Comprehensive Analysis of Employment Relations in Australia

This report provides an in-depth analysis of various facets of employment relations. It begins by contrasting unitarist and pluralist perspectives, exploring their implications within organizational structures. The report then delves into the concept of high-performance work systems, examining how th...Read More

Managing the Employment Relationship

Section-A
Answer-2
Unitarist Pluralist
Unitarism is based on the concept that
emphasizes or shared interests of different
individual people in the organisation.
Pluralist is another concept which being made
up of divergent sub-divisional groups having
their own legislation on the basis of interests.
In this approach, it can be identified the
conflicts viewed on the basis of dysfunctional.
This means that when dysfunctional situation
occur in organisation or at workplace, this
leads to conflict.
In this approach, conflicts are being
acknowledged and even not properly desirable.
This is because everyone have differentiated
interest and desires and conflict are result of
them.
Unitarist has been perceived the entire
enterprise as one of biggest family where
everyone shares common purpose. In this goal
of the organisation is considered as goal of
employees.
Pluralist has been perceived the single
particular aspect in organisation which may be
represent the loyalty of employees. This means
that if employees are loyal they contribute in
organisational goals and objectives and if they
are not loyal, their interest remains different
from organisation.
Answer-3
A High performance work system is based on the bundle of HRM practices that help to
design and promote actual employees’ skills, knowledge and motivation, involvement. This can
help to enable an organisation to gain a more sustainable competitive advantage. It is all about
the way in which involve two idea type approaches to HRM identified towards high commitment
model. It can be moved towards external control through management systems, technology and
supervision of self-control by staff members, those are always committed towards organisation.
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A high performance work system is mainly depending on the individual person who have
become initiatives towards organisations goal or objective. it emphasis on the intrinsic control,
rewards. In some situation, organisations are consideration of performance management model
in which retain a lot of control. In order to focus on the adoption of practices designed to
increase the high performance. It ensuring high level of motivation as well as competence.
Answer-7
“Non-union collective agreements are basically defined the organization but it does not
employ staff members, who are mainly belonging to the union. It refer to the individual person
who does not belong to the union. In order to setup a specific coordination and create a proper
legal agreement. Non-union collective can do work on the basis of written contract between
organization and a union. it is outlining different term & condition.
In context of international, Non- union collective agreements are usually consider as
collective bargaining so that it may be implemented the unusual thing. This is because of allows
the different parties to tailor the collective agreement. Afterwards, it also governing the
employee relationship within enterprise. Non-union agreement have become a common thing
within international level because of it is acceptable phenomenon in the industrial relations since
1990s.
Answer-8
The relationship between conflict and cooperation in employment relations, which means
that represent the framework for understanding the conflict in the organization. it became
obvious thing in order to recognize different conflicts within organization. In most of cases, each
and every employees are establishing a good relationship with other members. In order to share
or exchange information in the corporation. At that time, it would have increased the situation of
conflict in which staff can show a disagreement on common goals. In the workplace, employees
do not need to be best friends, escalating a lot of tension between staff members. Therefore, it
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will increase unresolved conflict that can directly effect on the performance. At some times, it
can be identified the relationship between conflict and corporation employee relation but it
makes a difficult to discern a real problem of issue. For example- During employee relation in
corporation, a lack of communication may increase a conflict.
Answer-9
A partnership refers to the arrangement between different groups of individual people
who can oversee enterprise operational activities. In order to share the majorly profitability,
liabilities. Each and every members are in organization to share their common goal or objective.
Partnership at work is all about the employers, staff members working together in
particular place. In order to create or develop long term plan, helping to determine positive
relationship. in context of employee relation, it is mainly focused on the identifies the specific
demand of business in future, and also improving working life of staff members. As a result, it
will be creating a partnership with clear, establish a better working relationship and improved
productivity. In the workplace, It has been promoting the best partnership approach in the
organisation, which help to develop a series of underpinning conditions. This can help to
consider as central aspect to be develop an effective development in employee relation.
Section B
Role of state regulations in the Australian employment relations system
State regulations plays very important role in Australian employment relations system.
Role of state regulations is to safeguard interest of employees and employer within an
employment relations system. Workplace relations regulations in Australia are enacted by
commonwealth parliament. Role that these state regulations play in Australian employment
relations system involves-
Safety through minimum terms and conditions of employment- This is one of the important
role of state regulations in which regulations provide safety through minimum terms and
conditions of employment. These minimum terms and conditions of employment bind employee
and employers and this way interest of both can be safeguarded. Minimum terms and conditions
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are those that regardless of other factors, these are required to be considered and followed by
parties in employment relations.
System for collective bargaining- This is also a role of state regulations in employment
relations system in which regulations provide system for enterprise-level collective bargaining.
Collective bargaining is governed by bargaining obligations and rules that govern industrial
actions. This means that regulations provide a system through which collective bargaining can be
done in a way that is appropriate for parties involved in collective bargaining. This also involves
that both parties have certain rights and obligations in relation with collective bargaining.
Collective bargaining is very important part of employment relationship and is concerned with a
process of negotiating between employers and group of employees to reach at an agreement
regarding different conditions of employment.
Provide provision for flexible working arrangements- This is also a role of state regulations in
which employers in employment relationship system are required to make flexible work
arrangements that meet their genuine needs. Aim of this also involves that employees are able to
work flexibly considering their overall requirements and needs.
Protection against unfair dismissal- unfair dismissal is one in which employer dismiss
employees without giving appropriate reason for dismissal and in case they give reason, then
they do not follow appropriate way to make dismissal fair. State regulations are important and
help employees to get protection from unfair dismissal. In this unfair dismissal is wrong and
illegal when exercised by the employer. Unfair dismissal is also unfavourable for interest of
employees and this is protected by interest of employees.
Protection of freedom regarding whether or not to involve third party for representation-
This is also an important role of state regulations in which employee and employer can choose
whether or not they need to be represented by third party in matters of workplace. This means
that employees and employer both can be represented through third party in matters of
workplace. State regulations provide them freedom regarding this that whether or not they want
to be represented through third party or not.
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Safeguard employees from unfair and inappropriate treatment by employer- This is one of
the important roles of state regulations regarding employment relations system. In this state
regulations protect employees from any kind of unfair and inappropriate treatment from the
employers. State regulations provide provisions of how employers are required to treat
employees and safeguard their interest.
Protection of employer from inappropriate behaviour of employees- This is also a role of
state regulations in which it also provides safety to employers in which they can terminate and
take disciplinary action against employees when found guilty of inappropriate behaviour of
employees. This means that state regulations are important for both employees and employers
when they are involved in an employment relationship.
Overall it can be said that regulations are very important and play integral role in
management of Australian employment relationship system.
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