PowerPoint Presentation for Industrial Relations in Canada (PDF)

PowerPoint Presentation for Industrial Relations in Canada Fourth Edition Adapted by Bui Petersen Memorial University of Newfoundland 1-1 Chapter 1 INTRODUCTION Poll W...

PowerPoint Presentation for Industrial Relations in Canada Fourth Edition Adapted by Bui Petersen Memorial University of Newfoundland 1-1 Chapter 1 INTRODUCTION Poll Which of the following is NOT one of the internal inputs in the industrial relations system model? A. Values B. Profit C. Strategies D. Power COPYRIGHT © 2021 NELSON EDUCATION LTD. 1-3 Learning Objectives After reading this chapter, you should be able to identify the similarities and differences among such terms as labour relations, human resources, employment relations, and industrial relations describe a systems framework that can be used to assess and understand industrial relations issues discuss the differing views in the field of industrial relations understand how this textbook is structured to follow the industrial relations system framework COPYRIGHT © 2021 NELSON EDUCATION LTD. 1-4 Ontario College Strike Faculty of Ontario colleges were on strike for five weeks. Faculty were on strike on issues related to pay, job security, and part-time employment. The strike was ended with back-to-work legislation with remaining issues to be solved by binding arbitration. Students were offered refund if they left their program and could apply for up to $500 in refunds for expenses resulting from the strike. © 2021 NELSON EDUCATION LTD. 1-5 Ontario College Strike Students were offered refunds if they left their program and could apply for up to $500 in refunds for expenses resulting from the strike. © 2021 NELSON EDUCATION LTD. 1-6 Key Terminology COPYRIGHT © 2021 NELSON EDUCATION LTD. 1-7 Important Terms in Industrial Relations Strike: ◦An action by workers in which they cease to perform work duties and do not report to work Precarious Employment: ◦Employment with limited security, lower wages, and less protection COPYRIGHT © 2021 NELSON EDUCATION LTD. 1-8 Important Terms in Industrial Relations Employ Human Resources ee Management: Relatio ns The study of the employment relationship between employers and individual Human employees Resource s Employee Relations: Managem ent Industr The study of the employment Labour ial Relatio Relatio relationship between ns ns employers and individual employees, usually in non- union settings COPYRIGHT © 2021 NELSON EDUCATION LTD. 1-9 Important Terms in Industrial Relations Industrial Relations: Employ ee Relatio The study of employment ns relationships and issues, often in unionized workplaces Human Labour Relations: Resource s The study of employment Managem ent relationships and issues Industr Labour ial between groups of employees Relatio ns Relatio (usually in unions) and ns management; also known as union–management relations COPYRIGHT © 2021 NELSON EDUCATION LTD. 1-10 Important Terms in Industrial Relations Collecti Union: ve Agreem A group of workers recognized by ent law who collectively bargain terms and conditions of employment with their employer Uni Collective Agreement: A written document outlining the on terms and conditions of employment in a unionized workplace Collecti ve Collective Bargaining: Bargaini ng The process by which management and labour negotiate the terms and COPYRIGHT © 2021 NELSON EDUCATION LTD. 1-11 IR Today 1.2 Precarious Employment, Youth and the Gig Economy Trend of precarious employment started during recessions during the 1990s; caused by low demand for labour and high unemployment Initially concentrated in less-skilled occupations Over 20% of Canadian professionals precariously employed; about 60% women Trend often referred to as the “gig” economy Sources suggest most employers plan to increase use of non-traditional employment COPYRIGHT © 2021 NELSON EDUCATION LTD. 1-12 Systems Models DUNLOP MODEL CRAIG MODEL COPYRIGHT © 2021 NELSON EDUCATION LTD. 1-13 Dunlop’s Industrial Relations System Model Shared Actors Ideology Dunlop’s Industrial Relations System Model Web of Contexts Rules COPYRIGHT © 2021 NELSON EDUCATION LTD. 1-14 Four Key Features Shared Actors: Actors Ideolo Specialized gy government agencies Hierarchy of Dunlop’s Industrial Relations System Model managers and their representatives Contex Web of Hierarchy of workers ts Rules and their representatives COPYRIGHT © 2021 NELSON EDUCATION LTD. 1-15 Four Key Features Shared Shared Ideology: Actors Ideolo Set of ideas and gy beliefs held by the Dunlop’s actors Industrial Relations System Helps to bind or Model integrate the Web of system together Contex ts Rules COPYRIGHT © 2021 NELSON EDUCATION