Unit 3 Aos 2 Flashcards
(100 cards)
1
Q
what is HR management
A
is the effective management of the formal relationship between the employer and employees.
2
Q
Who is responsible for Human Resource Management?
A
The Human Resource Manager and the HRM function are responsible for ensuring the business has appropriate employees with the necessary skills to carry out specific duties effectively.
3
Q
What are the key responsibilities of Human Resource Management?
A
Hiring employees
Training and development
Motivational theories and strategies
Performance management
4
Q
How does HR manage the hiring process?
A
HR ensures that employees’ knowledge, expertise, and skills match the business needs to carry out specific duties in an effective and efficient way.
5
Q
Why is training and development important for employees?
A
It updates employee skills, provides opportunities for promotion, and improves the overall quality of the workforce, giving the business a competitive advantage.
6
Q
What motivational theories are the HRM responsible for
A
Human Resources can implement motivational theories such as Maslow’s Hierarchy of Needs, Locke and Latham’s Goal setting theory and Lawrence and Nohria’s 4 Drives Theory as a way to boost employee productivity, efficiency and reduce the risks of staff abseteeism, or worse staff turnover
7
Q
What are the Part that HRM are responsible for
A
Hiring employees, training, motivational theories and strategies, and performance management
8
Q
How does HR contribute to increasing net profit?
A
HR ensures the business has a skilled and productive workforce by recruiting the right talent, providing training, and using performance management. This leads to improved efficiency, higher output, and reduced costs, ultimately increasing net profit.
9
Q
How can HR help meet shareholder expectations?
A
HR helps meet shareholder expectations by hiring top talent, offering training and development, and fostering employee motivation. A skilled and engaged workforce contributes to business growth and profitability, satisfying shareholder demands for consistent performance.
10
Q
How does HR contribute to increasing sales?
A
HR ensures employees are well-trained and motivated, leading to improved productivity and customer service. This ultimately helps in driving sales growth by enabling employees to meet customer needs effectively and efficiently.
11
Q
How can HR support meeting social needs?
A
HR can recruit employees who align with the company’s social goals, provide training on corporate social responsibility, and implement motivational strategies to ensure employee commitment to meeting those social objectives.
12
Q
Why is employee performance important for achieving business objectives?
A
High employee performance drives business success by increasing productivity, improving product or service quality, and enhancing customer satisfaction, which are all essential for achieving business objectives like increased sales and profit.
13
Q
What is Maslow’s Hierarchy of Needs?
A
Maslow’s theory suggests that human needs are ranked in a hierarchy, from basic physiological needs (like food and water) to higher-level self-actualization (personal growth and fulfillment). Employees must satisfy lower-level needs before they are motivated to work toward higher-level ones.
14
Q
What are the 5 levels in Maslow’s Hierarchy of Needs?
A
Physiological Needs – Basic survival needs (e.g., food, water, shelter).
Safety Needs – Protection from physical harm and job security.
Social Needs – Love, belonging, and social connections.
Esteem Needs – Recognition, status, and self-respect.
Self-Actualization – Personal growth, creativity, and achieving one’s potential.
15
Q
What are the advantages of Maslow’s Hierarchy of Needs?
A
Simple and easy to understand.
Helps prioritize employee needs and motivation strategies.
Can improve workplace satisfaction by addressing various levels of needs.
16
Q
What are the disadvantages of Maslow’s Hierarchy of Needs?
A
Too simplistic and doesn’t account for individual differences.
Not all employees progress through the hierarchy in the same order.
Limited empirical evidence to fully support the theory.
16
Q
How can Maslow’s Hierarchy of Needs be applied in business?
A
By identifying and addressing employees’ current needs, HR can provide support to move employees up the hierarchy. For example, offering job security (safety needs) or creating opportunities for professional growth (self-actualization).
17
Q
What is Locke and Latham’s Goal-Setting Theory?
