Industrial Relations Assignment Solved
Added on 2021-06-16
12 Pages2683 Words91 Views
Political Science
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Running head: Management of Industrial Relation 1MANAGEMENT OF INDUSTRIAL RELATION Student NameInstitution
Management of Industrial Relation 21.IntroductionManagement of industrial relations is a multifaceted area that involves various playersand regulations. Various countries have their own government and legal regulation that controlinter-organizational and interpersonal relations. The IR can be explored based on various aspectssuch as legal framework, associations, regulations and dispute resolutions. In analyzing the IRUnited Kingdom and Australian IR can be compared based on elements and employment issues.Clear differences can be observed between the IR of UK and Australia with clear similaritiesalso visible. The UK's approach to IR is generally traditional belief on non-governmentinterference as compared to full government intervention in case of Australian IR. One visiblesimilarity is the regulatory and legislative framework within both countries’ IR. The followingpaper gives an overview of United Kingdom’s industrial relation comparing and contrasting bothcounties’ IR.Provide an overview of the IR system of a country or region of your choice and compare and contrast it with the Australian system.2.The overview of IR system of United KingdomThe industrial relation of the United Kingdom has been of significance in relation toemployment. The overview of industrial relations of the United Kingdom is characterized by anumber of components. These components can be categorized into approach, legislation, unionsand associations, dispute resolution and representation.
Management of Industrial Relation 32.1 Industrial relation approach The traditional view of industrial relations is based on minimal government interferenceand voluntary relations between various social partners in the employment sector. The IR of UKhas limited government intervention except under dispute resolutions and where governmentemployees are in disagreement. This is based on the need for the sector players to develop theirown relations. The approach serves to better the relationship between various players throughagreements and confines of the employment laws (Department for Business, Skills andInnovation 2012).2.2 Legislations governing IRThe industrial relations of UK have various legislations that manage the industrialrelations. These legislations have resulted in the development of trade unions that mainly protectand safeguard employment relations. Examples of these legislations are the Trade Union Act,Conspiracy, and Protection of Property Act, Trade Disputes Act. These acts regulate the differentsocial relations such as trade union formation and operations, trade disputes and propertyprotection. In addition, the country uses these legislations to monitors the operations of variousplayers to ensure that the government has no direct intervention in the IR sector (Simon2014,p.7).2.3 Trade unions and associations The industrial relations of UK is also characterized with various trade unions that areformed by members from various sectors of the economy. Some of these trade unions includeUK Trades Union Congress (TUC), Labour Party and Trade Movements. These trade unions
Management of Industrial Relation 4draw members from various organizations and industries throughout the country. The IR ischaracterized by other different players and these players are Employers’ organizations. Tradeunions membership is drawn from various occupations such as teachers, companies, andindustries. The employer’s organizations are an organization that is mostly drawn from theprivate sector and are from various companies and industries within different sectors of theeconomy (Sasse2016). 2.4 Collective agreements and dispute resolutionsThe IR has other issues such as collective bargaining, collective agreement, and industrialdispute. IR is characterized by collective bargaining where employers and employees agree oncommon payment level for employees. The collective agreement, on the other hand, is majorlyagreements between various players within the employment sector of the country. Industrialdisputes are the disagreement between key players within the employment sectors overemployment-related issues such as payment and working conditions. The Advisory, Conciliationand Arbitration Service (ACAS) are tasked with the mandate to arbitrate in any conflicts thatmay arise between parties within the workplace (Stewart2009). 2.5 IR representations UK IR is characterized by a representation that cut across the workplace, board level andEuropean level. The workplace representation is the membership representation within unionswhere employees have the common interest of right protection. The second level ofrepresentation is a board where ordinary employees have no right to representation. The thirdlevel of representation is at the European Union level where members of the company workforce
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