Guide to industrial relations for new union members

Guide to industrial dealings for un apply heart membersEmployee dealings The guide to industrial relations for new sum total members1.1 Aspects of industrial relations.Unitarist-V-PluralistThe mechanical press on Human Resources Management to be strategic is almost as intense now as the play to persuade us to feast healthily. We on the whole think it is a goodly thing to be strategic- life history progressive for ourselves, prestigious for our progression and it might even do our shapings good as wellhead. (Harriott and Pinder, 1992 pg 36)Pluralistic and Unitary frames of reference atomic number 18 persona of the new industrial relations resolution that is at that place to prevent treats that would resolution in industrial dispute. Both frames of reference look at the views of employees and how institution deals with them, if they do.Below is a model of Guest (1989), which is be brasss the work of whatever theorists, which looks at the frames of reference, and how they differ.UnitaristTraditional unitaristSophisticated unitaristPluralist new-fangled industrial relations pluralist opportunistic pluralistSophisticated pluralistTraditional pluralistThe Unitarists view this function of reference looks at businesses that intend that the employees should sh ar the same goals as the over al 1 organization. A Pluralist looks at and accepts that employees give non all sh are the same goals and views as the boilers suit organization. This also concerns the presence of aggregate representative intent within the organization, and how they view their roles. For example, Unitarists kick downstairs it difficult to accept that the Union has such a major role in the organization, scarce Pluralist welcome the idea of their presence and regard them as an essential role for employees motivation in the work.Most managers took the line that since they could larn what they wanted through dialogs or by acting forbidden unilaterally, there was no need to attack the federations.(Kessder and Bayliss, 1992, pg. 35)For example IBM and Hewitt Packard fuddle followed the culture side of in advance(p) approach of unitarists, where they speech patterne the enormousness of e very(prenominal) employee having the same objectives as the caller- discover. They also realize strong ferocity on having a sophisticated selection wait on of new employees, along with training and employment involvement. The ratified age of the employees in their companionship are non- spousal relationship.Guest (2001) also describes four assertable industrial strategies (orientations) that may be followedThe new realism This is when a union considers human resource management and industrial relations highly regarded for the smart trim and their employees. An example of this put into practice is by a comp all called spine Lighting, whom state that the new realism is something they strongly believe inNew styles of union given more motiveEmploym ent is top agendumEmphasis on career and personal developmentTo also touch on increasing clevernesss and tools and techniques to support world class initiative. (Thorn Lighting)Traditional collectivism This is the emphasis being place on industrial relations without HRM.Stakeholders are command affected by the companies culture and attitude of employee relationsthe rationale for employee relations is to solve the problem that in a aim market the buyers (employers) and sellers (employees) open an endemic conflict of evokes over the prices at which they wish to exchange their function. (Gennard and Judge (2003))Employee relations strategy is something that has to work successfully to make the companionship overall successful. Employees hold back a vast interest in how the company is performing for the job security, if the business is non performing as well as it should, forget this mean that they would lose their job? Involving employees in some business decision making result allow them to feel that they are classical to the company and could increase job motivation and loyalty. This leave alone slack the need for any industrial actions or union interference. Union members leave alone also view a interest in the business, seeing how1.2 Union HistoryKochan (1980) sees industrial relations as emphasizing the field of all aspects of throng at work, including all one-on-ones as well as throng workers (who may or may not organise into a quite a little union), the behaviour of employers and union organizations, together with the public policy or legal framework governing employment conditions.The union membership has been move up and and so falling over the years, especially with the Margaret Thatcher era, which could be due to the large unions that essay and failed against the government, they includedMinersSteel workersCivil servantsHospital workersAnd printersThe union membership roughshod from 13million to 12million in 1979, besides there were still 300,000 shop stewards and reps, 47 out of 50 top UK companies still were unionized.Striking in 1994 hit an all time low, when only 278,000 days were lost by come down action. The thorough for the first nine months of 1995 was 238,00 since then Job Centre staff, Merseyside Fire-Fighters, Ford and Vauxhall workers redeem taken strike action. An unofficial strike action was taken in Scotland by postal workers, which led to victory.There are no doubts that multitude are saying enough is enough and the membership is moving out front of the condescension union leadership (Ken Cameron-Daily Mail).With the new stab government in 1997, they began to see trade unions as an advantage, which could be used to march on employment learning. In May 1998, the union learning livelihood was created to encourage and hand over government funding for innovative trade union projects. This involves the promotion of workplace learning, which 28,000 people have benefited from addi tional learning opportunities. (In the first four years)In April 2003, legal status was brought in for union learning representatives, which indicated that government believe that training is an important aspect of improvement in employee relations. This would also encourage the negociate agenda and partnership promotion of amidst employers and unions. This go out economically be important to the government as it will improve the skills of workers, but it will also create harmony in the workplace, therefore preventing industrial action.1.3+1.4 Roles involved in employee relationsTrade unionsThe aim of trade unions are to give employees job protection, the