A
Locke and Latham’s theory states that employees are motivated by clear, specific, and challenging goals. Achieving these goals drives motivation and development. The theory suggests regular performance reviews and feedback are key to sustaining motivation.
18
Q
What are the key principles of Locke and Latham’s Goal-Setting Theory?
A
Clarity – Goals must be clear and specific.
Challenge – Goals should be challenging but attainable.
Commitment – Employees must be committed to achieving goals.
Feedback – Regular feedback helps employees stay on track.
Task Complexity – The goal must be appropriately complex for the employee’s skill level.
19
Q
What are the advantages of Locke and Latham’s Goal-Setting Theory?
A
Provides clear direction and focus for employees.
Boosts employee performance and productivity.
Helps employees develop skills and feel a sense of achievement.
20
Q
What are the disadvantages of Locke and Latham’s Goal-Setting Theory?
A
Can lead to stress if goals are perceived as too challenging.
Goals may become too narrow, ignoring broader responsibilities.
Over-focus on goal achievement might undermine creativity.
21
Q
Q: How can Locke and Latham’s Goal-Setting Theory be applied in business?
A
Set clear, measurable goals for employees and provide regular feedback on progress. This helps employees stay motivated and aligned with organizational objectives.
22
Q
What is Lawrence and Nohria’s Four Drive Theory?
A
This theory identifies four fundamental human drives that influence behavior: the drive to acquire, bond, learn, and defend. When these drives are harnessed properly, they can motivate employees.
23
Q
What are the four drives in Lawrence and Nohria’s theory?
A
Drive to Acquire – The desire for material goods, rewards, or status.
Drive to Bond – The need for social connections and relationships.
Drive to Learn – The desire for personal growth and knowledge.
Drive to Defend – The instinct to protect oneself and others from threats.
24
How can Lawrence and Nohria’s Four Drive Theory be applied in business?
dentify and nurture the four drives in employees. For example, offering performance bonuses (drive to acquire), fostering a team-oriented environment (drive to bond), and providing opportunities for personal development (drive to learn).
25
What are the similarities between Locke and Latham’s Goal-Setting Theory and Lawrence and Nohria’s Four Drive Theory?
A: Both theories emphasize motivation through clear goals or drives and focus on fulfilling specific employee needs to improve performance. They also stress the importance of feedback in motivating employees.
26
What are the differences between Locke and Latham’s Goal-Setting Theory and Lawrence and Nohria’s Four Drive Theory?
Goal-Setting Theory focuses on specific, measurable goals and feedback to drive motivation.
Four Drive Theory is more holistic, addressing a range of human needs (acquisition, bonding, learning, defense) rather than just goal achievement.
27
What are the similarities between Maslow’s Hierarchy of Needs and Locke and Latham’s Goal-Setting Theory?
Both theories focus on fulfilling needs or goals to drive motivation. Maslow focuses on satisfying different levels of needs, while Locke and Latham emphasize setting specific, challenging goals to increase motivation.
28
What are the differences between Maslow’s Hierarchy of Needs and Locke and Latham’s Goal-Setting Theory?
Maslow’s theory is based on a progression of needs, where lower needs must be fulfilled before moving to higher ones.
Goal-Setting Theory emphasizes setting specific, challenging goals and using feedback to drive motivation, regardless of a hierarchical structure.
29
: What are the similarities between Maslow’s Hierarchy of Needs and Lawrence and Nohria’s Four Drive Theory?
A: Both theories recognize multiple motivating factors in human behavior. Maslow’s focuses on the progression of needs, while Four Drive Theory looks at drives that influence behavior at any stage.
30
Q: What are the differences between Maslow’s Hierarchy of Needs and Lawrence and Nohria’s Four Drive Theory?
Maslow’s theory follows a strict hierarchy of needs from basic to complex, whereas Four Drive Theory identifies four core drives that can be addressed simultaneously.
Maslow’s focuses on individual needs, while Four Drive Theory considers social dynamics and the balance of multiple drives.
