Industrial elations
Employment elationship
Industrial elations and HM
Globalization and Industrial elations
Industrial elations in United States of America
Current esponse to Globalization
The paper critically examines the effects of global trade expansion on national industrial relations and how USA has responded to the changing business environment to meet its economic targets.
In order to understand the impact on the national industrial relations from the rise in global trade we need to study the historical factors and the future projections that are shaping up the change in the industrial shift. 1990s saw an increasing demand for high technology goods and gave rise to an international competition which changed the nature and operations of the industries substantially. The production processes were altered in order to cater to this new demand across the world. The individual firms with low budgets had to increase their competitiveness in order to meet up with the requirements of the industry.
These industrial changes have…...
mlaReferences
Befort, Stephen F. And Budd, John W. (2009) Invisible Hands, Invisible Objectives: Bringing Workplace Law and Public Policy Into Focus, Stanford University Press.
Blyton, Paul; Bacon, Nicolas; Fiorito, Jack; Heery, Edmund (2008). Sage Handbook of Industrial Relations. Sage.
Bruce E. Kaufman (1993). The Origins & Evolution of the Field of Industrial Relations in the United States. Cornell University Pres
Clarke, T.; Clements, L. (1978). Trade Unions under Capitalism. Atlantic Highlands, NJ: Humanities Press.
(2000) "in today's business world, no company is likely to stay on top for too long that doesn't rethink at least some key processes on a regular basis." (p. 33) This is especially true in industrial relations, where the new intersection of previously unaffiliated cultures is leading to opportunities for shared advancement. ith effective change management, it may be possible to achieve the optimal integration of the UAE's domestic culture and global best-practices in labor equality and fairness.
Ethical Industrial Relations with Multinational Corporations:
The implications of this change are quite significant given the proclivity of many developing nations to allow for the deep exploitation of their laborers. According to Shaiken (2004), "fierce world-wide competition for jobs threatens to undercut wages and working conditions." (Shaiken, 1) This means that there is a distinct ethical need in the field of industrial relations for the introduction of fair wages, safe working conditions and…...
mlaWorks Cited:
India News Portal (INP). (2006). Indian Expats in UAE facing Depression. SIFY.
Pande, PS, Neuman, RP & Cavanagh, RR (2000). The Six Sigma way. McGraw-Hill Professional.
Reh, F.J. (2006). Plan is Not a Four Letter Word. About Management.
Shaiken, H. (2004). Work, Development and Globalization. Center for Latin American Studies.
You can approach your local magistrate for assistance and the standard Notices to use in a claim. hile this is certainly an advantage the factor that is most treasured by the subcontractor is that the contractor is responsible for all the work as well as other aspects in terms of the sub-contractors employers. Furthermore, the contractor is the individual which may be held liable in terms of a lawsuit while the subcontractor would be considered that of hire helped according to the Code enactment.
orks Cited
Andrews, Kevin (2003) Australian Government Implementation Guidelines for the National Code of Practice for the Construction Industry 2003 December: Department of Employment and orkplace Relations, Australian Government, Commonwealth of Australia 2003 available online at: www.workplace.gov.au/NR/rdonlyres/D73FB037-9546-4517-AE5B-BEB6BF3047CD/0/AustralianGovernmen t_Impleme ntation_Guidelines.pdf
Industrial Relations principles of the National Code Online available at the Australian Government ebsite: http://www.workplace.gov.au/workpla ce / Categor y/PolicyReviews/BuildingConstruction / NationalCodeGuidelines/in dustrialRelationsprinciplesoftheNationalCode.htm
NS Department of Commerce, Office of Industrial Relations
Oxford…...
