Analysis of Industrial Conflict, Management, and Workplace Issues

This assignment solution addresses key aspects of industrial conflict and management practices. It begins by emphasizing the importance of a competent management team and the consequences of negligence in areas such as unfair dismissal, work health and safety, and wage underpayment. The solution then explores different perspectives on industrial relations, including Unitarian, Pluralist, and Radical/Marxist views. It identifies workplace issues that can create industrial conflict, such as unrealistic demands, increased workloads, poor management, and unfair practices. The solution also discusses restrictions on industrial action under the Fair Work Act and different types of industrial conflict, including lockouts, work stoppages, and disputes related to wages and working conditions. The assignment draws on various academic sources to support its analysis.

PART B
Question- 3
It is very essential for the organization to have the good management team that takes the
appropriate decisions for the welfare and prosperity of the organization. If the management of
the company is poor and are unable to handle the various business affairs effectively, then for the
committed negligence ignorance cannot be used as the excuse. There are several laws and
legislations and also the corporate governance policies that are prior defined for the fulfilment by
the business and in case of the non-compliance the strict actions shall be taken without
permitting ignorance as the excuse by the ineffective management of the company. These are the
areas where generally the management lacks and makes blunders to be counted for excuse of
ignorance: -
a) Unfair dismissal- It is when the employees are being terminated from the company in an
unfair and unreasonable manner without having a sufficiently good reason with the management
for doing the same (Canning, 2018). But this is contrary to the legislations and so the excuse of
being ignorant will not be accepted rather they shall be punished for the exploitation of the job
security, being subjected to prejudice and affected by the personal biases of the poor quality
management.
b) Work health and safety- The maintenance of the work health and safety is also one of the
biggest responsibility of the management of the company which is regarding maintaining the
healthy working environment for the employees, their health and safety must be the primary
concern, dangerous working conditions must not be prevalent and the child labour policies must
be abided by the company. In case of the occurrence of the severe accidents or the mishaps the
management shall be blamed and their excuse of being ignorant shall not be considered. There
are also several laws that have been framed in this respect like the Factories Act, Labour laws,
Mines Act and the Dock workers Act that are to be strictly followed by the management.
c) Wage underpayment- This is also one of the most prevailing issues in the company where
they make underpayments to the employees and their right of the basic minimum wages is being
exploited by the company. The lawful legislations already provide for the wages that are to be

paid for the particular qualifications of the individual and in case it is violated then the
complaints can be filed and the actions shall be taken ignoring the excuse of the management.
Question 3
(a) The Unitarist, Pluralist and Radical/Marxist views on industrial conflict.
Industrial relations is a set of experiences that are operated within as well as outside the
workspace, concerning with the determination and regulation of employment relationship. There
are majorly three main perspectives of industrial relations i.e. Unitary perception according to
which the organization is perceived as a coordinated and most consonant system in which all the
employees along with management shares similar objectives. Another is Pluralistic perception
which shares that the firm made of up of compelling and various sub groups or divisions which
include trade unions and management people (Kühne and Leonardi, 2020). This particular
approaches watches the conflicts of interest along with disagreements between workers and
managers. And the last one is Radical perception also known as Marxist, according to which the
structure and the nature of the society and the conflict in employment relationships are reflection
part of the structure of the society.
(b) The workplace issues that may create industrial conflict.
Each and every employee has certain expectations from their employer and this is the
major reason due to which conflicts arises at the workplace. There are certain causes that arises
work space conflicts such as unrealistic demands and desires of employees causes employer to
ignore the requirements or expectations of employees, enhancement in workload also feel people
being pushed to complete the tasks in short duration of time arises conflicts, apart from this poor
management, unfair practices, bad communication, lack of equal opportunities, certain changes
within the internal structure of the firm and many other similar activities arises conflicts within
the organization (Ayub Khan and et.al., 2018).
(c)Restrictions on collective forms of industrial action such as strikes under the Fair Work Act.
Industrial actions can take several forms including employees that goes on strike or
enforce activity prohibition in which they refuses to perform certain actions or their normal
duties. Under the Fair Work Act, it has been identified that there are certain actions that comes
under definite activities such as employees who are performing their tasks in a manner that are

totally different from the per-defined way, employees adopts practices that restricts or delays the
performances of work. Industrial actions are protected if the unions are sanctioned the action and
broadly define trade challenge (Bray, Stewart and Macneil, 2018).
(d) The different types of industrial conflict.
Industrial disputes are termed as the difference of opinions between workforce and management
people on the ground of employment. There are various types of industrial conflicts which
includes lockouts, work stoppage, sentinel and gherao. These all disputes are the part of the
organisations life and generates out of various economic as well as non-economic issues
(Rispens, Jehn and Steinel, 2021). It also includes the number of leaves that an employee can
avail as well as their working hours. Another important types of disputes include conflict of
interest, difference of opinion on rights, termination of worker disputes, conflicts among workers
union and labour, etc.

Books and Journals
Kühne, O. and Leonardi, L., 2020. Conflict and Society. In Ralf Dahrendorf (pp. 41-68).
Palgrave Macmillan, Cham.
Ayub Khan, and et.al., 2018. Workplace ethics: the opposition of standards at
workplace. International Journal of Modern Languages and Applied Linguistics
(IJMAL), 2(4). pp.1-9.
Bray, M., Stewart, A. and Macneil, J., 2018. Bargaining, Cooperation and'New Approaches'
under the Fair Work Act. Federation Press.
Canning, V., 2018. Border (mis) management, ignorance and denial. In Ignorance, Power and
Harm (pp. 139-162). Palgrave Macmillan, Cham.
Rispens, S., Jehn, K.A. and Steinel, W., 2021. Conflict management style asymmetry in
short-term project groups. Small Group Research, 52(2). pp.220-242.