31
Motivational Strategies def
Motivational strategies are actions or methods implemented by businesses to encourage employees to perform at their best, increase their engagement, and enhance overall job satisfaction. These strategies aim to boost motivation, improve performance, and align employee goals with business objectives.
32
What are the motivational strategies
Performance related pay, career advancement, investment in training, support strategies, sanction strategies
33
what is performance related pay (motivation strat)
PRP is a financial reward given to employees whose performance meets or exceeds a set standard. It often comes in the form of bonuses, commissions, or salary increases tied to individual or team performance.
34
What are the short and long-term impacts of Performance-Related Pay on motivation?
Positive short-term impact: Employees are motivated to meet targets and achieve immediate financial rewards.
Possible drawbacks: It may not lead to lasting motivation as employees could become focused solely on the monetary rewards.
Negative long-term impact: It may diminish intrinsic motivation, leading employees to focus only on the financial rewards rather than the work itself.
Possible burnout: Pressure to meet targets consistently can lead to stress and lower long-term motivation.
35
Q: How does Performance-Related Pay link to Motivational Theories?
Linked to Maslow’s Hierarchy of Needs: It addresses physiological and safety needs (financial security), but doesn’t address higher needs like esteem or self-actualization.
Linked to Lawrence and Nohria’s Four Drive Theory: It appeals to the drive to acquire (financial gain), but may not engage the drive to bond or drive to learn long-term.
36
Advs and Disadvs of performance related pay
Advs - Provides immediate financial rewards.
Motivates employees to meet performance targets.
Aligns employee goals with business objectives.
Disadvs- Can lead to unhealthy competition and stress.
May only provide short-term motivation.
Can undermine teamwork if focused solely on individual performance.
37
What is Career Advancement as a motivational strategy?
Career advancement involves offering employees opportunities for promotions or growth within the organization, such as moving to higher positions with more responsibility and benefits.
38
What are the short and long-term impacts of Career Advancement on motivation
Positive short-term impact: Provides employees with a clear path to progress, increasing engagement and job satisfaction.
Immediate motivation: Employees are motivated by the opportunity for promotion and improved job status.
Positive long-term impact: Employees are likely to stay loyal to the company, as career advancement provides long-term growth opportunities.
Sustains motivation: It offers intrinsic rewards like personal development and job satisfaction.
39
How does Career Advancement link to Motivational Theories?
Linked to Maslow’s Hierarchy of Needs: It satisfies esteem needs (recognition, status) and self-actualization (personal growth).
Linked to Lawrence and Nohria’s Four Drive Theory: It appeals to the drive to bond (through building relationships) and drive to learn (via professional growth).
40
What are the advantages and disadvs of Career Advancement?
Helps retain talented employees.
Encourages long-term commitment and loyalty.
Enhances job satisfaction by offering growth opportunities.
Disadvs - Promotion opportunities may be limited in some organizations.
Can create dissatisfaction if employees feel overlooked for advancement.
May lead to competition and internal conflicts.
41
What is Investment in Training as a motivational strategy?
: Investment in training involves providing employees with the skills, knowledge, and resources to improve their job performance, furthering their career growth.
42
What are the short and long -term impacts of Investment in Training on motivation?
Positive short-term impact: Employees feel valued when the company invests in their development.
Increased skills: Training improves job performance and satisfaction in the immediate term.
Positive long-term impact: Employees develop new skills, which can lead to higher job satisfaction and career progression.
Increased loyalty: Training can increase employee loyalty and commitment to the organization.
43
How does Investment in Training link to Motivational Theories?
Linked to Maslow’s Hierarchy of Needs: It addresses esteem needs and self-actualization by enhancing skills and offering growth opportunities.
Linked to Lawrence and Nohria’s Four Drive Theory: It satisfies the drive to learn (personal growth and skill development).
44
What are the advantages and disadvs of Investment in Training?
Enhances employee skill sets.
