Labor Relations
Management 3500 – Exam One Notes
The Elements of Industrial Relations
I. Basic Premise of Industrial Relations
Industrial relations are a field of academic inquiry that looks at employee relations not just unions. It differs from Human Resources because HR looks at employment relations from a management perspective and industry relations looks at management from the employer perspective. Additionally, states that conflict between works and management is normal and natural, however, it gives rise to union formation.
Any one characteristic that describes a person can lead to the identification of a group of people having similar interests and forming a group to protect those interests, thus forming a union. Unions can also form around issues, for example the NFA who is a collective group of people working to protect gun usage. Workers form unions based on these thoughts to ensure that collective representation in the workplace occurs. Furthermore, people intentionally form groups of interest (unions) because they see themselves as different and want to promote and protect their different views from potential conflicts occurring within society.
The basic premise of industrial relations is that there is an inherent conflict between workers and management and that conflict exists with or without the use of unions. Unions can serve both good and bad purposes within an organization but are not always needed. They are not a sign of organizational downturn, rather a sign that you have different goals and objectives brewing between your current workers and management team. However, while workers and management may have notice mixed motives, these conflicts can serve as outlets for cooperation between the two. They must work to understand the conflict within the relationship before being able to correctly comprehend employee relations.
II. Key Elements
A. Management Efficiency – Cost Discipline
The starting point for industrial
The Elements of Industrial Relations
I. Basic Premise of Industrial Relations
Industrial relations are a field of academic inquiry that looks at employee relations not just unions. It differs from Human Resources because HR looks at employment relations from a management perspective and industry relations looks at management from the employer perspective. Additionally, states that conflict between works and management is normal and natural, however, it gives rise to union formation.
Any one characteristic that describes a person can lead to the identification of a group of people having similar interests and forming a group to protect those interests, thus forming a union. Unions can also form around issues, for example the NFA who is a collective group of people working to protect gun usage. Workers form unions based on these thoughts to ensure that collective representation in the workplace occurs. Furthermore, people intentionally form groups of interest (unions) because they see themselves as different and want to promote and protect their different views from potential conflicts occurring within society.
The basic premise of industrial relations is that there is an inherent conflict between workers and management and that conflict exists with or without the use of unions. Unions can serve both good and bad purposes within an organization but are not always needed. They are not a sign of organizational downturn, rather a sign that you have different goals and objectives brewing between your current workers and management team. However, while workers and management may have notice mixed motives, these conflicts can serve as outlets for cooperation between the two. They must work to understand the conflict within the relationship before being able to correctly comprehend employee relations.
II. Key Elements
A. Management Efficiency – Cost Discipline
The starting point for industrial