mlaWorks Cited
Andrews, Kevin (2003) Australian Government Implementation Guidelines for the National Code of Practice for the Construction Industry 2003 December: Department of Employment and Workplace Relations, Australian Government, Commonwealth of Australia 2003 available online at: www.workplace.gov.au/NR/rdonlyres/D73FB037-9546-4517-AE5B-BEB6BF3047CD/0/AustralianGovernmen t_Impleme ntation_Guidelines.pdf
Industrial Relations principles of the National Code Online available at the Australian Government Website: ce / Categor y/PolicyReviews/BuildingConstruction / NationalCodeGuidelines/in dustrialRelationsprinciplesoftheNationalCode.htmhttp://www.workplace.gov.au/workpla
NSW Department of Commerce, Office of Industrial Relations
Oxford Street, Darlinghurst NSW 2010
" (Spangler, 2003) In this sort of positioning, "the gains and losses will all add up to less than zero," or the original position. For example, in the case of General Motors, the entire company had to be steeply cut, in all of its departments, and in the case of the New York Transit workers, there had to be budget cuts across the board in the New York City government. In this view, it is a question of how to distribute everyone's share of the losses evenly. The unfortunate aspect of this form of negotiation is that no one will ever be really happy by the settlement, and thus there is likely to be a perception of unfairness, rather than actual unfairness.
In all of these instances, whether fighting over a finite pie, arriving at a mutually agreed upon solution, or cutting one's losses, there are still certain ethical practices or…...
mlaWorks Cited
Black, Boyd. (2006) "National Culture and Comparative Industrial Relations Theory" School of Management and Economics." Working paper published by The Queen's University of Belfast. Retrieved 26 May 2006 at http://www.qub-efrg.com/uploads/B.Black_Working_Paper.pdf
Spangler, Brad. (2003) "Positive-Sum, Zero-Sum, and Negative-Sum Situations." Beyond Intractability. Eds. Guy Burgess and Heidi Burgess. Conflict Research Consortium, University of Colorado, Boulder. Posted: October 2003. Retrieved 26 May 2006 at http://www.beyondintractability.org/essay/sum/ .
(Post-socialist trade unions: China and Russia)
China's practice and history of managerial practices
All the attributes pertaining to the human resources management inclusive of the personnel recruitment, training, labor relations and also the reimbursements and advantages not only vary from the United States but also differ among the regions of China. (Performance-Enhancing Strategies for China: Lessons from Japanese and American Companies) the pressure of the Chinese cultural values on managerial and leadership practices is considerably important so as to generate a Chinese managerial approach more specific and quite differentiated from that of the West. (Contemporary Chinese Leadership: Lessons from the Classics) the conventional Chinese theories of managerial regulation were associated with the way the superiors and subordinates are related and the way to regulate, lead and persuade people. The Chinese tradition conventionally, applied duties and ceremonial etiquette to enhance the social integration. They also devised well-articulated administrative set up with Departments,…...
Just as employees need to take criticism constructively, management needs to do the same. When used constructively, criticism is the strongest building block of improvement.
This brings up another important part of keeping employees happy, which is making sure that they feel secure. Employees need to know that they can come to management with a complaint, or even to blow the whistle on another employee's misconduct, without fear of being fired or punished in some other way. According to Wiscomble (2002) some of the most successful companies in the world, including Fed Ex and TWA have these types of "open door policies" which allow employees to speak with any manager in the company about problems they may be experiencing, instead of just being limited to interactions with their immediate supervisor. This is particularly important when the immediate supervisor is the one that the employee needs to complain about or blow…...
mlaReferences
Burke, R.J. & Cooper, C.L. (2005) Reinventing human resources management: Challenges and new directions. London: Routledge.
Cottringer, W. & Kirby, J. (2005) Light their fires: find out how to improve employee motivation and increase overall company production. Security Management. 49(6). 90-95.
Goering, E. (1997, October 1) Integration vs. distribution in contract negotiations: An interaction analysis of strategy use. Journal of Business Communication, 34(4), 383-400.
Wiscomble, J. (2002, July) Don't fear whistle-blowers. Workforce. 81 (7), 26-32
Employment Relations
Factors affecting 'Fairness' in the Determination of Salaries
Perhaps the first point to discuss is: What is 'fairness'? While historical roots of the word 'fair' mean 'beautiful' in German and Old English, with respect to salaries, the definition 'treating people in a way that does not favor some over others' (Merriam- Webster 2010) would be more consistent with the mental definition of fairness that most of us have. Further points would include 'marked by impartiality and honesty; free from self-interest, prejudice, or favoritism; conforming to the established rules; allowed; consonant with merit or importance' (Merriam-Webster 2010).
