Industrial relations is a post-industrial revolution term that replaced the expression "master-servant" used to define the relationship between a worker and an employer. Contemporary industrial relations still refers to the employment relationship and the business unit that manages the employment relations, personnel or human resources. It often includes labor unions as parties to that relationship. The main objective of industrial relations is to improve the economic conditions of workers in the
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APPROACHES SOCIO EHTICAL APPROACH This approach hold that industrial relation beside having a socio logical base dose have some ethical responsibility good ir can be only maintained and both labour and management realize their responsibilities in contributing to the given task through mutual cooperation and understanding ech othr problem dis approach ethicl presr n parties for maintnc of goods ir through peaceful setlmnt of disputes Gandhian approach: His views on ir are based on his fundamntl
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negotiate wages and working condition terms, regulate relations between workers (its members) and the employer, take collective action to enforce the terms of collective bargaining, raise new demands on behalf of its members, and help settle their grievances. A trade union may also be a company union that represents interests of only one company and may not have any connection with other unions. It is general union that represents workers from several companies in the same industry also known as industrial union. To explain more
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Pluralist perspective of employment relations Question: Carefully define the pluralist perspective of employment relations and show how it differs from other frames of reference. What are the limits of the pluralist acceptance of different stakeholder interests at work. When, within the pluralist perspective is conflict acceptable? The topic of industrial relations generally deals with the relationships encountered by the workforce in their working lives and can equally be contributed to and
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This paper will talk about the employment relations from two perspectives, a unitatist perspective and a pluralist perspective, and then make an analysis of the Australian Waterfront Dispute 1997-1998 from these two perspectives. In order to make clear the changes of the stevedoring industry in Australia, one has to understand the disputes occurred between 1997 and 1998. These disputes were not simple because they demonstrated the employment relations in the industry or even the whole economy (Trinca
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The unitary and pluralist perspectives of employee relations Since the 1980s, there has been a significant paradigm shift in managing employee relations (ER) to one focused on more strategic and integrated frameworks that are based on employee commitment and shared workplace interests, instead of the traditional managerial control and conflicts between employers and employees (Cully et al. 1999: 57; Kaufman 2008: 317). These ER initiatives can be traced back to the 1950s in the United
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ORGANIZATION SCIENCE Vol. 2, No. 4, November 1991 Printed in U.S.A. ILLUSIONS AND OTHER GAMES: A TRIFOCAL VIEW OF ORGANIZATIONAL POLITICS* PATRICIA BRADSHAW-CAMBALL AND VICTOR V. MURRAY York University, 4700 Keele Street, North York, Ontario, Canada Despite recent and growing interest in organizational politics, conceptual thought in this area tends to be dominated by a single theoretical perspective. In this paper we describe and contrast three views of organizational politics (functionalist
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The Inland Revenue Board Malaysia (IRBM) is one of the main revenue collecting departments of the Ministry of Finance. Every year, the ministry sets a deadline for taxpayers to return their tax assessment forms and settle their taxes. However, many had to pay penalty charges for late payments and the department is faced with hundreds of millions of Ringgit Malaysia (RM) in tax arrears. To avoid the consequences of late and non-payment of taxes, many taxpayers call at the IRB department to obtain
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............................................3 1.1 Employment relationship defined...............................................................................3 1.2 A brief history of industrial relations in Australia.......................................................3 2.0 Changes in workplace relations and employment relationship................................ 4 3.0 Casualisation and employment relationship.............................................................4 4.0 Technological
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What are ‘Good’ Industrial Relations? What are ‘good’ industrial relations? It can simply be described as a workplace in which the employees are motivated and happy. This occurs when a workplace has solved their problems; however there is no single means to achieving this. Pluralism, unitarism and radicalism are three theoretical approaches to industrial relations. Unitarist theory believes that the employees should have the same goals and interests as their employer and view conflict as detrimental
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