Improves job satisfaction and motivation.
Boosts productivity and performance in the long term.
Disadvs -
Training costs can be high.
Some employees may leave after receiving training, reducing ROI.
Can take time away from work responsibilities.
45
What are Support Strategies?
Support strategies include providing emotional or practical assistance to employees, such as mentorship, counseling, or creating a positive work environment.
46
What are the short and long-term impacts of Support Strategies on motivation?
A:
A:
Positive short-term impact: Employees feel supported and valued, leading to increased job satisfaction and morale.
Boosts confidence: Helps employees overcome challenges or stress at work.
Long term - Positive long-term impact: Fosters a supportive company culture, increasing employee loyalty and long-term commitment.
Increased employee well-being: Leads to a healthier, happier workforce.
47
: What are Sanction Strategies?
Sanction strategies involve disciplinary actions or penalties, such as warnings or financial penalties, used to address employee performance issues.
48
What are the short and long-term impacts of Sanction Strategies on motivation?
Negative short-term impact: May demotivate employees due to fear or resentment.
Immediate behavior change: Employees may comply to avoid penalties.
Negative long-term impact: Creates a negative work environment and can decrease employee morale.
Potential for high turnover: Employees may leave the organization due to dissatisfaction with punitive measures.
49
How do Sanction Strategies link to Motivational Theories?
Linked to Maslow’s Hierarchy of Needs: May impact safety needs, creating fear or stress.
Linked to Lawrence and Nohria’s Four Drive Theory: May negatively affect the drive to bond, creating conflicts or distrust within teams.
50
What are the similarities between motivational strategies (e.g., PRP, Career Advancement, Investment in Training)?
All aim to increase employee motivation and engagement.
Focus on improving performance and retention.
Can be linked to both extrinsic and intrinsic motivational needs.
51
What are the differences between motivational strategies (e.g., PRP, Career Advancement, Investment in Training)?
PRP focuses on financial rewards, while Career Advancement and Training are more about long-term growth and development.
Sanctions are a negative strategy used for behavior correction, whereas others like Support Strategies are positive and supportive.
52
What is training?
Training is the process of teaching employees how to perform their job more efficiently and effectively by enhancing their knowledge and skills.
53
Advs and Disadvs of On job training
✔️ Cost-effective (no external fees)
✔️ Employees learn in their actual work environment
✔️ Immediate application of skills
✔️ Employees remain productive while training
Disadvs - ❌ Quality depends on the trainer’s ability
❌ Trainer may be distracted from their regular work
❌ Mistakes may occur while learning on live tasks
54
Advs and Disadvs of off job training
✔️ High-quality training from professionals
✔️ Employees gain broader industry knowledge
✔️ No workplace distractions during training
DIs advs - Expensive (fees, travel costs, etc.)
❌ Employees are absent from work during training
❌ Skills may not be immediately applicable in the workplace
55
Similarities and difs Between On-the-Job and Off-the-Job Training
✅ Both aim to improve employee skills and productivity
✅ Both can be used for new and existing employees
✅ Both contribute to achieving business objectives
difs - in work place, out. on job - low cost, experienced worker, or professional
56
What is performance management?
Performance management focuses on improving business and employee performance by linking business objectives to individual employee objectives.
57
What are the four performance management strategies?
1️⃣ Performance Appraisal
2️⃣ Management by Objectives (MBO)
3️⃣ Employee Self-Evaluation
4️⃣ Employee Observation
58
What is a Performance Appraisal? PMS
A formal review of an employee’s work performance, providing feedback and identifying areas for improvement.
59
Types of Performance Appraisals
📝 Essay Method – Manager writes a journal on an employee’s performance.
📌 Critical Incident Method – Manager records only exceptionally good or bad performance.
📊 Comparison Method – Employees are ranked using rating scales (e.g., 1-5).
