人力资源知识_hrm与工业关系

HRM IndustrialRelations IndustrialRelations definingthescope 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 regulatingemploymentrelationships 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 localgov tetc labour capitalrelationship essentiallyexploitative ownership surplusvalue logicofefficiency savings structuresofcontrol Braverman toachievecapital sobjectives specialisation standardisation simplification substitutetechnologyforlabour Taylor de skilling Critique Core peripheralemployees SegmentedlabourmarketsJobenrichment empowerment responsibleautonomyPersonalcontrol bureaucraticcontrol LabourMarket howworkisdistributedwithinsociety Issuesincreaseinwomen sactivityrateslevel natureofunemployment longvs short termjobsmanufacturing service globalisationvs localmarketregulationstrategies duallabourmarketsEconomiclabourmarketmodelPay pricemechanism SS DD elasticity equilibrium Onemarket same forall 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 Figuresroundedtonearest 000Source 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 EmployerinterestincontrollingwagecompetitionWW1 industrylevelbargaining uniformityinwageclaims 1916WhitleyCommittee 70 JICssetup1918 2120s 30srecession unemployment declineinTUmembership wagecutsand moreindustrialaction SomeJICsdisbanded industriesfacingforeigncompetition Manysurvive publicutilities Logov gov t 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 Fromearly80srecessionGov tnon 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 Gov t TU Employertriangle ContrarytoDonovanvoluntarism Increasedlegalintervention1969 InPlaceofStrife recommendedlawtodeterdestructiveindustrialaction unofficialstrikes bringorderlinessintoIR 1971IndustrialRelationsAct failed morelegalcontroloverTUaction unofficialstrikes Unfairdismissal 1974 Socialcontract supportforcollectivebargaining stewards rights 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 Power protect supportthroughstrengthinassociation acountervailingforce pressuregroup Note bargainingleverage memberwillingnesstoacttogether Economicregulation maximisememberreturnswithinwage workframework Note politicalnatureofTUwagepolicy comparability differentials Inflation unemployment cost push demandpull Winbiggersliceofnationalincome Jobregulation establishajoint rulemakingsystemtoprotectmembersfromarbitarymanagementaction Enableparticipationindecisionsaffectingtheiremployment Expandjobopportuities Socialchange expresssocialcohesion aspirations politicalideology developasocietywhichreflectsthis Institutionalise class conflict Dilemmaofparticipatingingovernment Memberservices providebenefits servicestomembersSelf fulfilment assistindividualstodevelopoutsidetheirjobdomain participateinwiderdecision makingprocesses Unioncharacter expressionofsectional classconsciousness socialist societysocialresponsibility exerciseroleinnon detrimentalwaysbusinessunionism maximisebenefitsfromemployerrelationshipswelfareunionism widersocial econ politicalinvolvementforallpoliticalunionism throughpoliticalalliances WhydopeoplejoinorNOTjointradeunions Blue whitecollarManual clerical technician technologist supervisor managerHeavy light old high tech industryIndividualismvs fraternal collectiveinstrumentalreasonsforjoining SupportinuncertaintypreferenceforcooperationwithMgtratherthanconflict WhatisRecognition Mgt formallyacceptsaTU orTUs torepresentall someemployees entersintojointdeterminationofterms conditionsonacollectivebasis conferslegitimacy definesscopeofunion srolemovementfromunilateralmanagementactiontopluralism TUhasrightto exist organiseinworkplace supportmembers haveshopstewards challengemanagerialaction bargain rightstoinformationdisclosure consultation redundancy transferofundertaking H S pensions TURecognitionProcess Claimforrecognition Managementpolicy Recognitionagreement RecognitionballotWhat Bargainingunit commoninterest internalhomogeneity characteristicsofworkgroup skills pay jobs dispersion TUmembership collectivebargainingarrangementsmanagementstructure authority Bargainingagentindependentappropriateforallemployeeseffective sufficientresourcesrepresentative Degreeofrecognitionrepresentative proceduralonlynegotiating some all jointorsole unionmembershipagreement TU employee sexpectations managementrightstomanageappropriatescope instutionsofcollectivebargainingroleofrepresentatives Recognition ImplicationsforManagerschallenge appealagainstdecisions Slowerprocessesrepresentativesasmediatorofcommunications mayblockworktoagreements procedureswith rights tobeconsultedpersuasion negotiationtosecure consensus timeoff protectionsforappropriate legitimateTUactivities Grunwick1977determinednottograntrecognition dismissedallemployeeswhotookactionRecognition non recognitionoftenexistsidebysidedeclineinmembership now1998FairnessatWork Gov tproposalstoenableemployeestohaveaTUrecognisedbytheiremployerwhereamajorityofrelevantworkforcewishesit tointroducestatutoryproceduresforbothrecognition derecognition CollectiveBargaining aninstitutionisedsystemofdeterminingterms conditionsofemployment regulatingtheemploymentrelationshipbetweenrepresentativesofMgt employeesintendedtoresultinanagreementwhichmaybeappliedacrossagroupofemployees declineincoverage1980 90collectiveagreements unionmembership publicsector privatemanufacturing servicemanual whitecollarmen women53 firmsin199066 ofFTworkers directorindirect Largerfirms public sectororganisations ModelsofCollectivebargaining Chamberlain Kuhnconjunctivebargainingmutualcoercion agreedtruce indispensibletoeachother Lose losecooperativebargainingbothacceptneitherwillgainadvantagesunlesstheothergainstoo Win Win willingnesstoconcede toincreasesizeofcakeWalton McKersiedistributivebargainingbasicconflictoversliceofthecake Fixed sumgame ifyouwin Ilose integrativebargaining commonperception acceptanceofissue Mgtacceptemployeeinfluence TUacceptsbusinessresponsibility Cooperatetoincreasecake Adversarial cooperativetensionremainsintra organisationalbargaining Content ScopeofCollectiveBargaining Substantiverules economicmatters pay basic overtime PBR guaranteedpayments bonuses hours 37 40 shifts shorterweek flexi time hol