1. This is the area of work that basically concern itself with sustaining employer-employee interaction or relationship that will lead to satisfactory morale, motivation and optimum production in a given work environment. It aims at prevention and providing solutions to problems resulting from work situations.
2. This theory puts great emphasis on the co-dependence that exists between employers and their employees. According to this theory an organization is seen as a well integrated and collaborative unit. There is belief that employees unions would reduce loyalty of employee to the company thus affecting the bond between the employer and the employee.
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3. Pluralist theory puts major emphasis on the representative role of management and to the same extent trade unions. There is reinforcement of value and recognition of collective bargaining. There is recognition and appreciation of management and its work in an organization which is to basically coordinate, communicate and instead of demanding or controlling staff persuade them on attainment of company goals.
4. They are;
a) Compensation
b) Benefits
c) Work-Life
d) Performance and Recognition
e) Development and Career Opportunities
5. This is a ruling normally put in place in the specific countries or states (Australia in this case) that normally dictates the compensation of workers in the same work group and conditions. In this case the compensation for a certain group is stated as they should not earn less than specified amount. However, many countries are settling for collective bargaining.
6. This will differ with organizations but the information that should always appear is outlined below,
a) Welcome note, position offered and report date.
b) Person the position reports to, compensation, bonuses if available for that position, structures of reviewing performance, work schedule and adjustments when necessary.
c) Benefits, including insurance and other available benefits.
d) Conditions of employment change of policies that might occur and compliance to such.
e) Relationship of employee to the company at-will.
f) Conduct and other documents and tests if required and duration they have to accept or refuse the offer.
7. This is a situation in bargaining in which only one side of the two bargaining sides feels and is convinced that the outcome as positive. In most cases the win-lose bargaining is hard to be accepted voluntary. It is common in distributive bargaining which is based on competition of those participating and the outcome is normally win-lose.
a) Reduces the staff turnover, thus reduced cost of replacing employees
b) Reduces time for new staff to become acclimatized to their respective roles.
c) Welcomes and makes new staff be part of the company and understand the culture thus become productive fast.
d) Presents an opportunity to set goals as individuals and as a team.
e) Gives information about the organization and roles thus saving time and aligns them to expectations of the company.
a) General training which covers values, structures, history and philosophy.
b) Mandatory training-on health and safety and legal areas.
c) Job training which gives instruction on the role of the new staff.
d) Training evaluation which normally seeks to confirm understanding of the training offered.
e) Discussion of personal strengths as well as aspirations to help new employees feel as part of the organization.
First he/she should ensure the procedure that is to be followed by such case and implement it well.
Hold such grievance in private and listen.
When related to the employee line head, provide someone they should raise the concern to.
Listen carefully, and assess if there is a deeper issue responsible for the grievance.
Listen and try to establish conflicting points.
Weighing available evidence and try to find out the issue that needs to be addressed.
Decide on the action to take and be fair enough and not compromising work or other employees.
Inform the concerned parties of decision reached and appeal in case it is needed.
Keep the information confidential as possible.
A. advocates
b. Australian workplace agreements,
c. Arbitration
D. award restructuring
E. trade unions
a) It shows the commitment of an employer to deal with internal matters thoroughly and in an open manner.
b) Creates certainty of procedure to be followed.
c) Alleviates work related frustration in the work environment as employees can immediately handle grievances early enough.
d) Increases transparency.
e) There is improved consistency in handling such cases.
First it was to replace labor laws of 1988. It then restricts AIRC in regard to federal awards in relation to employee classification, work hours, leaves, allowances and other terms concerning payment of staff. Other purposes are to outlaw the so called closed shops, control union activities, expand on issues related to enterprise bargaining and introduction of work place agreements.
15. Allowable matters are the issues left out on award rules in employment and are left for the agreement between the employee and their employers. Examples are,
a) Allowances
b) Hours of work
c) Leave issues
d) Termination notice
e) Penalties
f) Pay and work conditionsThis is a concept that is people oriented and focuses on similarities and the differences (culture, gender or race) which people bring to an organization. Diversity often includes the dimension of that give identities and the different views that people bring into the workplace these includes education, profession among others. It is considered as inclusion of everyone. Thus initiates non discrimination and aims at making these individual differences work. Learning from others and attain respect for those differences.
a) Better problem solution and good decision making
b) B rings aboard more creativity and innovation.
c) More marketing to diverse customers.
d) Provides ability to healthy competition globally.
e) Increases commitment of employees to an organization thus improves productivity.
18. The main five channels include,
a) Face –to-face talks or meetings.
b) Involvement in training.
c) Use of intranet and internet.
d) Use of fliers, posters and leaflets.
e) Speech and presentations.
a) There are rampant disputes of right and interest. These are based on laws and opinions.
b) Inevitable conflict of employees or individuals. Notable differing of ideas.
c) Differences of groups within the organization. Formation of grouping in an organization with alignment of the diversity lines.
d) Clear cut stages and progressive conflicts.
20. Three methods that maybe employed are
a) Negotiation-the aggrieved part meet the aggressors to resolve the existing differences in the group or individuals.
b) Mediation-this is employed when negotiating parties may fail to strike an agreement and thus involve a third party to help resolve conflicts. The third party is known as mediators.
c) Arbitration which is an appointment of an individual is made; he/she acts as the adjudicator in the conflict resolving issue.
References
Ackers, Peter; Wilkinson, Adrian (2003). Understanding Work and Employment: Industrial
Relations in Transition. Oxford University Press.
Salamon, Michael (2000). Industrial Relations: Theory and Practice. Prentice Hall.
Walck, C.L. (1995). Editor's introduction: Diverse approaches to managing diversity. Journal
of Applied Behavioral Science, 31, 119-123).