60
Advantages and disadvs of Performance Appraisals
✔️ Identifies strengths and weaknesses in employees
✔️ Can be used for promotions and pay raises
✔️ Helps tailor training and development programs
❌ Can be subjective or biased
❌ Time-consuming for managers
❌ Employees may feel stressed or demotivated
61
Advantages and disadvs of Management by Objectives (MBO)
✔️ Increases employee engagement
✔️ Ensures employee goals align with business success
✔️ Provides clear performance expectations
❌ Can be rigid and time-consuming
❌ Goals may be too ambitious or unrealistic
❌ Employees may focus only on goals and ignore other responsibilities
61
What is Management by Objectives (MBO) pms
A process where employees and managers set specific goals together, aligning individual objectives with business objectives.
62
What is Employee Self-Evaluation?
Employees assess their own performance based on set objectives, then discuss their assessment with a manager.
63
Advantages and disadvs of Employee Self-Evaluation
✔️ Encourages employees to reflect on performance
✔️ Opens communication between employees and managers
✔️ Helps employees understand their responsibilities better
❌ Employees may overestimate or underestimate their performance
❌ Requires managers to verify assessments
❌ Can lead to disagreements if self-assessment differs from manager’s evaluation
64
What is Employee Observation
Managers gather feedback about an employee’s performance from multiple sources, including co-workers, customers, and supervisors. 360 degree feedback - feedback from multiple perspectives
65
Advantages and disadvs of Employee Observation
✔️ Reduces bias by including multiple perspectives
✔️ Provides well-rounded feedback
✔️ Encourages teamwork and accountability
❌ Employees may feel judged or uncomfortable
❌ Time-consuming to collect feedback
❌ Personal biases from co-workers may influence results
66
What are the four types of termination?
Retirement (voluntary)
2️⃣ Resignation (voluntary)
3️⃣ Redundancy (involuntary)
4️⃣ Dismissal (involunta
67
What is resignation? advs and disadvs
Resignation occurs when an employee voluntarily leaves a company, usually to take another job.
Advantages:
Provides opportunity to hire new employees with fresh ideas.
Saves the business from dealing with underperforming employees.
Reduces long-term employment costs if senior employees resign.
Disadvantages:
Loss of trained and experienced staff.
Can be disruptive, especially if employees resign unexpectedly.
Replacing employees can be costly and time-consuming.
68
What is redundancy? advs and disadvs
Redundancy occurs when an employee’s job no longer exists due to business changes like restructuring, automation, or competition.
Advantages:
Helps reduce costs by eliminating unnecessary roles.
Can improve business efficiency by restructuring operations.
Encourages innovation by replacing outdated jobs with technology.
Disadvantages:
Can lower staff morale and cause anxiety among remaining employees.
Redundancy payments can be a financial burden on the business.
May lead to legal disputes if employees feel unfairly treated.
69
What is dismissal?
advs and disadvs
Dismissal occurs when an employee is forced to leave due to misconduct or underperformance.
Advantages:
Ensures high workplace standards by removing unproductive employees.
Can improve team morale by eliminating disruptive employees.
Protects the business from legal risks related to employee misconduct.
Disadvantages:
Can lead to legal challenges if not handled properly.
Might create tension between management and remaining employees.
Training a replacement can be costly and time-consuming.
70
What are the two types of dismissal?
Summary dismissal – Immediate termination due to serious misconduct.
Dismissal on notice – Termination for underperformance with prior warnings.
Advantages:
Ensures workplace rules are enforced and upheld.
Provides clear consequences for misconduct and poor performance.
Gives businesses flexibility in managing staff issues.
Disadvantages:
Can result in negative publicity if handled poorly.
Some employees may claim unfair dismissal, leading to legal costs.
Can damage employee trust in management.
71
What are entitlement considerations? Addvs and disadvs
Advantages:
Ensures fairness and legal compliance, protecting the business from lawsuits.
Maintains good relationships with departing employees.
Helps employees transition financially after leaving.
