Industrial Relations Industrial relations is a term that inspects the relationship between the employer and employees in the workplace. It also looks at the direct and indirect industrial relations system for governments, institutions and organizations for example. Industrial relations pursue a system that proves to produce minimal workplace disagreements, increase in incomes, environments created from mutual cooperation and goodwill, and the promotion of democracy through all levels of an organization. Some major benefits from an employer can help an organization if everyone cooperates. For example, if an employer consistently shows contributions to good industrial relations, produces high morale from employees and decreases pollution caused by waste from factories and technology. The theory goes that if the workplaces have good industrial relations then employees with feel more loyal and obliged to work for the benefit of an organization. If the industrial relations are bad then there will be friction between management and workers and will continue to grow until the work environment is potentially unfriendly and dysfunctional. Amongst these types of situations there are two different systems used to categorize what sort of conditions they fit into. The two are known as the state and national systems and both come with various laws and entitlements. A stakeholder can be an organization, person or group that is interested or concerned by the effects of organization actions, policies and objectives. For example, important stakeholders could be directors, employees, agencies, owners or community’s that draw resources from a business. Not all of these are the same; a company’s clients are allowed to practice fair trading but ar... ... middle of paper ... ...: https://www.fwc.gov.au/resolving-issues-disputes-and-dismissals/what-the-commission-does, Accessed 7th April 2014 ACTU Worksite, 2014, What is a Union? Available at: http://worksite.actu.org.au/what-is-a-union/ Assessed 7th April 2014 Fair Work Ombudsman, 2014, Legislation, Available at: http://www.fairwork.gov.au/about-us/legislation/pages/default.aspx Accessed 8th April 2014 Work Health and Safety Act 2012, 2013, Available at: http://www.legislation.sa.gov.au/LZ/C/A/WORK%20HEALTH%20AND%20SAFETY%20ACT%202012/CURRENT/2012.40.UN.PDF Accessed 8th April 2014 Fair Work Commission, 2014, Awards and Agreements, Available at: https://www.fwc.gov.au/awards-and-agreements/awards Accessed 8th April 2014 Fair Work Commission, 2014, Minimum Wages and Conditions, Available at: https://www.fwc.gov.au/awards-and-agreements/minimum-wages-conditions, Accessed April 8th 2014
Stakeholder is anyone with an interest in a business; stakeholders are individual, groups or businesses. They are affected by the activity of the business. There are two types on stakeholders who are internal and external. Internal stakeholder involves employees, managers/directors and shareholders/owners. External stakeholder involves suppliers, customers, government, trade unions, pressure groups and local and national communities.
Regarding to organizational stakeholders, there are three main groups of stakeholders: customers, employees and investors. The company attempts to link stakeholders’ needs and expectations to the company’s goals. For customers, the company must treat them fairly and honestly. For employees, the company needs to treat them fairly, make them a part of the company and respect their needs. For investor, managers should comply with the accounting procedure, do not manip...
Stakeholders are the persons, groups, and institutions directly affected by an organization’s performance. Some external stakeholders for Wal-Mart include the following: 1) Customers: specific consumer or client’s groups, individual, and organization’s goods and/or use its services. Wal-Mart has grown by ...
Stakeholders’ analysis is the analysis which tells that how the company is dealing with the people which are directly or indirectly related with the company’s operations. These are called stakeholder and they include the employee, society, suppliers, buyers, shareholders, got and other tax related companies.
Dunlop(1958) argues that in the system of industrial relations, there are 3 major components in the system. There are the actors, the context and the common ideology. The actors consist of the employers and their organizations and employees and, if present, the groups that represent them and the state or government agencies. The second major component, the context, is the situation or environment that influences any decision or activity, this is usually technology, market constraints or distribution of power in the wider society. The common ideology, under which the purpose of this essay falls, can be seen as a binding idea or theory which the actors share for the purpose of stability in the system. Under the common ideology component, there are various conflicting theories or frames of reference.
Stakeholders are those groups or individual in society that have a direct interest in the performance and activities of business. The main stakeholders are employees, shareholders, customers, suppliers, financiers and the local community. Stakeholders may not hold any formal authority over the organization, but theorists such as Professor Charles Handy believe that a firm’s best long-term interests are served by paying close attention to the needs of each of these stakeholders. The modern view is that a firm has responsibilities to all its stakeholders i.e. everyone with a legitimate interest in the company. These include shareholders, competitors, government, employees, directors, distributors, customers, sub-contractors, pressure groups and local community. Although a company’s directors owes a legal duty to the shareholders, they also have moral responsibilities to other stakeholder group’s objectives in their entirely. As a firm can’t meet all stakeholders’ objectives in their entirety, they have to compromise. A company should try to serve the needs of these groups or individuals, but whilst some needs are common, other needs conflict. By the development of this second runway, the public and stakeholders are affected in one or other way and it can be positive and negative.
