2.6 Industrial/employee relations

Conciliation

________: use of a third party in industrial disputes to encourage both employer and union to discuss an acceptable compromise solution.

Misinformation

________- false beliefs about the need for change.

Arbitration

________: resolving an industrial dispute by using an independent third party to judge and recommend an appropriate solution.

Employee representatives

________- trade unions.

Interpretation of circumstances

________- fear of the unknown.

Industrial action measures

________ taken by the workforce or trade union to put pressure on management to settle an industrial dispute in favor of employees.

Employee representatives

trade unions

Trade union (labour union)

organization of working people with the objective of improving the pay and working conditions of its members and providing them with support and legal services

Trade union recognition

when an employer formally agrees to conduct negotiations on pay and working conditions with a trade union rather than bargaining individually with each worker

Collective bargaining

negotiations between employees representatives (trade unions) and employers and their representatives on issues of common interest such as pay and conditions of work

Single-union agreement

employer recognizes just one union for purposes of collective bargaining

No-strike agreement

unions sign an agreement with employers not to strike in exchange for greater involvement in decisions that affect the workforce

Conciliation

use of a third party in industrial disputes to encourage both employer and union to discuss an acceptable compromise solution

Arbitration

resolving an industrial dispute by using an independent third party to judge and recommend an appropriate solution

Interpretation of circumstances

fear of the unknown

Self-interest

losing something of value

Misinformation

false beliefs about the need for change

Change management

planning, implementing, controlling and reviewing the movement of an organization from its current state to a new one

Project champion

person assigned to support and drive a project forward and who explains the benefits of change and assists and supports the team putting change into practice

Trade union (labour union)

Organization of working people with the objective of improving the pay and working conditions of its members and providing them with support and legal services

Industrial action

Industrial action measures taken by the workforce or trade union to put pressure on management to settle an industrial dispute in favor of employees

Trade union recognition

When an employer formally agrees to conduct negotiations on pay and working conditions with a trade union rather than bargaining individually with each worker

Collective bargaining

Negotiations between employees' representatives (trade unions) and employers and their representatives on issues of common interest such as pay and conditions of work

Poor communication, difference in personalities, different values and competition

4 sources of conflict in the workplace

Single-union agreement

Employer recognizes just one union for purposes of collective bargaining

No-strike agreement

Unions sign an agreement with employers not to strike in exchange for greater involvement in decisions that affect the workforce

Conciliation

Use of a third party in industrial disputes to encourage both employer and union to discuss an acceptable compromise solution

Arbitration

Resolving an industrial dispute by using an independent third party to judge and recommend an appropriate solution

Change management

Planning, implementing, controlling and reviewing the movement of an organization from its current state to a new one

Project champion

Person assigned to support and drive a project forward and who explains the benefits of change and assists and supports the team putting change into practice

Negotiations

Methods by which people settle differences. It's a process by which compromise/agreement is reached while avoiding argument and dispute. In any disagreement, individuals understandably aim to achieve the best
possible outcome for their position (or perhaps an organization they represent)

Go slow

Form of industrial action in which workers keep working, but at the minimum pace as demanded by their contract of employment

Work to rule

Form of industrial action in which employees refuse to do any work outside the precise terms of the employment contract. Overtime will not be worked all non-contractual cooperation will be withdrawn

Overtime bans

Industrial action in which workers refuse to work more than the contracted number of hours each week. During busy times of the year, this could lead to much lost output for the employer

Strike action

The most extreme form of industrial action in which employees totally withdraw their labor for period of time. This may lead to production stopping completely. Strike action can lead to the business shutting down
during the industrial action

Public relations

Using the media to try to gain public support for the employer's position in the dispute

Threats of redundancies

These threats would put pressure on unions to agree to a settlement of the dispute, but they might inflame opinions on the employees' side and could be looked upon as "bullying" and lead to poor publicity for the employer

Changes of contract

If employees are taking advantage of their employment contracts to work to rule/ban overtime, then new contracts could, when the old ones are due for renewal, be issued that insist on higher work rates or overtime
working

Closure of the business or the factory/office

Closure of the business or the factory/office where the industrial dispute takes place would lead to redundancy for all the workers and no output and profit for the business owners

Lock-outs

Short-term closure of the business/factory to prevent employees from working and being paid