)?
What is the role of trade unions in the context of Industrial Relations (IR)?
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According to the pluralist perspective, what is the main task of managers in dealing with conflict?
According to the pluralist perspective, what is the main task of managers in dealing with conflict?
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What is a core belief of the unitarist perspective regarding the direction in which all employees should be working?
What is a core belief of the unitarist perspective regarding the direction in which all employees should be working?
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Study Notes
Collective Bargaining & Negotiation Skills
- This topic covers the related concepts of Industrial Relations (IR) and Employee Relations (ER).
- ER, also known as IR, focuses on the interactions between employers and employees, often represented by management and trade unions respectively.
- IR can be viewed negatively as tied to conflict, strikes, and walkouts.
- ER focuses on understanding the relationship between employers and employees, how it functions, is regulated, and how it is contested.
- ER emphasizes direct communication and interactions with employees at an individual level, while minimizing trade union involvement.
Perspectives on Employee Relations
- Theories and perspectives help analyse and interpret Industrial Relations/Employee Relations.
- They highlight varying assumptions about management-union relationships and workplace conflicts.
- Two relevant perspectives are:
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Unitarism:
- This perspective views organizations as harmonious and collaborative.
- Management’s primary role is to maintain harmony.
- Conflict is attributed to individual troublemakers, not structural issues.
- Management is considered the sole authority and source of power.
- Unions are often seen as disruptive and undesirable.
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Pluralism:
- This perspective recognizes that organizations contain diverse groups with different interests.
- Conflict is inevitable and seen as a normal part of the organizational structure.
- Management’s role is to create a system that handles conflict constructively through institutionalized processes and negotiation.
- Unions have a legitimate role in representing employee interests.
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Unitarism:
Managerial Objectives in Employee Relations
- Managers aim to:
- Reduce labor costs.
- Achieve stability in labor relations through the handling of employee grievances.
- Increase productivity and labor utilization.
- Increase cooperation and commitment from employees.
- Gain more control over the labor process.
- Minimize workplace disruptions and conflict.
The Context of Employee Relations
- The context of ER is dynamic and involves factors like:
- The decline of highly unionized sectors.
- Economic recessions.
- The rise of flexible workforces.
- The development of public sector pay review bodies.
- The growth of Human Resource Management (HRM) systems and Performance Related Pay (PRP).
- Decreasing firm size.
Management-Union Partnership
- This involves a shift from traditional union agitation to cooperative relationships.
- Key elements in these partnerships:
- Shared commitment to business performance improvement between management and unions.
- Guarantees of job security from the company..
- Union acceptance of flexible work arrangements.
- New forms of communication and consultation, including participation from non-union employees.
Student Activities (Individual and Group)
- Activities often require students to analyze current workplace situations and recommend perspectives.
- Considering trade unions versus staff associations are key issues.
- Advantages/disadvantages of involvement in each type of organization are assessed.
Management & Union Activities
- Guidelines for management regarding union activities.
- Neutral communication with employees regarding unionization, or prohibiting activities where they interfere with operations.
- Management can prohibit the outside distribution of union information on company property.
- Employees have the right to share union information during breaks.
- Prohibition of questioning employees regarding their plans to unionize.
- Avoiding threats or promises regarding unionization.
- Ensuring nondiscrimination toward employees engaged in unionization efforts.
- Preventing union coercion that pressures employees to join the union.
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Description
Explore the concepts of Industrial Relations (IR) and Employee Relations (ER) through this quiz. Understand how IR can reflect conflict while ER focuses on improving direct communication between employers and employees. Delve into theories like Unitarism that frame the management-union relationship.
