Labour Relations Management

Ministry of Manpower (MOM) recently shared that Singapore's employment rate has decreased rapidly last year (govsingapore, 2016). Last year, there is only 100 job increment and that is the lowest in the last 17 years. (govsingapore, 2016). With difficulties in making up the quantity of jobs available in Singapore, the government decided to introduce SkillsFuture to improve the quality of jobs (govsingapore, 2016). It gives Singaporeans a chance to explore their dreams or pick up additional skills set from young to old (Yang, 2016). This campaign changes the future economy and individuals in Singapore.

Employees think forming a trade union is a way of helping to achieve improvements in these different aspects of their work place- a trade union is a type of pressure group. Unions are representatives of employee demands at work and to challenge the management when needed therefore, are sometimes disliked. In this fast pace employers want to avoid and eliminate the waste of resources and try to utilise and maximize the productivity. Even after the past events including the formation of unions and strikes sometime business support trade union and sometime dislike

From this perspective, trade union is perceived not necessary and the role of it is creating conflict, and it is seen an unwelcome intrusion into the organization from outside competing with management for the loyalty of employees (Rose, 2004). Trade unions exist either as the result of wickedness or perverseness of individual employees, or because of a failure of management to anticipate and incorporate worker needs and concerns (Bray, Deery, Walsh and Waring, 2005).

Executive Summary: Employee relation keeps the business in track. As employee or workforce is the main asset of a company, every company tries to maintain good relationship with the employees. Here ASDA/Wal-Mart has joined in the conflict with the employees regarding trade union. As a result they have faced many problems. In this assignment we have discussed What ASDA/Wal-Mart could do in that situation what are the ways to keep effective employee relations.

Fair Work Act (FWA) is passed by federal parliament on 20 March 2009 and it provides a ‘one stop shop’ for information, advice and assistance, and use the workplace law to settle dispute within Australia. To prevent any circumstance that can come to harm of the community. This essay is mainly focus on demonstrate the web of rules in Dunlop’s system theory by identifying the FWA in two sectors: procedural rules and substantive rules with provide the evidence to apply those rules.

Starting with a brief introduction, it continues to talk about the labour unions and its process of reorganisation. It gives various drawbacks and benefits of union reorganisation for the employer. Then it examines the partnership agreement signed between UNISON and Vertex in the year 2000. Then a critique is made based on the theory that whether the partnership agreement was a success at Vertex or not.

There are many different approaches and perspectives when discussing the employment relationship. All of these perspectives share some commonalities while at the same time having unique viewpoints. The first approach is the unitary approach, which views the work organization as a whole. In the unitary approach, the employees and employer co-exist and are reliant on one another. The next perspective is the pluralist approach. In the pluralist approach the organization realizes that there will be differing views and because of this the pluralist approach tends to utilize collective bargaining as a tool to resolve conflict. The Egoist perspective on employment relations is focuses on self-interest. In the egoist perspective labor is viewed

In my report, I will briefly discuss the importance of the three main players using John Dunlop’s conceptual model and how analytical reports in enhancing effective labour management relation have contributed to the competitive advantage of the county.

| In this assignment students will distinguish between unitary and pluralistic perspectives with reference to employee relations, know the changes that have affected trade unionism in the last two decades and be able to explain the role of the main players in employee relations.

Religion: Singapore is a multi-religious country. According to Statistics Singapore, around 51% of resident Singaporeans (not including significant numbers of visitors and migrant workers) practice Buddhism and Taoism. About 15%, mostly Chinese and Indians, practice Christianity - a broad classification including Catholicism, Protestantism and other denominations. Muslims constitute 14%, of whom Malays account for the majority with a substantial number of Indian Muslims. Smaller minorities practice Sikhism, Hinduism and others, according to the 2000 census. About 15% of the population declared no specific religious affiliation.

Tripartism refers to the collaboration among Singapore unions, employers and the government. The tripartite partners are the Ministry of Manpower (MOM), the National Trades Union Congress (NTUC) and Singapore National Employers Federation (SNEF). Each of this party represents different group of people and voices from each group are evaluated equally because Singapore’s Tripartism model value their stakeholders highly. The issues that they handle include job re-creation, skill upgrading for the workers, effective raise of retirement age, a flexible wage system, and both fair and improved employment practices (http://www.mom.gov.sg/employment-practices/tripartism-in-singapore/what-is-tripartism). The tripartite was formed to achieve better working conditions for Singapore employees and to sustain harmonious employment relations by using specific policies which governs the labour relations. Hence, in the modern day, union leaders in Singapore also actively take part in major statutory boards, are included in state policymaking, and allowing them to negotiate, conciliate, and arbitrate, thus eliminate strikes and other disrupting actions which serves as a way of settling labour disputes. Given that there is such unique collaboration among all parties, better

In 1945 the Australian Council of Trade Unions established and agreed with three major industrial demands: A substantial increase in wage, an end to wage pegging, and a 40 hour week. Unions were founded on the principle that employees on their own, without union advocates and resources are unequal in the bargaining process and prone for exploitation. The tread towards negotiations on qualitative improvements such as training and job satisfaction makes workplace industrial negotiations for the unions' even more complex, necessitating substantial support for those involved in negotiating these issues at the workplace.

Describe how the Unitarist and Pluralist approaches to conflict would explain the industrial action taken by the Construction Forestry and Mining Employees Union in forming the Barangaroo picket line.

Singapore has a highly developed free-market trade –oriented economy and heavily relies on export and import. The tiny landmass of the nation means Singapore has little natural resources and small domestic market. As a

Growing up in Singapore, I have heard about NTUC since I was young but never have I scrutinised the trade union here so closely. I used to think that NTUC was the company that gave Singaporeans NTUC Fairprice, the supermarket and NTUC Income for subsidised insurance. To be quite honest, I was largely ignorant about what the NTUC did, but I knew that the NTUC was fundamentally part of the government. Taking a glimpse into history and the events that shaped NTUC, I have a newfound respect and pride for my nation’s trade union for the work