HRM & Industrial Relations,Industrial Relations defining the scope,male, FT, unionised, manual, “heavy” industries & public sector , restrictive practices, strikes & collective bargaining? Employee relations - more diverse jobs: non-manual, female, PT, non-union, services, high tech, “new” business etc Focus = regulation of employment relationship (control, adaptation, adjustment) - legal, political, econ, social, historical contexts. “Collective aspects”?,“operating within & outside the workplace concerned with determining & regulating employment relationships.”,Comparative,HRM,Labour market,Social action,Systems,Control over labour process,Approaches to IR,Wider approaches,Evolution Revolution,Cooperation Conflict,Authoritarian Paternalism,Capitalist society integrated group common values, interests, objectives one authority /loyalty irrational + fractional coercion intrusive anachronistic only accepted if forced,Unitary,Pluralistic,Marxist,Assume,Nature of conflict,Conflict resolution,TU Role,Post-capitalist society Sectional groups - coalesce different values, interests, objectives competitive authority /loyalty (formal/informal) inevitable, rational, structural compromise + agreement legitimate internal, integral to workplace accepted role in econ & managerial relations,Capitalist Division of labour/capital social imbalance + inequalities - power, wealth etc inherent in econ. & social systems disorder - precursor to change change society employee response to capitalism mobilise, express class consciousness develop political awareness & activity,Input-output model,convert potential for conflict into regulation reconcile conflicts of interest through legitimate, functional processes & institutions at the heart . collective bargaining regulatory output Rules: unilateral, joint or imposed by government substantial & procedural arrangements within-the-organisation or external rules (law, national agreements) varying degrees of formality,Systems approach (Dunlop 1958),IR - a social sub-system within the econ. & political systems Components actors contexts (influences & constraints on decisions & action e.g. market, technologigy, demography, industrial structure) ideology - beliefs affecting actor views - shared or in conflict rules - regulatory elements i.e. the terms & nature of the employment relationship developed by IR processes Stable & orderly Unstable & disorderly?,Social action (Bain & Clegg),actor perceptions & definition of “reality” determine behaviour, actions, relationships work orientation is as much a result of extra-organisational experience as experience within the workplace structural factors may limit individual choice & action bounded rationality - interrelated decisions may fix or significantly shift values, focus, roles or relationships. instrumental & value-based considerations,Control over labour process,transformation in inputs by labour using tools & methods. Products, under capitalism, become exchangable, marketable commodities. Relevance to banking, retailing, local govt etc ? labour-capital relationship - essentially exploitative (ownership, surplus value, logic of efficiency & savings, structures of control. Braverman - to achieve capitals objectives - specialisation, standardisation, simplification, substitute technology for labour (Taylor), de-skilling? Critique? Core + peripheral employees. Segmented labour markets Job enrichment, empowerment & responsible autonomy Personal control & bureaucratic control,Labour Market - how work is distributed within society,Issues increase in womens activity rates level + nature of unemployment, long vs. short-term jobs manufacturing service + globalisation vs. local market regulation strategies + dual labour markets Economic labour market model Pay = price mechanism (SS/DD. elasticity & equilibrium) One market (same for all) or differentiated by skill, job, location etc. assumes Pricing + Work - disutility. Wages compensate for less leisure Marginal productivity gain from using one extra unit of labour “institutionalised” labour market - wage floor, “going rate“, range (quartiles), collective bargaining vs. individual negotiation.,Labour Market - social acceptance & hierarchies,Possible Issues Unskilled, semi-skilled & skilled. Blue-collar, white-collar. Professionalisation. Other desire the same. UK recognition of “engineers” UK “class” system & differential access to education (private schools) & labour divisions. Government interest Passive & active policies Retirement age, unemployment benefit, training, job support Who pays - via taxation or direct Er /Ee contributions? Interventionist & corporatist approaches (state regulation) Deregulation - free, flexible labour market, pay decided by “ability to pay”.,Economic environment,UK de-industrialisation + manufacturing decline increasing liberalisation, internationalisation & globalisation of trade government management of economy e.g. Keynesian vs monetarism