HRM&IndustrialRelations.pptx
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HRM&IndustrialRelations.pptx
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HRM&IndustrialRelations,IndustrialRelationsdefiningthescope,male,FT,unionised,manual,“heavy”industries&publicsector,restrictivepractices,strikes&collectivebargaining?
Employeerelations-morediversejobs:
non-manual,female,PT,non-union,services,hightech,“new”businessetcFocus=regulationofemploymentrelationship(control,adaptation,adjustment)-legal,political,econ,social,historicalcontexts.“Collectiveaspects”?
“operatingwithin&outsidetheworkplaceconcernedwithdetermining®ulatingemploymentrelationships.”,Comparative,HRM,Labourmarket,Socialaction,Systems,Controloverlabourprocess,ApproachestoIR,Widerapproaches,EvolutionRevolution,CooperationConflict,AuthoritarianPaternalism,Capitalistsocietyintegratedgroupcommonvalues,interests,objectivesoneauthority/loyaltyirrational+fractionalcoercionintrusiveanachronisticonlyacceptedifforced,Unitary,Pluralistic,Marxist,Assume,Natureofconflict,Conflictresolution,TURole,Post-capitalistsocietySectionalgroups-coalescedifferentvalues,interests,objectivescompetitiveauthority/loyalty(formal/informal)inevitable,rational,structuralcompromise+agreementlegitimateinternal,integraltoworkplaceacceptedroleinecon&managerialrelations,CapitalistDivisionoflabour/capitalsocialimbalance+inequalities-power,wealthetcinherentinecon.&socialsystemsdisorder-precursortochangechangesocietyemployeeresponsetocapitalismmobilise,expressclassconsciousnessdeveloppoliticalawareness&activity,Input-outputmodel,convertpotentialforconflictintoregulationreconcileconflictsofinterestthroughlegitimate,functionalprocesses&institutionsattheheart.collectivebargainingregulatoryoutputRules:
unilateral,jointorimposedbygovernmentsubstantial&proceduralarrangementswithin-the-organisationorexternalrules(law,nationalagreements)varyingdegreesofformality,Systemsapproach(Dunlop1958),IR-asocialsub-systemwithintheecon.&politicalsystemsComponentsactorscontexts(influences&constraintsondecisions&actione.g.market,technologigy,demography,industrialstructure)ideology-beliefsaffectingactorviews-sharedorinconflictrules-regulatoryelementsi.e.theterms&natureoftheemploymentrelationshipdevelopedbyIRprocessesStable&orderlyUnstable&disorderly?
Socialaction(Bain&Clegg),actorperceptions&definitionof“reality”determinebehaviour,actions,relationshipsworkorientationisasmucharesultofextra-organisationalexperienceasexperiencewithintheworkplacestructuralfactorsmaylimitindividualchoice&actionboundedrationality-interrelateddecisionsmayfixorsignificantlyshiftvalues,focus,rolesorrelationships.instrumental&value-basedconsiderations,Controloverlabourprocess,transformationininputsbylabourusingtools&methods.Products,undercapitalism,becomeexchangable,marketablecommodities.Relevancetobanking,retailing,localgovtetc?
labour-capitalrelationship-essentiallyexploitative(ownership,surplusvalue,logicofefficiency&savings,structuresofcontrol.Braverman-toachievecapitalsobjectives-specialisation,standardisation,simplification,substitutetechnologyforlabour(Taylor),de-skilling?
Critique?
Core+peripheralemployees.SegmentedlabourmarketsJobenrichment,empowerment&responsibleautonomyPersonalcontrol&bureaucraticcontrol,LabourMarket-howworkisdistributedwithinsociety,Issuesincreaseinwomensactivityrateslevel+natureofunemployment,longvs.short-termjobsmanufacturingservice+globalisationvs.localmarketregulationstrategies+duallabourmarketsEconomiclabourmarketmodelPay=pricemechanism(SS/DD.elasticity&equilibrium)Onemarket(sameforall)ordifferentiatedbyskill,job,locationetc.assumesPricing+Work-disutility.WagescompensateforlessleisureMarginalproductivitygainfromusingoneextraunitoflabour“institutionalised”labourmarket-wagefloor,goingrate,range(quartiles),collectivebargainingvs.individualnegotiation.,LabourMarket-socialacceptance&hierarchies,PossibleIssuesUnskilled,semi-skilled&skilled.Blue-collar,white-collar.Professionalisation.Otherdesirethesame.UKrecognitionof“engineers”UK“class”system&differentialaccesstoeducation(privateschools)&labourdivisions.GovernmentinterestPassive&activepoliciesRetirementage,unemploymentbenefit,training,jobsupportWhopays-viataxationordirectEr/Eecontributions?
