on the federal Labor government. Industrial relations have increasingly become a central plank in this attack. Some of this appears to have a policy basis but it is overwhelmed by a backward- looking desire for a more anti-union‚ anti-collective bargaining legislative regime. Calls for maximising managerial prerogative appear within a loud but misplaced assertion that productivity improvement requires regressive changes to industrial law. Keywords Employer associations‚ employers‚ Fair Work Act
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1) A and organization of employees united as a single‚ representative entity for the purpose of improving the workers ’ economic status and working conditions through collective bargaining with employers. There are two types: the horizontal union‚ in which all members share a common skill‚ and the vertical union‚ composed of workers from across the same industry. 2) There are approximately 9.2 million people employed in the Australian workforce. Latest union membership figures show around 25% of
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where decision makings should be done by management solely which employees have to obey the decisions management made. Trade union’s intervention (Bray & Warring‚ 2006‚ p. 46) is considered as the inhibitor force due to the effect of collective bargaining on an organisation. On the contrary‚ Oakland (as cited in Godfrey‚ Dale‚ Marchington & Wilkinson‚ 1997‚ p.559) argued controlling others is not an effective approach. Pluralistic approach pointed out the need for interventions as conflicts are
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industrial sectors and groups of workers. Due to the poor representation by unions as well as employer’s associations‚ employment relations in China are shaped largely between the employer and workers‚ with the majority of workers having little bargaining power. The role of state is crucial in shaping employment relations through the enactment of laws and regulations. However‚ employers seem to find ways to bypass legal constraints and workers tolerate unlawful employment practices for fear of job
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unions‚ 1 affiliated taxi association‚ 14 social enterprises‚ 5 related organisations. “NTUC ’s objectives are to help Singapore stay competitive and workers remain employable for life; to enhance the social status and well-being of workers; and to build a strong‚ responsible and caring labour movement.” (NTUC‚ n.d.) Back in the past‚ workers were treated unfairly and paid with lowsalaries‚ the main role of the union was to use collective bargaining to help employees negotiate with employers for welfare
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Do you think compensation packages negotiated through collective bargaining agreements are a major cause of our inability to compete in many sectors of the international market? Do you agree or disagree with this statement? Explain using relevant organizational examples. Start with the compensation package. Compensation-packages Along with salary and wages‚ many employers offer added incentives in what is known as a compensation package. This package is
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Redmond‚ WA: Microsoft. Hyman‚ R. (1984). Srikes. Great Britain: Fontana. Lewicki‚ R. J. and Litterer J. A. (1985). Negotiation‚ Homewood: IL. Macklin‚ R.‚ Goowin‚ M. & Docherty‚ J. (1993). Workplace bargaining structures and processes in Australia. In D. Peetz‚ A. Preston. & Docherty‚ J. Workplace Bargaining in the International Context‚ Canberra: AGPS. Extracts‚ pp 3-12 Robbins‚ S Robbins‚ S. P.‚ Bergman‚ R.‚ Stagg‚ I. (1997). Management‚ Sydney: Prentice Hall. Van Slyke‚ E‚ J. (1997). Facilitating
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labour-management relations (f) Interest Disputes and Rights Disputes (g) Integrity and Trust (h) Distributive and Integrative Collective Bargaining Explain in some detail the key factors that led to the development of trade unions in Trinidad and Tobago. The content of collective bargaining is always changing. Discuss FOUR (4) New Issues in Collective Bargaining in the Caribbean region. 1. 2. 3. 4.
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Charlwood‚ A Fernie‚ S. and D. Metcalf (1995)‚ ‘Participation‚ Contingent Pay‚ Representation and Work- place Performance: Evidence from Great Britain’‚ British Journal of Industrial Relations‚ 33‚ 3‚ 379–415. Freeman‚ R Hancock‚ K (2012) ‘Enterprise bargaining and productivity.’ Labour & Industry. 22 (3): 289-302 Hirsch‚ B Kaufman‚ B. (2004)‚ ‘What do Unions do? Insights from Economic Theory’‚ Journal of Labor Research‚ 25‚ 3‚ 351–382. Kersley‚ B.‚ C Metcalf‚ D. (2003a)‚ ‘Unions and Productivity
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PROJECT TITLE: Impact of NPM and HR on Traditional Industrial Relations Systems TABLE OF CONTENTS Page 3 Introduction Pages 4-8 Literature Review Pages 9-13 Traditional Industrial Relations System Pages 14-18 Traditional Public Sector Model Pages 19-21 Analysis and Findings Page 22 Recommendation Page 23 Conclusion Page24 Bibliography In many Commonwealth Caribbean Countries since the early 1960’s‚ there have been attempts at Public Sector
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