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Employment relations (types of employment relation negotiations…
Employment relations
types of employment relation negotiations
between managers
regarding internal policy creation
negotiations between decision makers
grievance handling
resolving workplace injustices
between employer and employee
bargaining
over wages
promotions
working conditions
group problem solving
working together to solve a mutual issue
different perspectives to understand employment relations
Economic perspective
Macro analysis
focus on labour market
employment viewed as economic exchange
bargaining power of employees
microanalysis
hiring practices
power relationships within organisation
legal perspective
employment laws and regulations
hiring/firing
promotion
employee rights
wider societal laws and practices
regulation perspective
how to overcome and regulate tensions
realising and understanding reasons for work
related to time
short term outcomes
long term outcomes
over time new laws and societal changes can change employment relations
management shape and regulate workforce
Employee inclusion
organisational culture
individuals empowered to help shape decisions
collaboration with management
opportunities to offer practical solutions to increase productivity
Employee participation
opportunities to influence organisational level decisions
e.g. members of corporate board
including employees in organisational leadership
self management
EMployee involvement strategies "High involvement management"
Job involvement management
allows flexibility over the way tasks are performed
autonomy
Organisation involement managemenr
participation in decision making
flexible job descriptions
feedback schemes
connect role with others and organisation as a whole
interactions/power relationship between employers and employees
establishment of relationships
stability of employment values
Industrial relations and HRM
HRM
focused on development of employees
increase productivity
maintain wellbeing
unions
stressed conflict
formation of collective agreements
employers more powerful due to pro-business govt intervention
less unions, risk of loss of workers' rights
employee voice
shift from unions to more direct channels
methods criticised due to ideas only be accepted if organisation bottom line is respected