《WEEKONELECTURE》由会员分享，可在线阅读，更多相关《WEEKONELECTURE（36页珍藏版）》请在金锄头文库上搜索。
1、EmploymentRelationsWeek One Lecture Notes1EmploymentRelationsnWhatdoesitmean?vitisabouttheworldofpaid workvincludesdisciplinessuchaseconomics,sociology,psychology,law,politicalscienceandhistoryvforthevastmajorityofpeople,workisacentralaspectofdailylife2EmploymentRelationsnworkcanprovidegreatrewardsa
2、ndstresses!3EmploymentRelationsContentnWeek1IntroductionnWeek2TheEmploymentRelationshipnWeek3TheOrganisationofWorknWeek4UnionsandEmployerAssociationsnWeek5TribunalsystemsandAwards(roleofthestate)nWeek6Agreements4EmploymentRelationsnWeek7WorkplaceDiversitynWeek8OccupationalHealthandSafetynWeek9-Staff
3、ing(RecruitmentandSelection)nWeek10LearningandDevelopment(Training)nWeek11PerformanceManagementnWeek12RewardsnWeek13-Revision5EmploymentRelationsLearningStructuren2 hour lecture each week:lecturenoteswillbepostedonwebsitebeforehand.BUT.studentswillbeexpectedtofilloutandexpandonthesenotesinthelecture
4、bylisteningandselectingtheimportantpointsthemselvesANDbyreadingtherelevanttextbookchapters6LearningstructurecontnOne hour tutorial:studentswilltakepartinexercises(sometimesaspartofagroup)aimedatapplyingtheknowledgeyouhavelearntinlecturesandbyreadingthetextbook.Insomeweeksyouwillberequiredtohavecompl
5、etedsomeofthetutorialexercisesathomeandbringthemwithyoutoclass.Itisessentialthatyouattendtutorialstoreceivealltherelevantinformationontheseexercises.7LearningstructurecontnOne hour workshop:thisiswhereyouwillfocusonlearningtheskillstohelpyoucompletethevariousassessmentitemsforER.8LearningstructureTo
6、successfullycompleteallofthesetasksyouneedto:nattendclassregularlynreadtherelevantchapterinthetextbookBEFOREcomingtoclassnlistenandparticipateinclass9AssessmentAssessmentitemsarenCase Debate 10%nIndividual Essay 30%nTutorial Participation/exercises 20%(thesemustbecompletedinclass,cannotbehandedinata
7、laterdateorbyafriend)nFinal Exam 40%nMoreinformationabouttheseinWeek2tutorials10EmploymentRelationshipn“aneconomicexchange,anagreementbetweenemployerandemployeeoverthesaleofthelatterslabourpowerorcapacitytowork”(Balnave,Brown,Maconachie&Stone,2007,p.2)nanemployerwantstoproducegoodsandservicesforprof
8、it,soheorshehiresanemployeetocarryoutcertaintasksinexchangeforpaymentntheemploymentrelationshipisconcernedwiththerelationshipbetweenemployeesandemployers(Allan,McPhail&Wilkinson,2008,p.2).11EmploymentRelationshipnMoreonthistopicnextweek.butbeforethenthinkaboutsomeissuesthatcouldarisebecauseofwork,or
9、thatcouldimpactonyourworklife.12WhydowestudyER?nThreemaininstitutionsintheAustralianERsystem.IfyouworkinAustralia,youwillbeinfluencedbyatleastoneofthese:nunions:oneinfiveworkersisamembernemployerassociations:manybusinessesareamemberofonengovernmentlawsandframeworksnHow?eg.ourpay,ourholidays,oursafet
10、y13WhystudyER?ntodevelopexplanationsofemploymentandwork(whyarethingsthewaytheyare?,howcantheybechanged?)ntoenhanceskills,knowledgeandunderstandingwhichcanthenbeappliedtopracticalsituationseg.healthandsafety,communicationintheworkplacentoassistpeopletosolveproblemsatworkandimproveourstandardofliving1
11、4TerminologynYouwillreadmanynewtermsandtechnicalwordsthissemester.nEmployment relations islargelyabouthowpay,workingconditionsandworkaresetwhenwegotoworkforsomeoneorweemploysomeone(Allanetal,2008,p.2).Abroadview.nIndustrial Relations thoseareasoftheemploymentrelationshipinwhichmanagersdealswiththere
12、presentativesofemployees(ieunions).nHuman Resource Management amoreindividualapproachtotheemploymentrelationship,focusingonindividualemployersandemployees.BothIRandHRMarefocusedondistinctaspects.15Framesofreferencenthetermsonthepreviouspagecanalsobeusedasframes of reference whenstudyingERora“persons
13、perspectiveontheworld”(Balnaveetal.,2007,p.9)nweallhaveasetofbeliefsandvaluesthataffectourjudgementsandbehaviourinareassuchastheworkplacentherearethreemainwaysoflookingatemploymentrelations:unitarist (HRM) ,pluralist (IR) andradical/Marxist16Framesofreferencenwhichoftheseframesofreferencewouldweuset
