Get help from the best in academic writing.

Industrial Relations instant essay help Accounting homework help

Who are the main actors in the industrial relations system and describe precisely what they do. Abstract Jamaica like the rest of the Caribbean islands had had a difficult formation. Because of the problems of incorporating this Caribbean Society there have been by and large certain problems which have manifested its people and relationship its economy, political and social structures. Jamaica labour relations are deeply rooted in the experiences of slavery and in the Plantation System.

Where there has been a large concentration of unskilled workers with masters and authoritarian management where decision making was one way from management to the workers. As a result of this, working conditions and relationships became explosive at times to the point of years of management and worker conflicts here in Jamaica and elsewhere in the Caribbean. The disturbances of the 1860’s in Jamaica and again in the 1930’s in Jamaica and the Caribbean are important to demonstrate how serious working condition had become in Jamaica.

Today although the Plantation system and slavery have disappeared the same conflict between labour and capital continues to the point where the Caribbean governments have had to give serious thought and action to legislation to develop a sound labour relations and industrial system to promote harmony, fairplay and good relations between labour and capital. The Tripartite System has been established to foster and promote industrial peace and uphold the Labour Relations Industrial Disputes Act and other labour laws.

Arbitration is the final level a dispute can be taken after all other alternatives have been explored. Conciliation as provided by the Ministry of Labour is done through officers who act as third party to resolve disputes before or after industrial action. Introduction The inherently dynamic nature of Organizations is that they are essentially made up of two (2) groups of workers, management such as executive level ersonnel including board of directors, presidents and individuals reporting to them and occupational groups for example line staff including rank and file, clerical, and maintenance employees. There are different types of businesses; namely family owned, publicly traded and privately owned companies. Management seeks to make sure that the vision and mission of the Company is achieved and ensure that workers output are maximized and objectives/goals are reached.

However, the intention of the entities and those of the workers may invariably come in conflict or contention from time to time. Quite often workers are intimidated by management and therefore feel comfortable being represented by a Union as it allows for less personal interaction with those that are directly supervising them on a day to day basis. One important factor of having third party intervention in resolving disputes is that it allows for a more cordial and cooperative environment to prevail after disputes have been resolved.

This helps tremendously in fulfilling managements’ and the organization objectives because it is management who has the primary objectives of the organization that have to be achieved. Union is a legally recognized bargaining representative for a group of workers in an organization. One Union can represent a number of different groups within the same entity and similarly; varying groups can represent diverse categories of workers namely; supervisory, and administrative or production and maintenance staff.

The advantage of the union is that as a third party it has the disposition to be more objective in seeking to resolve disputes in the work environment between the two primary parties, the workers and management. In this established arrangement there is an innate contract between management and workers and that is quality work will be provided for a fair and reasonable level of compensation. Non-the-less there are occasions when there are difficulties in establishing what makes reasonableness or rights and justice for workers and consequently industrial relations issues arise.

Industrial relations can be aptly described as interaction between employers, employees, and the government; and the institutions and associations through which such interactions are mediated. Sometimes treated as the equivalent of labor relations, industrial relations generally consider the impact of these connections with humans and organizations. An industrial relations system overlaps with the other sub-systems in the society, namely, the economic and political systems.

This implies that a nation’s industrial relations system is influenced by happenings in the political and economic realms. This paper addresses industrial relations System from the perspectives of governments, managers and workers and precisely what they do. When people think of industrial relations, they often think of contract negotiations between labor unions and managers of organizations. While labor unions are one component of industrial relations, this discipline also concerns relationships with people who manage and work for organizations.

The role of government comes into play because they are responsible for protecting the rights of individuals and for ensuring certain privileges for corporations. In the case of organized labour, the Ministry of Labour regulates the relationships between all parties, organizations, employers and workers. The governments regulate the interactions between workers and employers. Because industrial relations is an important aspect of managing human resources, public organizations and the courts ensure that employee rights are protected by employers under state laws.

Examples of industrial relations issues include how many hours workers may work in a week and how much they earn, i. e. , the minimum wage. Conceptually the term Industrial Relations comprises of two terms namely industrial and relations, the former being any productive activity in which individuals or groups are engaged and the latter relates to relationships that exist within the industry between employers and workers. This phenomenon has become one of the most delicate and complex problems of modern industrial society and is meant to concentrate on the nterrelationship between actors in the workplace. Therefore its progress is impossible without cooperation of labourers and harmonious relationships and accordingly, it is in the interest of all stakeholders to create and maintain good relations between employees and employers. Industrial Relations System Every industrial relations system involves three groups of actors:(1) Workers and their organizations, (2) Managers and their organizations, and (3) Governmental agencies concerned with the workplace and the work community.