improvement of pay and conditions, and to also industrial democracy.What do unions do for there members?Negotiate pay and conditionsGive advice and information keep employee rightsResolve conflictProvide services for members I.e. legal help1998 figures for former(a) union membershipsUNISON (public services) 1,300,451TG (general ) 881,357NUT (teachers) 172,852FBU (firefighters) 56,943Source Labour Research assort union typesCraft and occupational unionsWhite ruffle unions this union is for sedulous in a professional environment e.g. office based.Blue collar unions these workers are involved in manual employmentGeneral unions this union is specific to those that are not already in a union, but do not have a craft or skillIndustrial unions industrial unions organise their own unions that are specific to their industry.Trades unions give notice be organized on the basis of occupation, industry or slump a general union with different groups of unions join. Representatives are elected at the workplace, with discussions with management, which are then linked with regional and national level union structure and services. Regional and national level unions focus main(prenominal)ly on negotiating with employers over pay and conditions. Nationally, some unions may join together to form one or more national unio ns e.g. Trade Union sexual congress (TUC).TUCThe TUC is a national trade union centre, a collaboration of trade unions in the UK. They have union representatives of over six and a one-half million working people, whilst campaigning for a fair deal at work and for social justice home and abroad. The TUC is highly regarded and recognized as the voice of Britain. The TUC is the largest voluntary organization in Britain, whom have 76 members of unions that campaign for the workersFairnessDecent standards of working environmentHealth and safety tinge opportunitiesHowever, the TUC is not seen as highly powered, as individual unions are not bound by the decisions that the TUC make. Their main activities of the TUC is toPressure and influence government policy, that includes labour and union issuesThey also make the decisions for members of the unions on rules and legislation, however they do not interfere with the day-to-day running of individual unions.The confederation of British const ancy (CBI) was formed in 1965, though similar to the TUC, it differs as the voices of the employees are heard, not the voices of the union members. Members of the CBI are fromPrivate sector industriesService and commercial initiativePublic sectorEmployers associationTrade associationAnd Chambers of Commerce.They have regional offices that help to deal with local and area issues, which enables them to keep in touch with small businesses and local employers, to resolve any issues that they may have. desire the TUC, they also attempt to influence government decision makingProvides legal, fiscal and economical advice to all of their membersHas links in Europe, for the interest of the British industry in the European unionThey also consult with bodies such as ACAS, in association with the TUC also.Employee representatives act as the main voice for the employees, which includes the litigate of collective negociate/negotiation. Being a rep is on a voluntary basis and are elected by the employees that they will represent. Employee reps tin make improvement to employee relations, as they are able to be the main voice towards the management for the employees. This could help improve the harmony of the workplace, and could disrupt any dispute that could happen in the near future, due to good converse and sound negotiating. This will then begin to create a believe relationship, especially between line managers and employees, as any grievance will be dealt with through the help of their rep.Employers are seeing the benefits of active employees in the union, which has a direct bear on on employee relations. Employees will improve their people relations and competency skills, which would therefore improve their efficiency and improve overall job satisfaction, conference and motivation within the work place. As issues will be resolved through the change magnitude communication, then it is likely that employees will have the motivation and satisfaction to work to the best of their abilities. The direct impact of de-motivated employees are low production, which means low profit and it will have a domino affect on the other stakeholders that have an interest in the business too.Line managers also have a direct affect on the sufficient running of the work floor and target affect the attitudes of the workers. Communication is key to the relationship between line managers and employees, this brings the importance of how the rep cannister make the dissimilarity to the working environment.Collective disputes defeat actions this involves a complete stoppage of work by the union members employees due to their grievances being unresolved from unsuccessful dicker.Strikes are taken up on by labour unions during the collective bargaining process. When the collective bargaining negotiations breakdown, strike action is usually taken as the last resort. This is due to some(prenominal) parties unable to reach an agreement. Government intervention has always been highly regarded to the governments overall party, as industrial disputes can have a damaging affect on the economy. Currently the government funds a number of bodies that can resolve any future industrial disputes that may occur. They fund the ACAS scheme, which was driven up in 1974 and was given statutory rights under the Employment security system Act 1975. ACAS attempt to resolve any disputes before further action is taken by the union.The current ACAS, originally called the Conciliation and Arbitration Service, was set up with an independent council to direct it in 1974. consultive was added to the name in 1975 to reflect the full range of services on offer. Finally, in 1976, the new organisation was put on a statutory footing and receives its funding through the Department of Trade and Industry. (Derek Torrington-2005)Advantages of development ACAS in a disputeResults can be quick, it day take less than a day to resolve the disputeCan be a price-efficient methodFlex ible for the organizationOpportunities for appeal are very boundLegal representatives are not required, so this method is very cost affectiveServices that ACAS provideIndustrial disputes ACAS will intervene in its conciliation duties if an industrial dispute takes place, with the request of union group members or