Thus, an employee's perception of fairness on the job is simultaneously objective (correlating with the pay given to others for a similar and/or analogous task) and subjective (the desire to earn more, and other personal considerations). If we change focus from the employee's purview to that of the employer, the employer is likely to…...
mlaBibliography
Bowers, J. & Whittlesey, F., 2010. Understanding Executive Pay Equity and Fairness: Ratios and Rationality. World at Work, pp. 6-15. Retrieved from: http://compensationventuregroup.com/wp-content/uploads/2014/05/WorldatWork-Pay-Ratio-Article.pdf
Beugre, C. (1998). Managing fairness in organizations. Westport, CT: Quorum Books
Drucker, P. "Is Executive Pay Excessive?" Wall Street Journal, May 23, 1977.
Drucker, P. "Reform Executive Pay or Congress Will." Wall Street Journal, April 24, 1984.
School Management
Memorandum e: Individual Workplace Agreements
The members of the board of Lutece Academy, a secondary school that serves approximately 700 hundred students and has a tradition of excellence in education, has been considering the merits of making a fundamental change in the nature of the relationship that exists between the school and its staff. That current relationship (with the exception of the administration) consists of traditional collective bargaining rights that are negotiated with the heads of each union's representatives at the school. This is the norm for schools in the region and indeed in the country, which has a highly unionized school workforce.
However, again like other schools in the region and the country, Lutece Academy has been considering a change in the nature of the relations between staff and administration by instituting individual workplace agreements between each member of the staff and the administration (and thus the board as well.).…...
mlaReferences
http://www.wageline.qld.gov.au/ir/awardsagreements_qldwork.html
Karmel, P. (Ed.) (2000). School resourcing: Models and practices in changing times. Melbourne: Australian College of Education.
Knight, B. (1993). Financial management for schools: The thinking manager's guide. Oxford: Heinemann.
Levacic, R. (1995). Local management of schools: Analysis and practice. Buckingham: Open University Press.
Part I Three concepts presented by Palmer (2012) that can be used to help explain the type of culture that contributed to the Columbia disaster are: 1) general endorsement of wrongdoing (Palmer, 2012, p. 69); 2) the stipulation of extenuating circumstances (Palmer, 2012, p. 72); and 3) denial of responsibility (Palmer, 2012, p. 73). In the Columbia disaster, the shuttle had been shedding foam which damaged the craft and led to its breaking apart. Engineers were aware of the issue and expressed concern to their superiors; however, the superiors let it be known that they believed the project to be in a good state overall—so the engineers accepted the opinion of the superiors and did nothing to prevent the launch. It was an example of collective rationalization and self-censorship with engineers trusting that their superiors knew what was best. Instead of blowing the whistle on the program, the concerned engineers kept…...
mlaReferences
Palmer, D. (2012). Normal organizational wrongdoing. UK: Oxford University Press.
Introduction
Dunlop's System Model of Industrial elations: A Comprehensive Overview
John Dunlop, a prominent scholar in the field of industrial relations, proposed a comprehensive framework known as the Dunlop System Model of Industrial elations. This model provides a sophisticated and multidimensional understanding of the complex interaction between key actors in the workplace, including employers, employees, and government agencies.
The Dunlop System Model is based on the premise that industrial relations can be best understood by analyzing the interactions between these key actors across multiple levels of analysis. According to Dunlop, the industrial relations system is comprised of three essential components: actors, dynamics, and context.
At the core of the model are the key actors involved in industrial relations, including employers, employees, and their respective representatives. These actors interact with one another through various processes, such as negotiation, conflict resolution, and collective bargaining. The dynamics of the industrial relations system refer to the patterns of…...
mlaReferences
1. Dunlop, John T. \"Industrial Relations Systems.\" (1958).
2. Kaufman, Bruce E. \"The Theory and Practice of Strategic HRM and Participative Management: Antecedents in Early Industrial Relations.\" _Human Resource Management Review_ 11.4 (2001): 505-533.3. Edwards, Paul K. \"Industrial Relations: Theory and Practice.\" (2003).4. Hyman, Richard. \"Understanding European Trade Unionism: Between Market, Class and Society.\" (2001).5. Frege, Carola M., and John Kelly, eds. \"Varieties of Unionism: Strategies for Union Revitalization in a Globalizing Economy.\" (2004).6. Bamber, Greg J., Russell D. Lansbury, and Nick Wailes, eds. \"International and Comparative Employment Relations: Globalisation and the Developed Market Economies.\" (2004).