LTD. 1-16 Four Key Features Shared Contexts: Actors Ideolo Environmental factors gy that influence actors, Dunlop’s including Industrial Relations market/budgetary System Model constraints workplace and work Contex Web of community constraints ts Rules distribution of power in the larger society COPYRIGHT © 2021 NELSON EDUCATION LTD. 1-17 Four Key Features Shared Web of Rules: Actors Ideolo Outlines the rights gy and Dunlop’s responsibilities of Industrial Relations System the actors Include Model procedural Contex Web of substantive ts Rules distributive COPYRIGHT © 2021 NELSON EDUCATION LTD. 1-18 Criticisms of the Dunlop Model Descriptive Lacks ability to predict outcomes/relationships Underestimates importance of power and conflict in employment relationship Is static Cannot explain rapid decrease in unionization, especially in the U.S. COPYRIGHT © 2021 NELSON EDUCATION LTD. 1-19 Craig’s Industrial Relations System Model Developed to explain the Canadian context for industrial relations A type of systems model Proces Output Inputs ses s Feedback Loop COPYRIGHT © 2021 NELSON EDUCATION LTD. 1-20 Craig’s Industrial Relations System Model COPYRIGHT © 2021 NELSON EDUCATION LTD. 1-21 Craig’s Industrial Relations System Model External Inputs: Legal subsystem Economic subsystem Ecological subsystem Political subsystem Sociocultural subsystem COPYRIGHT © 2021 NELSON EDUCATION LTD. 1-22 Craig’s Industrial Relations System Model Actors: Labour (employees and their associations) Employers and their associations Government and associated agencies End user of the service/product COPYRIGHT © 2021 NELSON EDUCATION LTD. 1-23 Craig’s Industrial Relations System Model Internal Inputs: Values Goals Strategies Power COPYRIGHT © 2021 NELSON EDUCATION LTD. 1-24 Craig’s Industrial Relations System Model Conversion Mechanisms: Processes actors use to convert internal and external inputs into outputs ◦ collective bargaining ◦ grievances ◦ day to day relations–communication ◦ conflict resolution mechanisms (e.g., grievances) ◦ third-party interventions (e.g., arbitration) ◦ joint committees 1-25 ◦ strikes/lockouts COPYRIGHT © 2021 NELSON EDUCATION LTD. Craig’s Industrial Relations System Model © 2021 NELSON EDUCATION LTD. 1-26 Craig’s Industrial Relations System Model Outputs: Employer outcomes Labour outcomes Worker perceptions Conflict/conflict resolution COPYRIGHT © 2021 NELSON EDUCATION LTD. 1-27 Views of Industrial Relations NEOCLASSICAL ECONOMICS VIEW P LU R A L I S T A N D I N S T I T U T I O N A L V I E W H U M A N R E S O U RC E S / S T R AT E G I C C H O I C E POLITICAL ECONOMY COPYRIGHT © 2021 NELSON EDUCATION LTD. 1-28 Views of Industrial Relations An interdisciplinary field economics law history sociology, psychology political science Results in different views of IR COPYRIGHT © 2021 NELSON EDUCATION LTD. 1-29 Views of Industrial Relations Neoclassical Economics View Grounded in economics Sees unions as an artificial barrier to the free market COPYRIGHT © 2021 NELSON EDUCATION LTD. 1-30 Views of Industrial Relations Pluralist and Institutional View View of IR stressing the importance of institutions and multiple actors (including labour) in the employment relationship Sees labour unions as a countervailing force that attempts to balance the interests of employers and employees Traditionally has been the predominant view of industrial relations in Canada COPYRIGHT © 2021 NELSON EDUCATION LTD. 1-31 Views of Industrial Relations Human Resources/Strategic Choice Movement away from unionization toward non-unionized employment relationships Link human resources strategies and practices to the firm’s overall business strategy These strategies often designed to foster cooperation between employees and employers MinimizesCOPYRIGHT the need forEDUCATION © 2021 NELSON unionization LTD. 1-32 Views of Industrial Relations Political Economy Based in the fields of sociology and political science Stresses inherent conflict between labour and management COPYRIGHT © 2021 NELSON EDUCATION LTD. 1-33  Overview of the Text Dynamic s of IR Outputs Chapter 12 Chapter 11 Public- Conversi Impact of sector on unionization issues Actors Mechanis Chapters 5– External 6 ms Chapters 7– Inputs Labour 10 Managemen Chapters 1– Negotiation t 4 Administrat Labour ion history Conflict Legal resolution Economic Third-party Other intervention inputs s NELSON EDUCATION LTD. COPYRIGHT © 2021 1-34 End-of-Chapter Questions and Activities Use the discussion questions and exercises to become more familiar with ◦the meaning of terms associated with industrial relations ◦the different components of the industrial relations system ◦the various views of industrial relations 1-35