Managing Employee Relations Zukauskas & Vveinhardt

Question: Discuss about theManaging Employee Relations for Zukauskas Vveinhardt. Answer: Introduction Workplace conflict is an inevitable fact to any organization life. The organization, which accept this truism they have done so for many reasons. The conflict can reduce the hidden costs that are associated with the conflict by building on the processes and the systems in order to remove underlying causes of those conflicts (Dozier, Grunig Grunig, 2013). If these factors are to remain unaddressed, conflict can lead to destruction. The conflict that are not resolved destruct the employees from doing their important tasks. Individual conflict do not contribute the wellbeing of the mission and the strategy of the organization (Zukauskas Vveinhardt, 2015). Employees may resist from taking actions, which bring the conflict to the surface, thus eroding on the performance and creating unintended consequences. The essay will explain on the roles of the governments, the employers and the trade unions in the management of the conflict in Australia. Role of Government The government of Australia has a role in the management of conflict. An example of how this has been formulated has been the Rudd government in 2007. The election that was held in 2007 was aimed to fight the right at work from all the work choice. Kevin Rudd who turned into the Head administrator of Australia he presented the work administrations for the mechanical relations that was alluded to as forward with decency. The main issue with respect to this administration was that the Rudd government began instantly on destroying on the work decisions by the presentation of two enactment (Zukauskas Vveinhardt, 2015). One of the enactment was the work relations Correction Demonstration of 2008. The bad mark of the enactment was the expulsion of the choice of making AWA. The second depended on the presentation of the no disservice test that was against the understandings that could be judged. In Australia, several elements were characterized on the industrial relations system of the Aus tralia. One of them was fair work bill 2008. After the new government came to power, they promised to pass legislation that were into phases (Shields, Brown, Kaine, Dolle-Samuel, North-Samardzic, McLean Plimmer, 2015). One there should be introduction of AWA that replaces the Benjamin Mehran that was the comparative Human Resource Management. Another role of the government was refer on the national industrial relation system. The state is required to allude to their modern relations energy to the common wealth. The national system should be applied to the employees of the private sector and the employer within the state and local government. In resolving the workplace conflict the government advocate for the use of the national system that are applied in the workplace (Purce, 2014). Role of Employers The effective dispute resolution in an organization can help the employers to be able to maintain a relationship with the employees on dealing to the workplace issues from an early stage. The workers are likely to be cooperative and productive if the employer takes all their grievances seriously. A good resolution for the conflict in the workplace focusses on an effective resolution at the workplace that may help to avoid the cost of resolving the claims externally. There has been introduction of the ten national employment standards (Need, 2006). The full time employment should work only 38 hours where there is presence of personal leave, public holidays and flexible work arrangement. Moreover, in regards to this legislation the employer is required to provide the minimum wages to the employees, should specify on the type of the work that ought to be undertaken and the provision of the annualized salaries (McDonald Thompson, 2016). In the legislation there has been regarded as pro flexibility visions for the awards and the collective agreements. In every agreement, contain flexibility clauses, which provides the flexible agreements on matters in regards to the number of work hours, benefits or the arrangements of family. Trade Unions Trade unions are important organizations, which helps in the management of conflict in the workplace. The industrial action will need to be protected especially when it occurs during the bargaining period. There are actions that are usually taken when supporting the industry agreement example the pattern bargaining (Fossum, 2014). In case the employers have been subjected to the unprotected industrial action they are entitled to go to the court. The unions have the right for maintenance of the workplace conflict. The officials of the unions have the right to investigate on the breaches of agreements, awards, and of both the arrangements and occupational health with the members of the unions or the potential members. The unions also have the right to protect the employees from the unfair dismissal. An example in Australia was in2009 when there was introduction of a new fair dismissal framework that out the means which a business need to experience before the representative has been re leased (Fossum, 2014). It is not reasonable for the business to reject the specialists without notice or even maybe a notice when the business accept on the sensible grounds that the representative lead was exceptionally adequate to legitimize on the release (Purce, 2014). There are not kidding unfortunate behavior that one can be released on burglary, misrepresentation brutality or the breaks of the word related wellbeing methods. There are also collective agreements which that the unions have implemented in order to resolve the management conflict in the workplace. Conclusion The re-introduction of the disadvantages test that was formulated in the division 5A of the workplace relation act of 1996 where there were inadequacies in the previous fairness test. The Fair work has been entitled with the objective of checking on the agreement in order to ensure all the workers are better treated since most of the conflict occurs when the grievances of the employees are not taken into consideration. Moreover, the individuals who are involved in the bargaining power are entitled to bargain the good faith. A good faith agreement must meet the following reasonable time, attending and participating in the meeting, and responding to the proposals that are formulated. The introduction of the new Rudd Administration has help in the changing of the industrial relations in Australia. According to ACTU, they are appreciated on the new procedures that were implemented and they even named them the turning tide towards the industrial relations and the right of the workers. The major success for this new legislation was due to the consultative arrangements by the stakeholders example the employers and the trade unions. Based on Hall (2008) he believed that the new labor industrial relations represented on the excess of the workers choices. Nonetheless, this is not the case in that the new system that are designed is to ensure that fears and the critism are not in the business lobby. References Dozier, D. M., Grunig, L. A., Grunig, J. E. (2013). Manager's guide to excellence in public relations and communication management. Routledge. Fossum, J. A. (2014). Labor relations. Mcgraw Hill Higher Educat. Kersley, B., Alpin, C., Forth, J., Bryson, A., Bewley, H., Dix, G., Oxenbridge, S. (2013). Inside the workplace: findings from the 2004 Workplace Employment Relations Survey. Routledge. McDonald, P., Thompson, P. (2016). Social media (tion) and the reshaping of public/private boundaries in employment relations. International Journal of Management Reviews, 18(1), 69-84. Need, W. C. D. H. P. (2006). Human resource management: Gaining a competitive advantage. Purce, J. (2014). The impact of corporate strategy on human resource management. New Perspectives on Human Resource Management (Routledge Revivals), 67. Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., ... Plimmer, G. (2015). Managing Employee Performance Reward: Concepts, Practices, Strategies. Cambridge University Press. Zukauskas, P., Vveinhardt, J. (2015). Diagnosis of mobbing as discrimination in employee relations. Engineering Economics, 64(4).