Industrial Conflict | Assignment Help
INTRODUCTION
This essay discusses the different forms that conflict within an industrial environment may take such as turnover, absenteeism or even strikes and argues that banning strikes as a way of controlling conflict within the industry is not an agreeable course of action or even a solution as even if the strikes are outlawed, the conflict isn’t necessarily resolved and what it really means is that it might move towards a more covert manner of expressing such conflict that doesn’t actually need a strike such as turnover and absenteeism as well as late coming and more workplace aggression. Get the best Industrial Conflict Online Assignment Help by Top Writers from Australia.
Conflict is defined as opposing action between two or more incompatible ideas or personalities which may be competitive or antagonistic in action, for example between varying ideas, people or interests. A conflict might even arise due to a difference in principles. Conflicts are often a struggle (often mental) which results from needs which are opposing or incompatible, as well as the drives, or demands (whether internal or external, both are possible).
Conflict in real life is usually a result of disagreement or friction within a culture or a group of people when the thoughts and acts of a number of members of that group are deemed to be pleasant or satisfactory to the other members of the group. Conflicts can also take place between members of two different groups or within members of the same group A conflict usually also necessitates brutality, interpersonal animosity, and tension of a psychological nature, which may be called intergroup conflict. (Thompson, 1999)
Industrial conflict can be considered any conflict or difference of opinion or dispute between employers and workers or between workers among each other which may be connected with the job, employment or non-employment or with the terms of employment of any person. Basically, any dispute within the workplace that arises due to the workplace or due to the terms and conditions of the work being performed at the workplace is an industrial conflict. If the conflict could not be duplicated with the same dynamics outside of the workplace, then the conflict is industrial in nature.
Industrial conflicts can arise due to a variety of reasons. In times of economic uncertainty when the country as a whole might be facing greater economic doubts, industrial conflicts may take place between the workers and their employees for different reasons such as salaries and other related benefits, redundancies, workplace safety and the safety of the work being performed, duration of the work and overtime as well as unionization. It is a widely known belief that personnel who can properly manage conflict and have the skills to deal with it in the correct manner are very rare to find, mainly since the industrial workers of today are increasingly globalized which often times gives way to a rise in conflicts between workers and management. Following are the most common nature of industrial conflicts that can arise within the workplace. (Boles, 1997)
Salaries and related benefits
Remuneration and other related benefits have traditionally been one the major drivers of conflict the industrial environment. Usually, the industries and the employers try and want to keep costs low in times that the demand for their product or services is low. Often times, such as times of depression or when the economy is down, such as during the global financial crisis of 2009, employers have to reduce the salaries and the benefits as well as the wages and the compensations of the employees including the contributions to provident fund and gratuity funds as well as the health insurance if any which often gives rise to conflicts. (Aquino, 2000)
Layoffs
In tough economic times, such as financial crisis or depressions, one of the ways that companies use to reduces and decrease costs is to reduce their workforce or number or employees. The conflict that arises over redundancies are often reduced and minimized by agreements and contracts between the workforce and the employers. Such agreements may include terms such as reduction in salaries or other measures that may reduce costs without the need of terminating employees. Conflicts in this case may arise if a particular group feels aggrieved and feels that they are being unfairly targeted with the layoffs while other groups are not affected at all. Such conflicts may arise if people over a certain age are being laid off and conflicts over discrimination on the basis of age and seniority may arise. (Bowling, 2006)
Safety
In different countries, different state and federal laws exist to protect the safety of the workplace as well as the workplace. Not every place has the same levels of standards and regulations. For example, in developing countries, the laws are considerably more lax relating to not just safety of the employees and the safety of the workplace but also the safety of the employees but for sensitive and even more paramount matters such as child labor as well. Since most companies now operate on a global level, advocates of labor have had conflicts with practices that such global companies have in their factories in countries that are not as developed as those in Europe. (Jehn, 2001)
Work Hours
Usually and most often, there are very clear laws and regulations regarding the length of an average workday and anything above and beyond that must constitute an overtime. Such laws and regulations also state the duration that the employees are allowed to work without a lunch or other sort of a break. Therefore, conflicts may arise in case employees and workers are asked to work even during their break hours in times of high demand or more work than usual without any additional benefits such as overtime. Or in case employees are asked to come in on weekends or after the end of the normal working day and are asked to do so without any extra pay. Sometimes the conflict arises due to some ambiguities within the law itself. For example in some jurisdictions, the law regarding workforces only applies to workforces which exceed a certain number of people. Therefore, companies which have less employees than the number specified within the law are not covered in the law and hence get off scot-free in case they violate it.
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