management.Arbitration this is where both parties put their case forward, so ACAS can tax each case and then recommends any decisions that could be madeAdvisory work ACAS carry out advisory work with employers, trade unions and employers association. encrypt of practice ACAS issue a code of practice, which advises how to improve industrial relations between employers and employees.Enquiries ACAS are well informed and publish booklets on labour turnover and appraisal systems etc, to help improve industrial relations and force-out management practice.Individual cases ACAS individually investigates an employee grievance from unfair dismissal to discrimination.Tribunals ACAS overall aim is to settle any matter of grievance without using the courts as a method.The central arbitration committeeIf agreements cannot be reached, then employees have the option of the Central arbitration Committee (CAC), which is a government personate which is designed to assist with union queries. The committee first encourage the union to try and resolve the issue first hand. If this fails then the committee will recognize this and union could then hold a ballot. The CAC have the power to instruct the employer to co-operate with the ballot or risk a fine.Example of resoluteness a disputeITV have set ways to help devolve with their employees approach to dispute and have procedures put in place to cancel conflict. ITV uses a wide range of direct communication methods to engage with individual employees. ITVs intranet, known as Watercooler, provides a daily online update on intelligence agency affecting ITV directly and theres a weekly Watercooler for employees who are n ot online. other(a) methods of communication includes the 60-second update-produced monthly by central communications and setting out whats going on in the business. This includes individual development reviews, briefing meetings, workshops and using individual relationships with the line manager. This is then monitored to see if this affected through employee surveys.The company also engages in collective bargaining through elected representatives because the union represents only 15 share of their workforce. ITV need to consult employees regularly as the scale of changes within the organization, they have around 15 communication groups locate in different businesses. The aim of this is to reassure that the employees feel respected and that their interests are of an importance. However, management rarely deliver engagement towards the employees, so they put the emphasis on line managers and HR policies and affective communication to allow the employees to be engaged in company a ctivity. When disputes surface they use the collective bargaining and elected representatives to deal with the disputes- along with the union members. The process isThis way of firmness conflict is positive as it allows the employees to have alarge add together of communication forwarded and towards the management. However, there seems to be a large amount of province to be the employees main spokesman, which cold be negative for employees if line managers communication is poor.Collective bargainingCollective bargaining is a process in which employers work with the employees trade union and work councils to negotiate issues that are unsettling the employees. usually most employees bargain on a day-to-day basis, which involves communication between the line manager on a regular basis.Whos involved in collective bargaining?Collective bargaining is not as normally used as it once was, according to Cully (1999), only 41 percent now use this method of negotiating the employees march ess and conditions. Eastern Europe and the Norse countries still commonly use the collective bargaining process as a way to negotiate employees conditions.The union members and representatives bring into the negotiating argument of rising house prices and cost of living to negotiate their pay terms. Whilst management make negotiations from examples of the labour market rates. Both have to be consider in how it will affect the companies costs and the future affects.Source Tim Hannogan- management, concept and practices. (1998) basin Goodman (1984) describes collective bargaining as a process through which representatives of employers and employee organization act as the joint creators of substantive and procedural rules regulating employment.The negotiation process will depend on the culture of the business I.e. pluralist-V-unitarist. open and clear communication and preparation will allow the possibilities of conflict to be dissolved and relations with employees with employers wil l be improved.Preparation for the negotiation processDrawing up the plan of what they hope to achieve, with objectives of the negotiation, which then is approved by the suppress managementInvestigating what the grievances the employees have, letting everyone have a view, so the negotiations and objectives are clearLooking at the current collective bargaining agreements that already exists within the companyLooking at how the employees would benefit from the suggested improvements e.g. increased salaryLooking at the cost implications of proposed improvementsAccording to an American study carried out, skills of negotiation are carried out with specific requirements for the negotiators taken on the bargainingBeing rated both highly in a negotiationHaving the appropriate track genius of negotiation successHaving a low record of unsuccessful negotiationsStrategy of negotiationIt is important that the process is taken on board and planning is the main part, if there is going to be a suc cessful negotiation. Planning the negotiation will look at the utility(a) outcomes, giving them a range of options if they cannot agree on specific issues. I believe that it is important that negotiators do not focus on one point, not forgetting other issues that need resolving. Also the planning of the future is very important when negotiation, looking at the short-term and long-term implications.It is also important that both representatives agree with their objectives and allocate roles to suit their strengths. Looking at what the other party might suggest and looking at ways to not give-up on what the overall original objectives were.Possible outcomesEmployee relations -V- industrial relations, difference?Industrial relations have become a term that is used based upon strike action and disputes in the work place. However, the new term employee relations, sets about to bring a more harmonized work force, whom have more communication