Industrial Relations Management Samples †MyAssignmenthelp.com

Question: Discuss about the Industrial Relations Management. Answer: Industrial relations management Dunlops system theory and its connection with the three actors Dunlops theory of industrial relations was created by John Dunlop in 1958 to explain the industrial relations in organizations. The theory has several building blocks which include, the actors. The web of rules, the context, and ideology, (Kaufman, 2010, p. 75). The web of rules usually functions to govern the relationship between the actors. There are three actors, the government, employers, and the employees, (Kaufman, 2010, p. 75). These actors operate within a specific ecological, environmental or political contexts which affect their relationship. The actors have several roles in the system. The three actors in the Dunlops theory, work hand-in-hand. The employers, through their associations, establish proper working conditions and ensure the employees' rights are respected, (Howell, 2011, p. 200). These employees have labor unions which fight for better pay and proper working environments. The government follows different procedures to enact substantive laws, within which the employers and employees must operate, (Howell, 2011, p. 200). The three principal actors in the IRM and their roles are discussed below: Employers and their associations. An employer is a person, a body, an association or a group of persons with whom an employee has entered into an agreement or contract of apprenticeship or service. It also entails persons designated as employers by orders made by the minister, usually in consultation with the board, (Kaufman, 2010, p. 74). Roles of employers. Under the health and safety laws, employers have a duty to protect the welfare, health, and safety of their workers, and other stakeholders of the business. The employers conduct risk assessments to identify all risks that may cause injury in the work place and administer control measures, (Godard, 2011, p. 285). The employers must conduct consultations with the employees on health and safety issues. The consultation may be direct or through a representative elected by a workers trade union or the workforce, (Naidu, 2012, p. 160). This ensures that the employees are comfortable in the organization. Better conditions of employment and compensation is a significant aspect that employer takes into a count when dealing with the employees. The employers must ensure that the workers are compensated adequate wages, allowances, and other emoluments. To illustrate the roles of employers, I derived a good example, after interviewing one of my friends who worked with a Chinese firm, entitled to renovate a College, Called Malapoa. The Chinese employer was accused by the workers of mistreating the workers. The workers went on strike complaining that the employers failed to conduct their roles in the right way. The workers complained that they were subjected to forced labor as they worked for more than 44 hours in a week. Also, they were not being granted sick leaves and protective clothing. In this case, the employers did not respect their duties to ensure worker's safety by providing safety wears. The workers went on strike and reported the matter to the labor department. The officials in the labor department solved the issue through arbitration. The workers and their unions. In industrial relations, workers usually strive to improve the conditions of their employment. They May do this by the help of workers unions. Some of the issues advocated for by the employee's unions include, better pay, safety at work place, respect for the rights and interests of workers and proper employer-employee relationships, (Lansbury Bamber, 2013, p. 20). The workers may usually go on strike, through their unions to advocate for the better working environment. Roles of workers. Advocate for the better working environment: The workers usually make attempts to demand better working conditions in the organizations where they work, (Bomers Peterson, 2013, p. 110). They may do this through organizing strikes. The worker's unions may also hold negotiations with the employers for better working conditions. Share the decision-making powers of the management: The workers also tend to quest for involvement by the administration in the decision process. When the firm is formulating strategies, workers usually advocate for their inclusion, to ensure the policies respect their affairs, (Howell, 2011, p. 300). Seek union support: Workers may usually unite to form unions against the organization's management. They, therefore, get support from these unions in matters relating to their affairs. The primary role of the workers union is to ensure the issues of the workers are respected, (Godard, 2011, p. 290). I derived a good illustration of the roles of employees' and workers' union from a discussion I held with one of my friends who is a practicing Nurse. He explained that, in 2015, he joined the Vanuatu Nurses Association to launch a complaint to the Ministry of health about the unfavorable working conditions they were exposed to. They complained that their allowances had not been paid from 2013 to 2015. They also complained that nurses were not being given a fair opportunity for professional development. In addressing this issue, the government through the Labor department engaged the members of the Association in negotiations to solve the problems. My first illustration about the Chinese firm also exhibits the role of the employees in ensuring the health and work safety. The workers went on strike to advocate for fair treatment in the work place. The Government and its agencies. The state and the central government regulates industrial relations through the formulation of laws, rules, awards of court and agreements. The government also works with third parties and tribunal courts to ensure that the employees interests are respected in the firm, (Lansbury Bamber, 2013, p. 36). Roles of the government The government formulates various statutory laws to regulate labor relations. This is conducted through state departments. Procedural rules refer to the process followed by the government in formulating the statutory rules, (Howell, 2011, p. 300). In Vanuatu, issues relating to the interests of employees are addressed by the Department of Labor. This department has several units like industrial relations unit, which regulates the relationship the staff and their employers in the workplaces. For example, in the illustration about the Chinese firm, the workers went to the Labor offices to explain their grievances, which were related to working environment, safety issues, health issues and matters to do with compensation. The officials in the labor offices went to the School and carried out arbitration with the employers, and better solutions were arrived at. The Nurses through their association also went to the Ministry of health. The ministry of health through the Department of labor engaged the nurses in negotiations, which provided solutions to their issues. In Vanuatu, The Employment act provides the procedures to be followed by the employers, in matters relating to employee compensation, safety, and treatment. The Workman Compensation Act also provides a schedule of compensation to the employees. The three actors highlighted above are interrelated, as the employers should ensure respect to employee interests, workers should advocate for safety and better working environment, while the government enacts rules to ensure proper employee-employer relationship. References Bomers, G.B. and Peterson, R.B., 2013. Conflict Management and Industrial Relations. Springer Science Business Media. P. 108-200 Godard, J., 2011. What has happened to Strikes? British Journal of Industrial Relations, 49(2), pp.282-305. Howell, C., 2011. Regulating labor: The State and Industrial Relations Reform in Postwar France. Princeton University Press. P. 200-402 Kaufman, B.E., 2010. The Theoretical Foundation of Industrial Relations and its Implications for Labor Economics and Human Resource Management. ILR Review, 64(1), pp.74-108. Lansbury, D. and Bamber, G., 2013. Technological Change, Industrial Relations, andHuman Resource Management. New Technology: International Perspective on Human Resources and Industrial Relations (London: Unwin Hyman, 1989), pp.3-37. Naidu, S., 2012. The Economic Impact Index of the Employment Relations Promulgation (2007) on the Fiji Islands. International Journal of Business Competition and Growth, 2(2), pp.152-164.