Conflict in The Workplace Unit 1. Chapter.3

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Industrial Relations

The relationship between employers and employees in an organisation. Conflict can occur, known as disputes

HRM -- represents -- Managers

Trade Unions -- represents -- Workers

Benefits of Positive Industrial Relations

Recruitment and Retention

Good image, so easier to recruit

Happier staff so more like to stay

Low turnover: The rate at which employees leave a business

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INDUSTRIAL RELATIONS

Relationship between employers and employees in an organisation

Conflict can occur, known as disputes

HRM-- represents -- Managers

Trade Union -- represents -- Workers

BENEFITS OF POSITIVE INDUSTRIAL RELATIONS

Recruitment and Retention

Good Image---easier to recruit

Happier staff---more likely to stay in the company

Low Turnover: The rate at which employees love a business

Satisfied Employees

Increased motivation/productivity

Lower absenteeism

Intrapreneurship (coming up with ideas for a company)

Customer Loyalty

Less industrial action

Positive Image

Encourages investment

ex.Dublin Bus 6 day strike

TRADE UNION

An independent group set up to represent employees and negotiate for better wages and conditions

ex. ASTI, TUI, SIPTU

Employees pay yearly subscription

29% of working population in Ireland are Trade Union members

Shop Steward- main link between union members and the union

Face of the union

Union representative that transfers information back and fourth

Responsibility to recruit new members

Elected by other workers

Trade Union Functions

Represent interest of workers

Negotiate for better wages

Negotiate for improved working conditions eg. Holidays, hours

Negotiate on employees behalf in disputes

Provide education grants

ICTU

Umbrella body representing 44 trade unions

Provide information and training

Help resolve disputes

Negotiate on national pay agreements with Government

Give permission for All Out Strikes

THINGS TO DO IF THERE'S A PROBLEM/STEPS

Bargaining

Discussing an issue

Aim:to reach mutualy acceptable solutions

1.INDIVIDUAL

Employees meet with employers

Usually little or no Trade Union membership

2.COLLECTIVE

Employer negotiates conditions with a group of employees or shop steward

3.NATIONAL/SOCIAL PARTNERSHIP

Social partners negotiate at national level ex. IBEC, ICTU, IFA

Aim: to achieve moderate pay increases and decrease industrial action

LEGAL TYPES OF INDUSTRIAL ACTION

1.Official Strike

Employees refuse to enter their workplace and perform normal duties

Secret ballot, notice and TU approval required

2.All-Out Strike

All employees (even those not affected) on strike

Secret ballot, 7 days notice ICTU approval required

ex.train drivers in a firm are in dispute with management and go on strike. ticket inspectors and maintenance workers who aren't involved also go on strike

3.Work to Rule

Employees only do what is stated in their contract or job description and nothing else

ex.Irish nurses completed regular duties, refused to answer phones, use computers or clean

4.Token Stoppage

Employees refuse to work for short period of time (eg.) 1 Day

Needs warning to employer

ex. secretarys went on strike for 1 hour to protest against pay

5.Overtime Ban

Employees refuse to work overtime which can put business under pressure

ex. at peak time such as toy shop at Xmas

Secret Ballot: workers hold a vote, must be private. Usually sealed box

Strikes: 7 days notice, unions can give employees strike pay

Primary Picketing: employees stand outside business (attract publicity and support, hold posters,discourage customers