Disadvantages:
Can be a financial burden, especially for large-scale redundancies.
If miscalculated, it may result in legal disputes.
72
What are transition considerations? Advs and Disadvs
Transition considerations focus on supporting employees after termination, such as offering outplacement services or references.
Advantages:
Reduces negative feelings toward the company, protecting its reputation.
Helps employees find new work, reducing stress and uncertainty.
Can improve morale among remaining staff by showing fairness.
Disadvantages:
Can require additional resources and financial investment.
Some employees may still feel resentful despite support efforts.
73
What is workplace relations?
Workplace relations refers to the processes, policies, and regulations that employers, employees, and unions engage in to improve wages and working conditions.
74
Who are the key participants in workplace relations?
Human Resource Managers
Employees
Employer Associations
Trade Unions
Fair Work Commission
75
What is the role of human resource managers in workplace relations?
Here’s a set of flashcards covering the participants in workplace relations, their roles, and their interests.
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**General Workplace Relations**
**Flashcard 1**
**What is workplace relations?**
Workplace relations refers to the processes, policies, and regulations that employers, employees, and unions engage in to improve wages and working conditions.
Advantages:
- Helps create fair wages and conditions.
- Reduces workplace disputes through clear agreements.
- Encourages collaboration between employers and employees.
Disadvantages:
- Can be time-consuming due to negotiations.
- May cause conflict between employers and employees.
- Government regulations can make changes complex.
---
**Participants in Workplace Relations**
**Flashcard 2**
**Who are the key participants in workplace relations?**
- Human Resource Managers
- Employees
- Employer Associations
- Trade Unions
- Fair Work Commission
Advantages:
- Each participant plays a role in ensuring fair and legal workplace conditions.
- Helps maintain a balance between employer and employee interests.
Disadvantages:
- Differing interests can lead to disputes.
- Negotiations can delay business decisions.
---
**Human Resource Managers**
**Flashcard 3**
**What is the role of human resource managers in workplace relations?**
Human resource managers act as a link between employees and employers, ensuring fair treatment and compliance with workplace laws.
Key Responsibilities:
- Negotiating employment contracts.
- Implementing workplace policies and resolving disputes.
- Ensuring compliance with workplace laws.
Advantages:
- Helps create a productive work environment.
- Ensures workplace laws are followed.
- Can mediate conflicts effectively.
Disadvantages:
- Balancing employer and employee interests can be difficult.
- Can face resistance from employees or employers.
---
**Employees**
**Flashcard 4**
**What is the role of employees in workplace relations?**
Employees contribute to workplace relations by negotiating wages and conditions and following workplace policies.
Key Responsibilities:
- Adhering to workplace agreements and policies.
- Participating in negotiations through unions or individually.
- Reporting workplace issues or disputes.
Advantages:
- Employees have a say in workplace conditions.
- Collective bargaining can improve wages and job security.
Disadvantages:
- Conflicts with management can arise.
- Strikes or industrial action can impact productivity.
---
**Employer Associations**
**Flashcard 5**
**What is the role of employer associations?**
Employer associations represent businesses in negotiations, lobbying for favorable conditions and providing legal advice.
Key Responsibilities:
- Represent employers in industrial disputes.
- Provide guidance on workplace laws and agreements.
- Lobby the government for business-friendly policies.
Advantages:
- Helps businesses comply with regulations.
- Assists in negotiating fair contracts.
- Provides legal support to employers.
Disadvantages:
- May prioritize business interests over employee rights.
- Can create conflict with unions.
---
**Trade Unions**
**Flashcard 6**
**What is the role of trade unions in workplace relations?**
Trade unions represent employees to negotiate better wages, conditions, and workplace rights.
Key Responsibilities:
- Negotiating enterprise agreements.
- Representing employees in disputes.
- Advocating for improved wages and benefits.
Advantages:
- Strengthens employee bargaining power.
- Improves workplace conditions and pay.
- Provides legal support for employees.
