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The further left the more negative attitude of

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How can the employment relations management matrix be used as a diagnostic tool? The further left, the more negative attitude of management towards unions, more emphasis on conflict at expense of common interest The further right on matrix, the more management concentrate on common interests Overlapping areas indicate emphasis on common interests Identify possible challenges and problems that may be encountered when implementing an organizations employment relations policy Coordination of implementation efforts not sufficiently effective Leadership and direction by top/middle management inadequate Goals not sufficiently defined, not well understood by employees Formulators of strategy not involved in implementation Key changes in responsibilities not clearly defined Too much specialization, responsibilities of labour relations delegated to HR Different perception of strategy among different groups Negative perception of actual value system Too little communication Continual attitude problems regarding discrimination and bias Intra-organisational politics Lack of training and development Lack of integration of strategy Lack of will to implement strategy Make recommendations on how implementing an organizations employment relations policy problems can be eliminated The intent of the policy must be clearly communicated to all levels of employees in the organization The content of the policy must be clearly communicated The way in which the policy will be implemented must be clearly communicated Appropriate training and development must be given to enable employees to understand and implement the policy Incentives may be given for the successful implementation of the policy What is the meaning of conflict? A serious disagreement, lack of agreement between opinions and principals Generated by economic, ideological, socio-cultural and personal differences Usually associated with behavior and phenomena that have highly sensational content Conflict perceived as negative, destructive, undesirable Seen as force underlying growth Which factors moderate or aggravate conflict? Mutual recognition of legitimacy Personal qualities of leaders Professionalism and maturity of parties Emphasis on problem factors which raise or lower conflict levels
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3 Super ordinate goals External factors Distinguish between the concepts “collective bargaining”, “collective agreement”, and “negotiation” Collective bargaining Process in which representatives of labour and employer negotiate/interact in attempt to reach/uphold agreements regarding matters related to/impacting on employment relationship Representatives speak for group they represent Bargaining is process of meeting; presenting demands, counter demands, proposals; convincing/threatening until agreement reached Ingredients o Representation o Power o Common ground o Conflict Collective agreement
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