Upper Big Branch Mining Disaster
Industrial Calamities Can Be Avoided if Companies espected the Law
Abiding by federal or state industrial laws is necessary since genuine minded legislators have processed the laws and not the profit-minded shark operating as a company executive. Laws provide a framework at which companies should follow. In most cases, laws specify the necessity of appreciating human life. Furthermore, laws provide an equal balancing of social expectations and company objectives. However, some companies have broken the laws. From their illegal actions, different calamities have been experienced in an industrial situation. The commencing research will highlight an example of this company, Massey Energy and its 2010 incidence that led to the perishing of 29 industrial workers. The research will prove that the self-regulation is not ethical as compared to industrial laws set by the government.
What Massey Energy could have done to avoid this tragedy?
Following April 5, 2010 industrial, it…...
mlaReferences
Blindheim, B., & Langhelle, O. (2010). A reinterpretation of the principles of CSR: a pragmatic approach. Corporate Social Responsibility and Environmental Management, 2, n/a-n/a.
Brenner, F.J., Brenner, E.K., Brenner, P.E., & Steiner, R.P. (1994). Evaluation of procedures to estimate biomass on surface coalmine lands reclaimed under the Surface Mining Control and Reclamation Act of 1977. Environmental Management, 18(2), 307-315.
Jenkins, H. (2004). Corporate Social Responsibility And The Mining Industry: Conflicts And Constructs. Corporate Social Responsibility and Environmental Management, 11(1), 23-34.
Long, L.A. (2009). History of process safety at OSHA. Process Safety Progress, 28(2), 128-130.
Industrial Organization vs. esource-Based View of Management
Analyzing the Differences Between esource-Based and Industrial Organization-Based Views of Strategy
In identifying the common and differing aspects or themes of the industrial organization (I/O)-based strategy which is also often referred to as the Competitive Forces Approach (CFA) (Porter, Stern, 2001) versus the esource-Based View (BV) (Barney, Ketchen Jr., Wright, 2011) this analysis identifies the differences and similarities between the two views. A major factor that previous analysis of these two views of strategies have either not covered at all or have only partially mentioned is how knowledge creation and its speed of transformation into a competitive asset, predicated on external conditions, is actually an asset (Dyer, Nobeoka, 2000).
Most relevant to managing a 21st century enterprise is the ability to respond intelligently and quickly to unforeseen events, capitalizing on opportunities and mitigating risks. Organizations are having to find a middle ground or hybrid architecture to…...
mlaReferences
Jay B. Barney, David J. Ketchen Jr., & Mike Wright. (2011). The Future of Resource-Based Theory: Revitalization or Decline? Journal of Management, 37(5), 1299-1315.
Cao, G., Wiengarten, F., & Humphreys, P.. (2011). Towards a Contingency Resource-Based View of IT Business Value. Systemic Practice and Action Research, 24(1), 85-106.
Conner, Kathleen R.. (1991). A Historical Comparison of Resource-Based Theory and Five Schools of Thought Within Industrial Organization Economics: Do We Have a New Theory of the Firm? Journal of Management, 17(1), 121.
Jeffrey H. Dyer, & Kentaro Nobeoka. (2000). Creating and managing a high-performance knowledge-sharing network: The Toyota case. Strategic Management Journal: Special Issue: Strategic Networks, 21(3), 345-367.
