Since the 2008 global financial crisis, managers in the capitalists United States and the UK have been keen on increasing productivity while suppressing employment-creation resulting in work effort intensification and stronger managerial prerogative (Gregory & Harary, 2012, p.508). In these two countries, the emphasis since the financial crisis has been that operational and financial productivity in an organization can be improved by increasing employer involvement and individual bargaining (Morgan & Zeffane, 2003, p.544). Australia has also been seeing a transition inclined towards modern and individualized employment relation system instead of a collective traditional one. According to Campbell & Brosnan (1999), these changes are to blame on the involvement of the two main political parties in Australia in satisfying the needs of big corporations and foreign private investments through widening the wage gap between employers and employees, and …show more content…
Drucker also believed that industrial communities should be formed out of industrial organizations in order for workers to feel esteemed and fulfilled through achieving their work without the need to achieve their social needs outside the work place (as cited in Gregory & Harary, 2012, p.424). According to Drucker, management is the only actor in the employment relation system that has the ability to manage the diverse workforce of today for the benefit of all mankind (as cited in Gregory & Harary, 2012, p.420). Drucker’s views are still relevant because in the diverse demographics of the work place today, managing diversity through contemporary employment relation systems is
Connell & Irving (1992) identify ‘class structure’ in Australia with the ‘ruling class’ owning property/business, and the ‘working class’ in the way of labourers whom ‘act together in resistance to the capitalists’. This is relevant today in Australia with the privileged having majority of the power and wealth. Moreover, exploitation of the ‘working class’ continue to maintain less power within the workplace & less wealth. Connell & Irving offer an uncomplicated view of class structure, (1992: p 40):
Dabscheck, B. , Griffen, G. and Teicher, J. (1992), Contemporary Australian Industrial Relations, Longman Chesire, Melbourne.
The rise of industrial age led to the rise of industrial factory systems. As the industries grew larger as well as the workplace, it required more employees. As the employees grew in the workplace, their relationship with the employer became less personal hence individuals lost power. (History of Labor Unions Summary & Analysis, 2014) emphasizes that there was little to nothing an individual could do to pressure a large industrial business to increase his/ hers wages or shorten his/hers hours or provide a better working environment. The increasing migrants in Australia during the 1960’s continually replenished the supply of unskilled workers making it difficult for any employee to attain any leverage in negotiations with their employers. This led to employee’s embracement of collective action which then led to the rise of unions. According to (Burchielli, R 2006) Unions are seen as the power house of employees in the workplace, their role was to give employee a collective bargaining with their employers for better working environment, better wages and benefits such as paid leave. However union membership have decreased over the last couple of decades, according to (Australian Bureau of Statistics (ABS), 2013) in 1986 46 % of employees were members of trade unions by 2007 the figures have dropped to only 19%. There...
In “They’re Watching You at Work” by Don Peck (The Atlantic, December 2013), Peck introduces the issues taking place in the employment process and its history. He gives information on the multiple factors that went into employment dating back to the 1950’s and how multiple high-ranking business are considering otherwise. Peck believes that the current employment policy is degrading to the countries “sophisticated economy”, and is highly in favor of companies that are taking a different approach.
The Essential Drucker is a compilation of Peter Drucker’s selected insights and writings on management for the past sixty years. The book has twenty-six selections which were divided into three parts: Management, Individual, and Society. The first section, Management, highlights the different ideas about management such as the origin and definition and its use and application in the business organization. The second part of the book focuses on the individual. This section talks about the principles that an individual can learn and imbibe, and what skills he or she must develop in order for him or her to effectively manage a business or an organization. The third section of the book concentrates on the society. After introducing and discussing
Sappey, R., Burgess, J., Lyons, M., & Buultjens, J. (2009) Industrial relations in Australia: work and workplace. Frenchs Forest: Pearson Australia.
Harbridge, R. and Walsh, P. (2002), Globalisation and labour market deregulation in Australia and New Zealand: Different approaches, similar outcomes, Employee Relations, 24(4): 423-436.
In summary, most workplaces are becoming increasingly diverse as people from different genders, races, cultures, ethnic origins, and lifestyles find themselves working together. The key to making diversity work is management. Knowing what they are and understanding what effects (positive or negative) they have on the organization is very important to the success of the company.
Clutz, R. (1995). Labour and management: Working together for corporate transformation. Canadian Manager, 20(3), 16.
The Australian Labor Party has been influenced by the ideology of a social democracy which is characterised as a democratic society which protects its people by providing universal welfare. Social democracy is characterised as support for various government interventions which aim to promote an equality in opportunities available and provide a fair distribution of social resources (Miragliotta, et al.,.,2013, pg 208). The Labor Party has also been influenced by labourism which involved the implementation of the White Australia Policy to protect Australian workers and a regulated labour market which provides all Australian workers with a sufficient wage to support themselves. Labourism also provides welfare payments if people are unable to work and supports protectionism such as placing tariffs on products to support the Australian made goods and services (Miragliotta, et al., 2013, 208). The Australian Labor Party has been influenced by several ideologies since its formation such as socialism seen in a social democracy and labourism which is what Labor continues to stand for
De Ferreire Kemp, F. (2007). Leadership and diversity: Constant Companions. Industrial Engineer: IE, 39(5), 40-43, Retrieved July 27, 2011, from http://ehis.ebscohost.com.csuproxy.egloballibrary.com.
Diversity in the workplace is very important in today’s global workforce because workers in the economy all over the world are currently made up of many different ethnicities, varied cultures, beliefs, and backgrounds. People that are involved in management such as managers, and supervisors could greatly benefit from being accustomed to diversity in the workplace because their job entails dealing with a multicultural work environment on a daily basis. Knowing how to handle diversity in the workforce and having the necessary skills for supervisors would be beneficial not only to them but also to the success of the company and economy because a strong, diversified workforce will create a more “creative, innovative, and productive workforce.” (Kerby, 2012).
The impact of diversity in the workplace is contingent upon several factors. Across companies diversified workforces are becoming increasingly common. To successfully manage a diverse workforce, organizations are ensuring that employees understand how their values and stereotypes influence their behavior toward others of different gender, ethnic, racial, or religious backgrounds; are gaining an appreciation of cultural differences among themselves; and behaviors that isolate or intimidate minorities are being improved (Noe et al., 2010, pg. 302).
Dunlop(1958) argues that in the system of industrial relations, there are 3 major components in the system. There are the actors, the context and the common ideology. The actors consist of the employers and their organizations and employees and, if present, the groups that represent them and the state or government agencies. The second major component, the context, is the situation or environment that influences any decision or activity, this is usually technology, market constraints or distribution of power in the wider society. The common ideology, under which the purpose of this essay falls, can be seen as a binding idea or theory which the actors share for the purpose of stability in the system. Under the common ideology component, there are various conflicting theories or frames of reference.
Using theoretical frameworks like the one proposed by Alan Fox outlined in the lecture given in Week 3, explain to Ms Cutter the different ways in which the employment relationship can be conceptualised (10 marks)