EITHER (A) Dunlop’s model of an industrial relations system has been summarized as having four interrelated elements: (1) Actors (2) Contexts (3) Ideology and (4) Rules. Use this summary to explain Dunlop’s model of industrial relations. OR (B) Summarize the contributions of ANY THREE (3) of these contributors to Theory in Industrial Relations: (a) John Dunlop (b) Alan Flanders (c) Alan Fox (d) H. A. Clegg In Salamon’s Industrial Relations: Theory and Practice‚ he discusses the Unitary‚ Pluralistic
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Mary Parker Follett advocated for a human relations emphasis equal to a mechanical or operational emphasis in management. Her work contrasted with the "scientific management" of Frederick W. Taylor (1856-1915) and evolved by Frank and Lillian Gilbreth‚ which stressed time and motion studies. Mary Parker Follett stressed the interactions of management and workers. She looks at management and leadership holistically‚ presaging modern systems approaches; she identifies a leader as "someone who sees
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Employment and Industrial Relations Law Notes Employment and Industrial Relations Law Notes – S1/2007 Table of Contents Topic 1 – Australian Labour Laws .................................................................................................. 6 What are labour laws? ...................................................................................................................... 6 The development of labour laws in Australia .............................................
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Current and Future Management Challenges in Human Relations Purpose: The purpose of this presentation is to highlight challenges faced by today’s manager and discuss potential future challenges. Thesis: Today’s management faces many difficult challenges in human relations in the workplace. From the lackluster economy and corporate greed to increasing diversity and highly educated working families‚ managing effectively is becoming a rapidly changing and multi-faceted undertaking. This presentation
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Industrial Relations Industrial Relations Essay The role of the government on industrial relations is very important as it sets the legal framework that industrial relations operates in. Appropriate industrial relations legislation should recognize the requirements of both employers and employee’s. Both the employee and the employer want to profit from each other but are also reliant on each other. This means that the equal bargaining power of employers and workers must be recognized (Peetz‚ David
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Executive Summary: 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. The term industrial relations explain the relationship between employees and
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Industrial Relations in BD (Conceptual) 1. Question: Causes of poor Industrial Relation’s in BD a) Question: Political Interference may be creating bad IR practices? Answer: Political interferences are one of the causes of poor industrial relations. If there are any political influences then political aim will take over the industrial aim. If people are involved in politics then they will be more interested in politics and they will do work with less labor and try to earn compensation without
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were a lot of theorists that tried to explain what was that triggered and sustained human behaviour. As a result‚ the research of these “behavioural scientists” (kreitner 1999) became to what today is called the human relations movement. This study will be demonstrating the need for human relations movement and also if it has completely replaced classical and scientific management. (131) Before the human relations movement‚ companies were looking for a way to grow their profit by increasing the productivity
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(1)In his 1960 book‚ The Human Side of Enterprise‚ Douglas McGregor proposed two theories by which to view employee motivation. He avoided descriptive labels and simply called the theories Theory X and Theory Y. (1)Theory X assumes that the average person: dislikes work and attempts to avoid it‚ has no ambition‚ wants no responsibility‚ and would rather follow than lead. Is self-centered and therefore does not care about organizational goals‚ resists change‚ is gullible and not particularly intelligent
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International Human Relations BHO3475 Year 2013 Semester 2 Prepared by Robert Mason Page 1 of 15 UNIT OF STUDY GUIDE College of Business YEAR UNIT TITLE UNIT CODE PRE-REQUISITES CREDIT POINTS MODE OF DELIVERY UNIT COORDINATOR UNIT LECTURER & TUTOR NAME EMAIL NAME EMAIL 2013 SEMESTER 2 International Human Relations BHO3475 Nil 12 On-campus (FP) Robert Mason Robert.Mason@vu.edu.au Emma Hall & Veronika Viera-Belicka Emma.Hall@vu.edu.au Veronika.Viera-Belicka@vu.edu.au LECTURE TIME & LOCATION
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