Industrial/Economic egulations
According to the Organization for Economic Cooperation and Development (OECD) defines economic regulations (industrial regulations) as "intervening directly in market decisions such as pricing, competition, market entry, or exit ("Economic regulations," 2002). The main reason for economic regulation is because it is permits the straightforward businessman to succeed in the economy and decrease business relations within the economy from being broken by the illegal activity that takes place (Black, 2010). However, within the economy the market has four different structures that industries are classified under that the government uses to help control the advantages and limitations of supply and demand. The goal of the four structures is to look at how it "affects the outcomes in the market with impacts on the motivations, opportunities, and decisions of economic buyers and sellers through their behaviors within market competition" states Fischer (n.d.). The OECD defines social regulations as an impact on…...
mlaReferences
Black, W. (2010, January 11). Inside the fed's secret war on good regulation. Retrieved from http://www.sagepub.com/upm-data/23879_Page_1_19.pdf
Boyer, P. (2001). Federal regulatory agencies. The oxford companion to United States history. Retrieved May 18, 2011 from http://www.encyclopedia.com/doc/1O119FederalRegulatoryAgencies.html
Department of Trade, Federal Trade Commission. (2011). Ftc guide to the antitrust laws. Washington, DC: Government Website. Retrieved from http://www.ftc.gov/bc/antitrust/antitrust_laws.shtm
Economic regulations. (2002, July 31). Retrieved from http://stats.oecd.org/glossary/detail.asp?ID=4639
In Hartlieb and Jones' study, a company's ethical practices in the workplace are projected onto its products/services, making the products "ethical," resulting to the concept of ethical labeling (583).
Further into the 'trend' of promoting ethical work practices in the company, companies are also promoting their corporate image and improving their relevance to their communities by developing corporate social responsibility (CS) programs. Secchi (2009) explored the 'cognitive side' of CSs, and argued that CS programs act as a "reinforcement mechanism…that, when exercised…works as a social tie between user (communities, recipients) and provider (companies)" (578).
These trends in industrial/organizational psychology are reflected in P&G's corporate practices, through its branding, corporate governance, and CS programs. P&G's corporate governance promotes ethical work behavior by allowing its employees to have a stake in the company -- that is, P&G employees are also its stakeholders. P&G's ethical corporate practices are reflected in its branding efforts, wherein…...
mlaReferences
Hartlieb, S. And B. Jones. (2009). "Humanising business through ethical labelling: Progress and paradoxes in the UK." Journal of Business Ethics, Vol. 88.
Pastorizo, D., M. Arino, and J. Ricart. (2009). "Creating an Ethical Work Context: A pathway to generate social capital in the firm." Journal of Business Ethics, Vol. 88.
Secchi, D. (2009). "The cognitive side of social responsibility." Journal of Business Ethics, Vol. 88.
Procter & Gamble official website: www.pg.com.
" (Ivin, 2005)
The notion of utilizing sevant leadeship to enhance team wokgoups to pefom such as in the case study scenaio is a contempoay viewpoint with empiical evidence to show thee is effectiveness in implementing this fom of leadeship within the oganizational development famewok.
Poblem solving within the oganizational hieachy is often elegated to job specific activity to which one may o may not actual solve the poblem inheently active in thei domain. Often, poblem solving becomes a function of the goup think to which individual identities in the poblem solving pocess ae meged into a collective membane fo joint analysis. The use of motivational methods (Dubin, 2004) to incease the motivation to poblem solve has yielded meitocatic oganizations that focus on delivey of pefomance above all othe vaiables.
Additionally, the use of meta-communication (Dubin, 2004) evolves aound impoving oganizational communication such as teamwok communication and infomal netwok communication. Indiectly howeve meta-communication…...
mlareferences. Journal of Occupational and Organizational Psychology, 75(09631798), 315-315-337. Retrieved fromhttp://search.proquest.com/docview/199345870?accountid=13044
Irving, J.A. (2005). Servant leadership and the effectiveness of teams. Regent University). ProQuest Dissertations and Theses, Retrieved from http://search.proquest.com/docview/305356267?accountid=13044
Moliver, N. (2010). Psychological wellness, physical wellness, and subjective vitality in long-term yoginis over 45.Northcentral University). ProQuest Dissertations and Theses, Retrieved fromhttp://search.proquest.com/docview/506140189?accountid=13044
Petison, P. (2010). Intercultural communication and relationship marketing: A conceptual perspective. The Business Review, Cambridge, 16(2), 127-127-133. Retrieved fromhttp://search.proquest.com/docview/818338248?accountid=13044
Our semester plans gives you unlimited, unrestricted access to our entire library of resources —writing tools, guides, example essays, tutorials, class notes, and more.
Get Started Now