Ask a question from expert

Ask now

Industrial Relations of China and Australia Assignment PDF

9 Pages2547 Words371 Views
   

Added on  2021-06-17

Industrial Relations of China and Australia Assignment PDF

   Added on 2021-06-17

BookmarkShareRelated Documents
Running head: INDUSTRIAL RELATIONS OF CHINA AND AUSTRALIAIndustrial Relations of China and AustraliaName of the studentName of the UniversityAuthor note
Industrial Relations of China and Australia Assignment PDF_1
INDUSTRIAL RELATIONS OF CHINA AND AUSTRALIA1Industrial relations refers to a multidisciplinary field that involves study pertaining toemployment relationship. Business Council of Australia has stated that the employers and theemployees are involved in conflict and hence for the public interest it is important to regulateit. Industrial relations can help in protecting the employees and controlling of wages whichcan help in protecting the economy. The main concern of industrial relations is in relation topay along with that of working conditions. Industrial relations deals with different aspects inrelation to the employment relations and it is not solely concerned with that of the unionizedworkforce (Wang and Cooke 2017). Industrial relations is concerned with employmentrelationship and the scholarship of industrial relations assumes that there are inherent conflictof interest between that of the employers along with that of the employees. This essaycompares and contrasts the industrial relations of the two countries of Australia and China.Collective bargaining has gained momentum in 2000 that was helped by legalframework along with that of union membership. Collective bargaining in China has startedto occur at various levels in relation to the economy and not solely at the enterprise level. Thenew development has been linked with creation of different forms in relation to trade unionsthat has been made possible owing to the Trade Union Law that has been revised. Differentobservers has stated that there are deficiencies pertaining to system of collective bargainingin terms of the bargaining process. Number of Chinese workers who undertake collectiveagreements has risen at a rapid pace and number of workers who are covered by the aspect ofwage agreements has evolved at a slower pace. The Chinese trade officials attach greatimportance to sectoral bargaining (Bartram et al. 2015). The regional unions can articulatethe demands of the workers that is concentrated within the same area. They can act in anindependent manner with their individual employers. The sectoral unions can articulate thedemands of the workers within that of the same sector that is within that of the same locality.The workplace Relations Act that is in place in Australia is based on collective agreement
Industrial Relations of China and Australia Assignment PDF_2
INDUSTRIAL RELATIONS OF CHINA AND AUSTRALIA2and states that the individual along with that of the collective should be treated on equalbasis. This act thus completely changed the face of labour law in Australia that laid moreemphasis on the aspect of collective bargaining that can provide the employees with a voicein the arena of work. Collective agreements were taken account of in this act but it helped theemployers in the introduction of individual contracts. This can seem to be fair but it canprove to be an advantage for the employers who are unscrupulous to frustrate the employees.The Workplace Relations Act in Australia highlighted the rights of the individuals ofassociating or not associating (Chung 2016). It laid clear that the employees cannot bevictimised on the basis of union membership. An employer cannot ask the employee to leaveunion by making any kind of threats. The trade officials of China lay great importance to theaspect of sectoral bargaining and the workplace Relations act that is prevalent in Australialays emphasis on collective bargaining and collective contracts were made (Chan and Hui2017).The State has an effect on that of the environment within which industrial relationsfunction. It has an influence on the economy with the help of the different policies in relationto that of spending along with taxation. Chinese labour market does not offer protection todifferent rights like freedom pertaining to association along with that of right pertaining to theworkers of striking. China has not carried out the ratification in relation to InternationalLabour Organization of that of United Nations. What adds to the problem in China is that thelabour contracts are not made use of by domestic employers in relation to the local employees(Wen and Lin 2015). The absence of written contracts makes the employees struggle inrelation to their employment. It thus makes the workers lose the element of basic humanright. The regulation pertaining to dispatch agencies that offers temporary labour hastightened in the recent age and there are some domestic employers who hire that ofindependent service provider in order to avoid these kind of regulations. These kind of
Industrial Relations of China and Australia Assignment PDF_3

End of preview

Want to access all the pages? Upload your documents or become a member.

Related Documents
Enterprise Bargaining Agreement and Section 98: Negotiating with Google
|5
|717
|52

Managing Employment Relation
|11
|2430
|1

Concept of Trade Union - Essay
|10
|2214
|49

HRM523 Advanced Studies in Industrial Relations
|8
|1901
|126

Assignment on Union Density
|9
|2413
|57

Employment Relations
|9
|2779
|60