Disadvantages:
- Union strikes can disrupt business operations.
- May lead to higher wage costs for businesses.
- Membership fees can be costly for employees.
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**Fair Work Commission**
**Flashcard 7**
**What is the role of the Fair Work Commission?**
The Fair Work Commission is Australia’s independent workplace relations tribunal that sets minimum wages and resolves disputes.
Key Responsibilities:
- Setting minimum wages and workplace conditions.
- Resolving disputes between employers and employees.
- Approving enterprise agreements.
Advantages:
- Ensures fair treatment of workers.
- Reduces workplace disputes through mediation.
- Provides a legal framework for fair work practices.
Disadvantages:
- Decisions may not always favor businesses or employees equally.
- Legal processes can be slow and complex.
---
**Workplace Relations and Dispute Resolution**
**Flashcard 8**
**How do workplace relations help resolve disputes?**
- Mediation: A neutral third party helps both sides reach an agreement.
- Arbitration: The Fair Work Commission makes a legally binding decision.
- Enterprise bargaining: Employers and employees negotiate conditions directly.
Advantages:
- Helps prevent long-term disputes.
- Ensures fair treatment under the law.
Disadvantages:
- Some disputes may take a long time to resolve.
- Arbitration decisions may not satisfy all parties.
---
This set of flashcards provides a structured overview of workplace relations and its key participants. Let me know if you want further refinements!
76
What is the role of employees in workplace relations?
Employees contribute to workplace relations by negotiating wages and conditions and following workplace policies.
Key Responsibilities:
Adhering to workplace agreements and policies.
Participating in negotiations through unions or individually.
Reporting workplace issues or disputes.
Advantages:
Employees have a say in workplace conditions.
Collective bargaining can improve wages and job security.
Disadvantages:
Conflicts with management can arise.
Strikes or industrial action can impact productivity.
77
What is the role of employer associations?
Employer associations represent businesses in negotiations, lobbying for favorable conditions and providing legal advice.
Key Responsibilities:
Represent employers in industrial disputes.
Provide guidance on workplace laws and agreements.
Lobby the government for business-friendly policies.
Advantages:
Helps businesses comply with regulations.
Assists in negotiating fair contracts.
Provides legal support to employers.
Disadvantages:
May prioritize business interests over employee rights.
Can create conflict with unions.
78
What is the role of trade unions in workplace relations?
Trade unions represent employees to negotiate better wages, conditions, and workplace rights.
Key Responsibilities:
Negotiating enterprise agreements.
Representing employees in disputes.
Advocating for improved wages and benefits.
Advantages:
Strengthens employee bargaining power.
Improves workplace conditions and pay.
Provides legal support for employees.
Disadvantages:
Union strikes can disrupt business operations.
May lead to higher wage costs for businesses.
Membership fees can be costly for employees.
79
What is the role of the Fair Work Commission?
The Fair Work Commission is Australia’s independent workplace relations tribunal that sets minimum wages and resolves disputes.
Key Responsibilities:
Setting minimum wages and workplace conditions.
Resolving disputes between employers and employees.
Approving enterprise agreements.
Advantages:
Ensures fair treatment of workers.
Reduces workplace disputes through mediation.
Provides a legal framework for fair work practices.
Disadvantages:
Decisions may not always favor businesses or employees equally.
Legal processes can be slow and complex.
80
How do workplace relations help resolve disputes?
Mediation: A neutral third party helps both sides reach an agreement.
Arbitration: The Fair Work Commission makes a legally binding decision.
Enterprise bargaining: Employers and employees negotiate conditions directly.
Advantages:
Helps prevent long-term disputes.
Ensures fair treatment under the law.
Disadvantages:
Some disputes may take a long time to resolve.
Arbitration decisions may not satisfy all parties.
