Labour relations

features of the aggressive approach adopted by employers in their relations with trade unions since the 1980’s. Secondly, this essay will describe the changes in employer actions towards unions. It will outline the different phases that have

mismatch regarding labour and economic policy Economic growth is shaped by policy context and promoted most effectively when it is consistent with either liberal market or co-ordinated market ideal type varieties of Capitalism. Policy inconsistency dampers economic growth post-apartheid South Africa attempted to adopt a social-democratic and co-ordinated variety of Capitalism. This failed due to the adoption of macro-economic neo-liberal policies. Organised labour protected labour market policies

The Kenyan Legal Regime relating to trade dispute resolution and agenda for reform. A trade dispute is under section 2 of the Labour relations Act is defined as: a dispute or difference or an apprehended dispute or difference between employers and employees, between employers and trade unions or between an employer organization and employees or trade unions, concerning any employment matter and includes disputes regarding the dismissal, suspension or redundancy of employees, allocation of work

Industrial Relations or Labour Relations is an expression used not only for relationships between employers and Trade Unions, but also for those involving Government with the aim of defining policies, facing labour problems. The concept of industrial relations has a very wide meaning and connotation. In the narrow sense, it means that the employer, employee relationship confines itself to the relationship that emerges out of the day to day association of the management and the labour. In its wider

they have to offer. A trade union, also known as a labour unions, are organizations of workers who have chosen to unite together to be able to achieve common goals such as protecting the integrity of its trade, achieving well deserved higher pay, increasing the number of employees an employer hires and obtain better working conditions. Through its leadership, the trade union is able to bargain with the employer on behalf of members and negotiate labour contracts with the employer. The well known purpose

and flexibility in the management of labour and changing social attitudes have created a more diverse employment landscape. Employment relations in certain countries changes over time by several factors Conceptual Framework developed by Frage and Kelly explained the conditions under which certain sets of variables are more or less successful in explaining attributes of work and employment and in particular how we can account for change in employment relations. Under the framework,

employee communication which encourages the employee to work on ways to improve the environment in which they work rather than leaving their job and incurring the manager extra costs. According to Study Room (2017), there are many disadvantages in the labour laws that ASouth Africa follow such as:  Employers may not just dismiss employees at their own convenience, as stated earlier, certain procedures have to be followed to retrench or dismiss an employee.  According to Study Room (2017), a lot of

claimed the US needs to follow the example. However, as the US most likely will retain its liberal approach for the time being, one must look at specifics to begin working on to better both the economy and its people. Therefore, industrial relations, that is, the relation between workers and their respective companies, comes as the issue that can best be developed to assist the United States economic status and conditions of its workers. While the American economy stands out as the most developed and rich

(1958), an industrial relations system is comprised of the following actors: * A hierarchy of managers and their representatives in supervision (or employers and their associations) * A hierarchy of workers and any spokesmen (the workers and their unions), and * Specialized government agencies (or the state) concerned with workers, employers and their relationships. Employer’s Organizations Employer’s organizations as one of the participants in industrial relations developed quite late

9 Rough work (including articles) 10-end  2. Written report on primary research On Friday the 13th of February I interviewed the Liquor Store Manager from Makro Springfield, Babs Moodley. Babs informed me on information regarding Labour Relations and incidents involving employees and the CCMA. He also offered insight into organisational structures and methods they use to problem solve employee grievances. With regards to problems in the workplace the managers identify the problems that