The system consists of the whole gamut of relationships between all parties which are managed by conflict/cooperation and is bound together by an ideology or understanding shared by all the players. A sound industrial relations system is one in which relationships between management and employees and their representatives on the one hand, and between them and the State on the other, are more harmonious and cooperative than conflictual and creates an environment conducive to economic efficiency and the motivation, productivity and development of the employee and generates employee loyalty and mutual trust.

An industrial relations system encompasses the many rules and regulations related to the workplace. It includes the basic rules of employment in the organization being examined. These rules can include compensation, work hours, management structure and many other issues. It also includes everyone who participates in the development and management of the rules of employment in the system. These facets can include the employees, management, governments and employee organizations, such as unions. The context surrounding a workplace is also part of the industrial relations system.

This context can include the skills of the participating workforce, the available technology, economic conditions and political influences Employers Employers possess certain rights in respect of workers. They have the right to employ and terminate them or make certain changes in their employment arrangements for example, relocating individuals, closing the operations or introducing technology and outsourcing functions. Top-level management must communicate and negotiate with employee organizations to avoid strikes, law-suits and protests.

This level of management interacts with employee organizations on a large-scale, as opposed to lower tiers of management which mostly rely on human resources to conduct employee interactions. Low-level management interacts with employees on an individual basis often through a human resources department. All levels of management are involved in industrial relations, but low-level management has little or no say in big-picture decisions like employee compensation and benefit alterations.

In an industrial relations negotiation, management represents the interest of the company and shareholders if applicable and must work with employees to develop compensation packages and policies that are acceptable for both parties. When the relationship between management and employees gets sour, management may be forced to develop a contingency plan. If an employee organization initiates a large-scale strike or protest, management must act quickly and can either give-in to employee demands or find an alternate solution to avoid crippling profit losses.

One such case is the ………. Historically, management is depicted as a foe of employees and their organizations. While this stereotype is not entirely true, the media often portrays management as the persecutor and unions are usually cast as being the hero. This negative media attention and historical stereotype can lead to extremely damaging public relations, which can eventually cripple an entire industry. Every industrial relations system creates a complex set of rules to govern the workplace and the work community.

These rules may take a variety of form in different systems agreements, statutes, orders, decrees, regulations, awards, policies, practices and customs. The form of the rule does not alter its essential character: that is to define the status of the actors and to govern conduct of all the actors at the workplace and work community. The actors in an industrial relations system are regarded as confronting an environmental context at any one time. The environment is comprised of three inter-related contexts: the technology, the market or budgetary constraints, and the power relations and statuses of the actors.

Industrial relations is therefore the regulation of employment relations in any employment situation by the employer management or their organizations, the workers organizations and the third party, private or/and government acting as an umpire or a controller, the purpose of which is joint decision making for establishing job rules and job values and for the co-ordination of manpower resources for the attainment of the organizational objectives of the enterprise and the trade union as well as the state.

A country’s industrial relations system is for controlling and directing workers protest and for establishing job values, procedural and substantive, or rules for job values. Employees: Workers seek to improve the terms and conditions of their employment. They exchange views with management and voice their grievances. They also want to share decision making powers of management. Workers generally unite to form unions against the management and get support from these unions. Government: The government influences and regulates industrial relations through laws, rules, agreements, awards of court and the like.

It also includes third parties and labor and tribunal courts. They also play a vital role in the industrial operations of the country. From economic development to taxation laws and labor policies, government actions help bring about a system of uniformity and policy within the workplace. The government’s role in industrial relations is vitally important to the economy and establishes relationship between employers and trade unions. The government also establishes laws that must be abided in the workplace.

Some of these include taxation, minimum wage, holiday pay, termination and redundancy act, occupational health and safety and child labour laws. In an industrial work setting, many hazards present themselves to workers. One of the most effective watchdogs between the government and the employer is the Ministry of Labour. An industrial relations system seeks to minimize workplace disputes, increase profits, create an environment of goodwill and mutual cooperation, and promote democracy throughout all levels of the organization.