Interventionist&corporatistapproaches(stateregulation)Deregulation-free,flexiblelabourmarket,paydecidedby“abilitytopay”.,Economicenvironment,UKde-industrialisation+manufacturingdeclineincreasingliberalisation,internationalisation&globalisationoftradegovernmentmanagementofeconomye.g.Keynesianvsmonetarism.increasinginequalityinwagedistributionindustrialrestructuring&introductionofnewtechnologiesexpansionofservicesectorParticipationratesinemploymentbetween1966&198177.3to75.3%Overall97.7to87.8%Men55.4to61.5%Women,Employmenttrends1981-91,Figuresroundedtonearest000Source:
EmploymentGazette,Socialenvironment,industrialised,capitalistsocietyprinciplesoffreedomofthought,expression&associationProtestantworkethicWelfarestatevs.independence&expansionofindividualopportunitiesclass&socialmobility-manualtomiddle&professionalhome&shareownershipunemployment,“haves&havenots”.NHSvs.privatemedicine,Politicalenvironment,internalorganisationaldecision-making.Power-authoritystructuresexternalgovernmentalpoliticsindividualliberalist,laissezfairevs.corporatist,interventionistgovernmentresponsibilityforhighemploymentprivatisation(publicvsprivate)TUrole/protections&employerrole/protectionslaw&orderEuropeanUnion-nationalvssupra-national&conflictingpoliticalideologies,DevelopmentofIndustrialRelations-1,“inrestraintoftrade”-TolpuddleMartyrslate19thc.TUs&collectivebargainingconfinedtoskilledtrades&piecework.Industrialstrength,mutualassurance,controloverentry.Commoninterestin“localrules”.EmployerinterestincontrollingwagecompetitionWW1industrylevelbargaininguniformityinwageclaims.1916WhitleyCommittee70+JICssetup1918-2120s&30srecession,unemploymentdeclineinTUmembership,wagecutsand.!
.moreindustrialaction.SomeJICsdisbanded(industriesfacingforeigncompetition).Manysurvive(publicutilities,Logov&govt.),1950s&60simprovementineconomicconditions-inc.TUmembership&IRactivity.Pressureonindustrialbargaining.Productivityproblems.PIP.Shifttoshopfloorbargaining(stewardsvsnationalofficials).DonovanCommission(1968)recommendsreformofvoluntarycoll.bargaining.Pluralism&companyagreements1970s“IRtensions&confrontations”(3dayweek,miners,WinterofDiscontent,wagepushinflation).Employmentlegislationtoenhanceworkerrights&extendcoll.bargaining.Voluntaryincomespolicy.Fromearly80srecessionGovtnon-interventionre-industrialrestructuringbutstrengtheningofindividualovercollectiverights.TUmemberdecline.Competitiveness,globalisation&andTQM.Managerial(HRM)resurgence.,DevelopmentofIR-post1945,DonovanCommission1968(majority&minorityreport),IRimprovementbyreformaboutpower&authorityinorganisationsmanagementtoembracepluralism&jointparticipation,Government&Legalintervention,Managingtheeconomy.BalanceofPayments&IMF.Problemofgrowth,industrialchange&inflation.Govt-TU-Employertriangle.ContrarytoDonovanvoluntarismIncreasedlegalintervention1969“InPlaceofStrife”recommendedlawtodeterdestructiveindustrialaction(“unofficialstrikes”)bringorderlinessintoIR.1971IndustrialRelationsAct(failed)-morelegalcontroloverTUaction&unofficialstrikes.Unfairdismissal.1974“Socialcontract”&supportforcollectivebargaining,stewardsrights,disclosureofinformation,consultation,timeoff.1978-79Industrialdemocracy&WinterofDiscontent1979steady,greaterlegalcontrol&restrictionsoverTUactivities,ConservativelegislationtolimitTUactivities,EmploymentActs1980,1982,1988&1990TradeUnionActs1984&WagesAct1986EmploymentActs,TradeUnionReformEmploymentAct1993EmploymentRightsAct1996nostatutoryrecognitionprocedurenorclosedshopnoimmunityfromsecondaryindustrialactionindependentlyscrutinisedballotsforindustrialactionunionofficersresponsibleforunlawfulactions&mustrepudiaterightNOTtobedisciplinedbyunionfornottakingpartinactionsecretballotsforelectionofNECofficersabolishedWagesCouncils(“pricepeoplebackintojobs”)early80sconfrontations:
miners,WappingP&)/NUSextendedrightstoobtainredressindividuallynewrealism-singleunionagreements,NewRealism?
managementproactivity-neo-HRM,TQM&IIP.Integrationwithbusinesscompetitiveness,excellence,customercare.bargainingstructuresshiftfrommanagement-union(collective)tomanagement-individualrelationships(communication,empowerment,ownership)multi-tosingle-employer.Sole-unionrecognitionforflexibleworkingpay&workingconditionsemphasisflexibility&individual.moretemporary&part-timeworkingcore/peripherystaffwithtask-function&timeflexibility.performance-relatedpay(individual&team)shareownership&profitbonusesTUsonthedefensive.1979-1993lose4.5mmembers.Cooperativeemployerpartnerships.Memberservicesfromcredittotraining.,Concepts&ValuesinIR,fairnesscontrolofalliances,networks&counter-organisationMagneau&Pruitt-reciprocalperceptionofpower.,individualnegotiationvscombiningagainstEr-EeimbalanceOversimplificationtosayMgt-employeerelationship=“individual”&Mgt-TU=“collectivism”.Issue=degreetowhichtheindividualisorshouldbeFeelsincontrol,responsible,alliedwithorsubordinatedto,regulatedby&protectedIssuesofI&CinindustrialrelationsMgt“claimright”todealwithstaffwithoutintermediateTUconstraint(represent/regulateonjointbasis)IndividualPRPvs.onepackageforallindividual“sees”his/herwell-beingderivingfromowneffortsvs.fraternalism(improvementthroughsolidarity)Hightrust-Lowtrust(AlanFox-BeyondContract),Individualism&collectivism,TradeUnionFunctions,Po
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- HRM IndustrialRelations