Industrial Relations: A Case Study Analysis of Conflict

This report delves into the intricacies of industrial relations, using a case study to examine the relationship between unions and management within an organization. The report highlights key issues such as employee termination, the role of collective bargaining, and the impact of organizational conflict on productivity. It explores different perspectives, including those of the management and the union, while also analyzing the need for a third-party involvement to resolve the conflict. Furthermore, it discusses the importance of maintaining good relationships between unions and management, and how to resolve conflicts in a constructive manner. The report also discusses the process of collective bargaining, including the importance of effective communication, negotiation strategies, and the need to consider the legal framework. The report concludes by emphasizing the importance of creating a harmonious work environment and the need to satisfy employees' demands to improve productivity and maintain a strong workforce. References are provided to support the analysis.

INDUSTRIAL
RELATIONS

Introduction
Minimizing organizational conflicts
Relationship between union team and management team
Organizing different programs
Objective should be improve productivity

Discussion
 Key issues in the scenario of the company
• Relationship between employer and employee
• Developing individual interest into organizational interest
• Argument related to Smith’s termination
• Did not terminate other employees for similar mistake
• Employees are very much rebellious
 Management’s point of view for the whole case
• Improving the productivity
• Maintain employees demand so that there is more retention
• The management team sent suggestion letter not warning letter
• Punished Smith for lying
• Retained other employees as they spoke the truth

 Market growth workshop
• Involvement of third party for solving organizational conflict
• They will sit and listen to both the parties
• Provide a rational solution
• Mutual benefit from the solution
 Argument that may be brought by the union team
• The memorandum was a warning letter
• Smith was terminated due to false allegation
• No strong proof was presented against him
• Other employees with similar mistake was not terminated
• Other employee was not a part of union
• This act was done to threat employees
• The senior official of the organization are also involved

 The importance of relationships between union and management of any
company
• Productivity will be more
• Organizational harmony
• Procedures for maintaining relationships:
 Regular communication
 Mutual respect
 Proactive policies
 If the union was certified then some steps taken by management to
approach collective bargaining
• Bargaining should not be dragged for months
• Keeping the bargaining process simple by focusing into essential issues
• Focusing into non-monetary rather than monetary

 Top five priorities inn collective bargaining from management’s side
• Understanding the competing business interest between the union and the company
• Understanding the legal framework
• Developing a strategy for every set of negotiations
• Regarding all the time as ‘economic’
• Knowing the current trend before making a negotiation
 Summary of the argument
• Conflicting behavior of employees
• Smith’s termination
• More issues in production
• Third party have to finally get involved
•

Conclusion
Employees and management have to develop a coordination between
each other
Employees demand should be fulfilled to satisfy them
They should take lesson from other organizations
Professional is needed to maintain organizational harmony

References
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• ISMAILI, I. (2019). COLLECTIVE NEGOTIATION AND THE SITUATIONS IN THE LEGISLATION OF THE
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• Jiménez, M. C. R., Martos, M. C. V., & Jiménez, R. M. (2015). Organisational harmony as a value in family
businesses and its influence on performance. Journal of Business Ethics, 126(2), 259-272.
• Koh, J., Salleh, L. M., Dato’Mansor, Z., & Kumar, N. (2013). The Role of Relationship Capital within the
Trade Unions for Labour Management Relationship. In Proceedings of 2013 International Conference on
8th Asean Business Research.
• Koskinen-Olsson, T. (2019). Study on Collective Negotiation of Rights and Collective Management of
Rights in the Audiovisual Sector. World Intellectual Property Organization Committee on Development
and Intellectual Property. Retrieved, 4.
• Lennard, M. (2014). Transfer Pricing Arbitration as an Option for Developing Countries. Intertax, 42, 179.
• Madureira, A., Pereira, I., Pereira, P., & Abraham, A. (2014). Negotiation mechanism for self-organized
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