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MAN302 - Australian Industrial Relations Assignment

   

Added on  2020-02-24

11 Pages2317 Words78 Views
Running head; AUSTRALIAN INDUSTRIAL RELATIONSAustralian Industrial RelationsName of the StudentName of the UniversityAuthor Note

1AUSTRALIAN INDUSTRIAL RELATIONSIntroductionThe following paper discusses about the various aspects of the industrial relations thathave been predominant in the country of Australia. Australia has been a country where the lawsand regulations for the work in government organizations have changed many times over the pasttwo decades. This proves that the employees have suffered many setbacks from time to time inthis time. The relationship between the employers and the employees has always remained at thefocal point when discussing these facts. In this paper, the concept of the employee-employerrelationship has to be discussed along with the description about the Fair Work Act that wasdesigned in the year 2009. Many things are related in this scenario. The things like Neo-Institutional approach will be discussed here. The parties like the individual employees in theworkplace, the workers’ unions and the interference of the political parties, the role of theemployers and their respective associations and most importantly the role of the government inthis aspect will be explained here. The fair work commission has a big role to play here as well.Neo-Institutional approachNeo Institutional theory has been considered as one of the most important approaches ortheories in the modern context (Fredriksson, Pallas and Wehmeier 2013). This is because it has alot to do with politics in the modern workplaces. In this theory, the principal perception is toclarify how the organizations should be run in the new era. This includes the development of theinstitutions, spreading their names and how they become legitimate organizations by gettinginvolved in one after another (Fredriksson, Pallas and Wehmeier 2013). This theory has beenregarded as one of the most important aspects in the entire culture of the workplaces andorganizations in this new era. The government organizations are not excluded from feeling the

2AUSTRALIAN INDUSTRIAL RELATIONSimpact of this theory as well. This encompasses the cultural traditions and beliefs in the newperiod of business revolution. The first focuses that were being laid on to the factors of neo institutionalism were theisomorphism and legitimating (Salomon and Wu 2012).This approach did not put muchattention on the human orientation. These certain public policies had an effect on the growth anddevelopment of the organizations. The two theories that are combined with the advent of thisapproach or theory are institutional theory and resources dependence theory. This approach hasbeen evolved through the economy development and it helps to recognize the institutions that areconsidered to be informal. This approach has its roots in the political science where it derives theopinion of the rational selection of the individuals within the society as well as the socialinstitutions (Salomon and Wu 2012). This recommendation of this theory is that the State mustbe strong in nature but its powers and influences must be limited in nature (Suddaby, Seidl andLê 2013).Workplace Relations Act 1996 The workplace relations act is a legislative framework that addresses the work choicesthat the employees can opt for or relate themselves to in a real time (Workplace Relations Act2017). It was designed for the employees and the employers as well. The Work Choices had beenone of the important subparts in that particular legislation. The contemporary government inAustralia had made several changes before introducing this act for the public and they enforced itin the Federal industrial relations in Australia (Workplace Relations Act 2017). These changes inthe Work Choices in the Workplace Relations act include the various factors like:-Using of secret ballots in the industrial action was made to be mandatory (Frege 2017).

3AUSTRALIAN INDUSTRIAL RELATIONSFive minimum workplace conditions had to be created (Workplace Relations Act 2017).A single national industrial relations system had to be formed and applied in everycorporation within the country.The allowable matters which could have been covered by presenting awards, had to bereduced in a good number.Certified Agreements and Australian Workplace Agreements had to be created so that theemployees could have a better future in the organizations (Workplace Relations Act2017).Restrictions were created in the matters that could be allowed anyway.The concept of pattern bargaining was completely outlawed by this legislative framework(Frege 2017).The companies which had less than 101 employees because of the unfair dismissal by thecompanies were exempted from government registers (Workplace Relations Act 2017).Fair Work Act 2009This legislative framework for the better employment relations has been very effective interms of the entire employment relations in Australia. As a whole, this is called the nationalworkplace relations system (Fair Work Ombudsman 2017). This system was designed for abalanced framework for the productive workplace relations in the workplaces around thecountry. The things that have been outlined in this act are:-It has said about the terms and conditions of the employment from perspectives of boththe employer and the employees.

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