The academic field known in the 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
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can be seen through two different perspective views which are Pluralist and Unitarist. There is a clear distinct difference between both because in personnel management‚ the focus is more on individualistic where individual interest is more than group interest. The relationship between management and employees are merely on contractual basis where one hires and the others perform. Whereas‚ HRM focuses more on Unitarist where the word "uni" refers to one and together. Leadership and management
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Identify which frame of reference is adopted by BRS management and give reasons for your answer. Answer In developing a theory of industrial relations various perspectives/frames of reference have been identified‚ Unitarist‚ Plularist‚ Radical and Corporatism and Concertation. Unitarist approach In unitarism‚ the organization is perceived as an integrated and harmonious system‚ viewed as one happy family. A core assumption of unitary approach is that management and staff‚ and all members of the
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Critically discuss the power of the state and its relevance to the Unitary perspective. Address this by analysing other frames of reference within Fox (1966) theory‚ other models‚ theories and legislation relating to the implications of how conflict and harmony are managed within organisations. There are three factors that influence the behaviour of organisations‚ the individuals that interact with employment relations‚ managers‚ employees and the state. The state‚ defined‚ is the government chosen
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BACKGROUND This paper aims at analyzing the industrial dispute between Qantas and the trade unions in 2011. The key questions include: _(1) WHAT WERE THE CAUSES AND CONSEQUENCES OF THE QANTAS DISPUTE IN 2011? (2) WHAT DOES IT ILLUSTRATE ABOUT CHANGING INDUSTRIAL RELATIONS IN AUSTRALIA?_ To address the question (1)‚ there is an analysis of the interviews and documentary evidence to explain the causes and consequences of the Qantas dispute. To the question (2)‚ it applies theories of industrial relation
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INTRODUCTION: In this world every working organization is having its own conflicts and the way of managing that conflicts are also differ from others. Conflicts can become cause of stress for organization and for individual. There are different types of conflicts and several ways of resolving the conflicts. In this report‚ the conflicts of one working organization can be shown and the recommendations according to the “Blake and Mouton’s model of handling conflicts” to solve the conflicts of the
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focus on people management‚ if we examine critically‚ there are many differences between them. Some are listed below: i) Nature of relations: The nature of relations can be seen through two different perspective views which are Pluralist and Unitarist. There is a clear distinct difference between both because the personnel manager‚ the focus is more on individualistic where individual interest is more than group interest. Here‚ HR manager through a shared vision between management and staff create
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Conflict in the workplace is a complex and multifaceted issue facing all Australian employees and employers. It differs from person to person‚ and organization to organization but the resolution must be resolute as the consequences for a business could be dire. It is important to understand firstly why conflict occurs‚ and whether or not there are systems in place to minimise its impact to the organisation. “The goal of management is to coordinate all available resources to produce an end result”
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bray_Chapter 01 11/8/04 3:01 PM Page ii Chapter 1 THE STUDY OF INDUSTRIAL RELATIONS Chapter 2 THE CHANGING NATURE OF WORK AND EMPLOYMENT bray_Chapter 01 11/8/04 3:01 PM Page 1 part one the n a t u re and c o n t e x t of industrial re l a t i o n s bray_Chapter 01 11/8/04 3:01 PM Page 2 bray_Chapter 01 11/8/04 3:01 PM Page 3 chapter one the study of industrial relations learning objectives After reading this chapter you
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Pluralists treat power‚ conflict and interests as interrelated phenomena‚ in the management and organisational behaviour literature‚ and in pluralist practice‚ the tendency has been to give prominence to processes of conflict management and resolution‚ while relegating power issues to a residual role. What is Pluralist Approach to Conflict? Pluralist approach defines the conflict inter and intra individuals‚ groups and organisations as an inherent and ineradicable characteristic of organisation
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