14、olookatER?ntheyareatooltohelpusunderstandwhypeoplebehavethewaytheydoinemploymentrelationsntheycanalsobeusedtohelpchoosemethodstochangepeoplesbehaviournsomepeoplemayuseoneframeofreference,andsomemayuseanother17Framesofreferenceforexample:nemployersmayhaveacompletelydifferentsetofbeliefsaboutwhatshoul
15、dhappenintheworkplacetotheiremployeesnaparticulargovernmentmayhaveadominantsetofbeliefs,oruseaparticularframeofreferenceindecidinghowemploymentrelationsshouldoperateinthatcountry18TheUnitarist(HRM)PerspectiventhisisthefirstoftheframesofreferencedevelopedbyAlanFoxin1966npeoplewhosupportorusethispersp
16、ectivebelievethattheemploymentrelationshipis“basedonmutualtrustandaharmonyofinterestbetweenemployersandemployees”(Balnaveetal.,2007,p.10).nlinkedtoriseofHumanResourceManagementapproach19Unitarist(HRM)perspectiveBeliefsystem:nmanagementistheonlysourceofauthoritynindustrialconflictisavoidableandcaused
17、bypoormanagementnmutualcommitmentntradeunionsareunwelcomeandunnecessarynworkplacecanbenaturallyharmoniousnINDIVIDUALapproach20Unitaristperspectivenmanagers and employers likethisperspectivengiveslegitimacytomanagerialauthorityninAustraliatherehasbeenatrendtowardsemployersandgovernmentadoptingthisper
18、spective21Unitarist(HRM)perspectiveWeaknesses:nfailstorecognisedifferentinterestsofemployersandemployeesnconflictissuesareneglectednimportanceoflabour,powerandcontrolindecision-makingareneglected22Pluralist(IR)perspectivenlinkedtoindustrialrelationsapproachnsupportersofthisperspectivebelievethat“org
19、anisationsarecomposedofgroupsofindividualswiththeirownaims.andinterests”(Balnaveetal.,2007,p.11).nthesegroupshavecompetinginterestssoconflictisinevitable23PluralistperspectiveBeliefsystem:nconflictisinevitableandcanbepositiventradeunionsareencouragedninstitutionalisationofconflict(rulesandprocedures
20、established)nrighttochallengemanagerialprerogativenpowershouldbeevenlybalancedbetweenstakeholdersnthestate(government)hasroleasimpartialumpirenCOLLECTIVEapproach24PluralistperspectiventhisapproachwasdominantinAustraliaformostof20thcenturynledtocentralisedwagesettingnuseofindustrialtribunalsnbutunita
21、ristorHRMperspectiveisnowdominantinAustralia25PluralistPerspectiveWeaknessesnsocialpowerisnotequallydistributednignoresclassdivisionsincapitalistsocietynconcernedwiththeresolutionofconflict,ratherthanwhatcausesit.26Radical/Marxistperspectivenpeoplewhosupportthisperspectivebelievethatclassconflictins
22、ocietycomesfromtheinequitabledistributionofandaccesstoeconomicpowernthosewhoowncapitalversusthosewhosupplytheirlabournirreconcilableconflictbetweenemployersandemployees27RadicalperspectiveBeliefsystem:nconflictisinevitablentherearenosharedgoalsbetweenemployersandemployeesnmanagementsroleistoextracta
23、smuchlabourfromtheworkforceaspossiblewhileminimisinglabourcostntheState(government)protectsemployerinterests28RadicalperspectiveWeaknessesnoverlyfocusedonconflictbetweencapitalandlabournneglectsanydynamicsoftrust,co-operationintheERnunderestimatesindependenceofstatennotpopularinAustralia29Sowhichper
24、spectiveisbest?ER=IR(pluralist)+HRM(unitarist)Canwebringthetwomainapproachestogether?Whatdoesthemodernorganisationdo?30ER=IR+HRMIndustrial RelationsHuman Resource Mncollectivefocusindividualfocusunionnon-unionblue-collarworkerswhitecollarworkersexternalforcesinternalforcespluralistunitarist31Someiss
25、uesinER32Equal Pay Day 2010: unacceptable that Australian women are earning 18% less than men03 September, 2010 | Media Release, News & Updates The unacceptable pay gap between Australian women and men widened in the last financial year with full-time working women earning 18% less than men.Equal Pa
26、y Day 2010: Do you think it is unacceptable that Australian women are earning 18% less than men?Minimumwagelevels33Low-paid workers to receive an extra $26 a week in their pay packets from todayHealthandsafetyforworkers34Proposed national workplace safety laws must ensure that the highest standards
27、and protections are provided to all Australian workers.Internationallabourissues35Australian unions believe all workers around the work deserve decent work and should be provided equal opportunities regardless of gender, race, colour, ethnic or social origin, language, religion or beliefs, disability, age, sexual orientation or gender identity. Tradeunions36