Stakeholder is any groups or individuals that are affected by the attainments of the organisation’s goals. [] In this situation Coca-Cola situation we can determine following group of stakeholders. They include local communities, employees, customers, suppliers, competitors, countries, law, and government regulatory parties.
The current labor movement in human relations, business and industry has deep roots in the past and is continuing to evolve in the present. The struggle for survival and the drive to become successful in society, and the business world, fuel the current activities. Grassroots movements for fair wages and tolerable working conditions bring workers together to collectively affect change through the formalized organization of labor unions. Social theorists have over the past century, attempted to explain the complex processes that occur within labor movements. Mishel & Walters theorize that collective bargaining units have a positive impact upon human relations, and labor negotiations within business, industry and politics. While some of their views are supported by popular social theories, other theorists’ suggestions contrast sharply with their opinions.
Labor relations have emerged as an important element in the work environment since they help determine labor practices. Regardless of the industry or market where they operate, organizations are required to have policies that contribute to fair treatment of employees as part of ensuring effective labor relations. While organizations and employers understand the significance of effective labor relations, some of them do not ensure suitable labor policies and practices for employees, which results in significant challenges. This tendency has contributed to the emergence of labor unions that adopt various measures and approaches towards promoting effective labor practices and relations in the work environment. The unions utilize the various measures including collective bargaining based on the provisions of The National Labor Relations Act.
Employment relations refer to the relationship between the employer and the employee. Employment relations are governed by the provisions of the employment contract and/or collective agreement where applicable, common law principles and legislative provisions governing specific situations. Many factors in the external environment have an effect on the employment relations within an organization, which they need to monitor and possibly adapt to the necessary changes. The external environmental factors that would influence employment relations are political, economic, social, technological, legal and environmental.
Stakeholders refer to individuals or groups of people that have an interest in a business. Management argues that as long as there is wealth for shareholders, then anything is done in a responsible manner and things should be done to promote the interest of other stakeholders.
Industrial Relations is a multidisciplinary field dealing with the study of employment relationship in union and non-union organizations. There have been various theories of industrial relations in place, but the first and most influential theory was put forward by John Thomas Dunlop. Dunlop, as a labor economist, remodelled the work of sociologists and developed a framework of industrial relations system. He developed the System’s Theory which stressed on the interrelationship of institutions and behaviors that enables one to understand and explain industrial relation rules.
Examples of Stakeholder’s could be: managers, directors, employees etc. It is based upon a conceptual framework approach in which it provides moral and ethical values to a business organisation. When in practice, majority of organisations are mainly going to focus on corporate social responsibility. The reason for this is because CSR is seen to have a big impact on the firm as many people are recognising that there is a increasing number of businesses that are both socially and environmentally friendly. On the other hand, if the government doesn’t intervene with companies in terms of both regulation and legislation, this means that firms will only be concentrating on the accounting figures. If companies are primarily focusing on the accounting figures, this indicates that businesses are not taking in the social and environmental impact of the activities within the organisation. In (Liu, Fellows and Tuuli, 2011), it refers to corporate citizenship values in which it considers and identifies the different demands of the stakeholder groups to see where the overall value of the company comes from taking into thought the environment and
There are many different approaches and theories regarding industrial relations nowadays. In order to mount an opinion on which is the ‘best’ or most appropriate theory of industrial relations, each theory will have to be analyzed. The three most prevalent theories of industrial relations which exist are The Unitarist theory, The Pluralist theory and The Marxist theory. Each offers a particular perception of workplace relations and will therefore interpret such events as workplace conflict, the role of trade unions and job regulation very differently. I will examine each of these theories in turn and then formulate my own opinion regarding which is the ‘best’ or most appropriate theory.
An important aspect of this framework conceives the industrial relations system as self-adjusting towards equilibrium. In so far as change in one element had repercussions for the other elements, they are held to set in motion a range of processes that invariably restores a sense of order on the system. Strategic choice theory Another widely used and more recent theory drawing on pluralist assumptions is Kochan, Katz and McKersie’s (1986) strategic choice theory. This particular theory picks up on the systems concept developed by Dunlop (1958) and advanced on it by accommodating a number of contemporary changes in the way industrial relations was being practiced. Three such changes are noted as being influential in determining the way managers deal with industrial relations issues. The first is identified in the recent decline in union membership and the rise of new industries not covered by unions. The second is noted in the way collective bargaining structures and outcomes involving trade unions