Case Study Analysis: Employment Relations at NILO Company

This case study examines employment relations at the NILO company, focusing on industrial conflict, negotiation strategies, and the role of the Fair Work Commission (FWC). The analysis delves into the ways industrial conflict manifests, highlighting factors like strikes and concerns over pay, job security, and work health. It explores the company's use of a problem-solving bargaining approach and its impact on building trust and cooperation. The study identifies key sticking points in negotiations, such as pay, job security, and work health, and their significance to clothing factory workers. Finally, it discusses the implications of inviting the FWC to intervene in enterprise agreement negotiations, considering the benefits of external expertise versus the potential loss of flexibility. The case draws from academic sources to support its findings.

Employment Relations

TABLE OF CONTENT
Question 1 :................................................................................................................................................4
Ways industrial conflict is demonstrated at NILO and factors contributing to it.....................................4
Question 2..................................................................................................................................................4
Forms of bargaining that were used during negotiations between and its impact....................................4
Question 3..................................................................................................................................................5
The three sticking points in the negotiation and importance to these clothing factory worker.................5
Question 4:.................................................................................................................................................5
Parties invitation to Fair Work Commission (FWC) as intervene in their enterprise agreement
negotiations.............................................................................................................................................5
REFERENCES..........................................................................................................................................6

PART A
Question 1 :
Ways industrial conflict is demonstrated at NILO and factors contributing to it
Nilo industrial conflict has been found to be demonstrated by going on strike for 24 hours
which has put pressure on management a voice concerns about their specific working issues. The
factors that have contributed to industrial conflict were issues such as union and staff pay, job
security and work health along with productivity issues which reduced morale factors
imperatively. This has generated factors of unsatisfactory working conditions, lowered
productive functional abilities and new corporate scale goals which further reduced efficiency
working targets. Industrial conflicts are result of less morale factors, reduced work productivity
and lack of resourceful planning segments for new imperative work targets which reduces
cooperative working among employees. Furthermore, new strategies have to be planned
significantly for evolving towards new targets, and generating trust and commitment among
employees and stakeholders (Amri. and Ramdani, 2021).
Question 2
Forms of bargaining that were used during negotiations between and its impact
The company has used problem solving approach as the form of bargaining method, were
it further enabled parties to set confidence within workplace delegates in formal negotiations. In
order to resolve issues, problem solving approach has been taken by integrating functional
optimistic commitment variedly. Including workplace delegates in formal negotiations, where it
further generated building trust and cooperation among parties and enhancing official working
productive diversity for larger working targets. Participants who were included in formal
negotiations assisted to generate higher scale official growth targets, synchronizing work place
motivation and also evolving towards longer term retaining surge. Bargaining form, problem
solving approach further strengthened higher scale cooperative growth engagement among
internal stakeholders, which enhanced trust and productive factors for large functional
productivity within longer time frame. This has been found to strengthen up work commitment,

strengthen up key engagement practices and determine higher optimistic working targets for
longer growth.
Question 3
The three sticking points in the negotiation and importance to these clothing factory worker
The three sticking points in the negotiation are pay, job security and work health and
safety are highly crucial issues for clothing factory workers as workforce needs are highly crucial
to be monetized widely based on longer term growth productivity. Company has role to evolve
on new strategies, and motivation techniques for strengthening larger workforce retaining surge
within longer time periods (Yamin, Taba. and Aswan,2021).These issues are crucial for workers
as employees demands and workplace specifics are functionally essential to empower them for
more effective working opportunities. Sticking points such as keeping aligned focus and
determined functional abilities on increasing pay, providing job security aspects and new
advanced job security factors will further enable business morale to rise. Company has to head
on competent focus towards shaping new scale workforce engagement, keep check on productive
new workforce goals primitively and shape up new working ideologies diversely based on long
term determinants.
Question 4:
Parties invitation to Fair Work Commission (FWC) as intervene in their enterprise agreement
negotiations
Parties if invited Fair Work Commission to intervene enterprise agreement negotiations
will be able to get expertise assistance from external competent parties which are also the
governing bodies. It is voluntary on company to take up parties and intervention assistance from
parties externally, which is an independent decision for company to further evolve practice on
for longer term periods. Role of fair work commission will further enable company to take
formal experience expertise and generate new keen engaged functional rise proactively based on
larger scale work growth targets. This can be further also understood that intervention reduces
company own flexible decision making potentialities, imperatively bring on external
stakeholder’s engagement based on productive priorities. But on longer time run, this will enable
company to strengthen pay strategies for workforce and analyze new integrated workplace

policies to empower higher motivation and commitment. It also becomes crucial for organization
to combat higher innovative business planning, strategies to strengthen up morale among
stakeholder based on long term goals (Taohid, Sujai and Nugraha, 2021).
REFERENCES
Books and Journals
Amri, A. and Ramdani, Z., 2021. Effect of organization commitment, work motivation, and work
discipline on employee performance (case study: pt. pln (persero) p3b Sumatera
upt Padang). International Journal of Educational Management and Innovation .
2(1). pp.88-99.
Taohid, M. G. R., Sujai, R. A. D. A. and Nugraha, N. M., 2021. Does work discipline affected by
the working environment and work motivation?. Economy
Yamin, S. N., Taba, I. and Aswan, A., 2021. The Effect of Additional Employee Income and
Work Environment on The Performance of Civil Servants through Work
Motivation. Hasanuddin Journal of Business Strategy. 3(1). pp.19-28.