EMPLOYEE RELATIONS Employee relations in hotels and catering is about the management of employment and work relationships between managers and workers and‚ sometimes‚ customers. The employee relations can be briefly divided in some “factors” i.e.: Unionisation Structure Culture Collective bargaining Negotiation Consultation Conflict Management Empowerment Grievance & disciplinary 1.1. Unionisation All employees‚ in every kind of business‚ are united by “unionisations”‚ which are employees’ organisations
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Contextual Conditioning of Drug Tolerance and Drug Addiction Research on the contextual conditioning of drug tolerance shows it is an important factor in understanding drug addiction in humans. Context is a way of noting that the likelihood of a behavior or response depends on certain conditions. Contextual conditioning is said to occur when a person becomes conditioned not only to the drug but also to the environmental circumstances or cues in which the drug is taken. Studies have shown that tolerance
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English-speaking world as ‘industrial relations’ (IR) has little institutional presence in the universities of continental Europe and those other parts of the world where anglo-saxon modes of analysis are not dominant. Rather than focussing on wider questions of social relations‚ it has historically concentrated on worker and employer organization and collective behaviour‚ workplace conflict over work-related matters‚ and (in particular) the regulation of the formal employment relationship‚ whether via the
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BHM COURSE GUIDE COURSE GUIDE BHM 750 LABOUR RELATIONS Course Developer/Writer Abdullahi S Araga National Open University of Nigeria Course Co-ordinator Abdullahi S Araga National Open University of Nigeria Programme Leader Dr O. J. Onwe National Open University of Nigeria NATIONAL OPEN UNIVERSITY OF NIGERIA 750 BHM COURSE GUIDE National Open University of Nigeria Headquarters 14/16 Ahmadu Bello Way Victoria Island Lagos Abuja Office 5‚ Dar Es Salaam Street Off Aminu
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Industrial relations is used to denote the collective relationships between management and the workers. Traditionally‚ the term industrial relations is used to cover such aspects of industrial life as trade unionism‚ collective bargaining‚ workers’ participation in management‚ discipline and grievance handling‚ industrial disputes and interpretation of labor laws and rules and code of conduct. In the words of Lester‚ "Industrial relations involve attempts at arriving at solutions between the
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International Comparative Industrial Relations- Comparative study No | Indicators | Common Criteria suggested in Research | Australia | Britain | US | Germany | Denmark | Japan | France | Italy | Sri Lanka | A | Themes ( Key topics/subjects about IR system components) | | | | | | | | | | | 1 | IR System | | | | | | | Japanese Model of IR–Three Pillars and Jacoby’s classification-Statist Micro corporatism 1. Lifetime employment’‚ 2. Seniority and merit-based pay‚ and
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Evolving Workplace Relations Introduction There has been a great challenge faced by business organization today: a shift in employment relationship. Today employees are savvy‚ confident‚ upbeat‚ open minded‚ creative and independent and therefore tend to be more challenging to manage. There is a demand for greater work/life balance‚ workforce flexibility and good management of workforce diversity. Definition ‘Globalisation and the changing workforce have produced two contrasting changes
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not be confined to organisations but to the nation so that we all have a set of common values which are in the national interest. One of the main factors for conflict within the organisation is the lack of communication and Unitarists see this as dysfunctional and counterproductive. The Unitarists believe that conflict is not inherent in employee relations as it does not make good sense for the organisation. They see conflict as an opposite to what they stand for because it is not structural and not
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Chapter 16: Labour Relations Labour union: an officially recognized association of employees practicing a similar trade or employed in the same company or industry who have joined together to present a united front and collective voice in dealing with management. -the purpose of unionization are to influence HR policies and practices that affect bargaining unit members such as pay and benefits. Labour- management relations: the ongoing interactions between labour unions and management in organizations
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safety. As Singapore progress‚ the government implement legislations to ensure good working conditions and safety which affects the union. Labour Relations legislations such as Employment Act (Cap 91)‚ Industrial Relations Act (Cap 136) and Trade Unions Act (Cap 333) (MOM‚ 2014) have provided guidelines for employers and basic needs for the employees’ employment‚ rights and benefits‚ causing union membership rates to decline. Section 27 of the Trade Unions Act (Cap 333) further decreased the value of
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