81
what are awards
Awards refer to the wage and working conditions offered by the employer to the employee in exchange for their services, completion of set task, provision of quality work and loyalty to the business. The Award consists can consist of (this is not an exhaustive list)
Wage (at least the minimum wage)
Annual Leave
Personal Leave
Long Service Leave
Carer’s leave
Maternity Leave
Flexi-time
Job Sharing
82
what are industrial wide awrds
Industrial wide awards are awards certified by the Fair Work Commission where employees in similar industries will receive similar wage and working conditions regardless of having different employer.
Employers must consult their industry specific award and ensure that they provide all their employees all these benefits as a minimum. These are mandated by law and any breach of the National Employment Standards may result in fines and penalties being applied.
83
Question: What are the National Employment Standards and what is included in modern awards?
Answer: The National Employment Standards (NES) set the minimum working conditions, including wages, leave entitlements, work hours, and penalty rates. Modern awards ensure industry-wide compliance with these standards.
84
What are the advantages and disadvs of Industry-Wide Awards?
They provide consistency, protect workers, and simplify wage determination for businesses.
however,
They lack flexibility, may not suit all businesses, and require strict adherence to legal standards.
85
What is an Enterprise Bargaining Agreement (EBA)
It is a workplace agreement negotiated between an employer and employees for better wages and conditions than the Award.
86
How are EBAs determined? and what do they include
Employers, employees, and unions negotiate the agreement, which must pass the “Better Off Test” and be approved by the Fair Work Commission. It includes higher wages, additional leave, dispute resolution procedures, and consultation rights for employees.
87
What are the advantages and disadvs of EBAs?
They allow for flexibility, improve workplace relations, and offer better wages and conditions.
They require lengthy negotiations, need Fair Work Commission approval, and may lead to disputes.
88
12. What is the role of the Fair Work Commission in EBAs?
It ensures agreements meet legal standards, are fair, and provide better conditions than the Award.
89
How do Awards, EBAs, and Individual Contracts differ?
Awards set industry-wide standards, EBAs are business-specific agreements, and Individual Contracts are negotiated between one employer and employee.
90
Q: What is a dispute?
A: A disagreement or dissatisfaction between individuals or groups based on workplace agreements involving entitlements (working conditions and wages/salaries), often due to Enterprise Bargaining Agreements.
91
Q: What are the causes of disputes and industrial action?
A: Causes include disputes over remuneration, employment conditions, health and safety, and job security issues.
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what is a strike
A: Strike action occurs when employees collectively stop working for a period of time to protest or demand better employment conditions. It is usually a tactic used to apply pressure on employers to make changes to wages, working hours, or other terms of employment.
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what are picket lines
A: Picket lines are protests that occur outside the workplace, typically during a strike. Employees or union members set up a physical barrier to prevent non-union workers from entering the workplace and to stop the delivery of goods or services, aiming to increase pressure on the employer during the dispute.
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Q: What are some types of industrial action?
Strike action: Employees stop working temporarily to demand better conditions.
Picket lines: Protests outside workplaces to prevent goods from entering or non-union workers from entering.
Work bans: Employees refuse to perform certain tasks or duties.
Work-to-rule: Employees only perform their basic duties and nothing extra.
Lockouts: Employers close the workplace to apply pressure during disputes.
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What is the impact of unresolved disputes on an organization?
Unresolved disputes can lead to lost productivity, dissatisfied customers, loss of market share, poaching of experienced workers, and increased wage costs.
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Q: What are the main methods of resolving disputes?
Mediation: A neutral third party helps both sides negotiate a solution, though the outcome is not binding.
Arbitration: An arbitrator makes a binding decision after hearing both sides of the dispute. legally binding
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What are the advantages and disadvantages of mediation and arbitration?
Mediation -
Advantages: Collaborative, informal, confidential, and parties have more control.
Disadvantages: Non-binding, time-consuming, and may be ineffective if there's a power imbalance.
Arbitration:
Advantages: Faster, binding decision, expert decision-maker.
Disadvantages: Less flexibility, potential costs, and limited appeal options.
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