Essays on Management of Industrial Relations Assignment

Download full paperFile format: .doc, available for editing

The paper “ Management of Industrial Relations” is a perfect example of the assignment on human resources. The Fair Work Act represents a dramatic shift away from Work Choices. In 2010 it was considered that the Federal Government's new Fair Work regulations may take the place of WorkChoices laws. This was being done to prevent unfair dismissal provisions in every kind of business it was hoped that under the new provisions, an improvement in the new industrial relations may be implemented and arbitrate to implement fair and just bargaining. This shift may be noted in the fact that in the past years, productivity and growth went downward, in spite of the apparently dramatic shifts in the policy created due to the Work Choices amendments, and after that the Fair Work legislation.

All evidence highlights the fact that the Fair Work regulations represented a dramatic shift for the work choice laws. The shift may also be noted in the fact that to the extent employers were getting the flexibility to s hire the employees under enterprise agreements or individual flexibility provisions that differ in award standards, mainly in relation to working time or penalty rates.

The shift remains quite apparent as WorkChoices regime, the Fair Work reforms comprise important improvements, when the possibility to move forward the regime’ s efficiency in attaining its objectives, and to endorse other principles of workplace regulation, as well as efficiency, participatory democratic system, and responsibilityAnswer 2Fair Work Australia also may help in resolving unfair dismissal applications by using agreements. An unfair dismissal application involves the following: The Employee first lodges the complaint applicationAfter that, the before mentioned application is checked to make sure that it is complete and legitimateThe employer is then informed regarding the lodging of the applicationThe employer then is supposed to fill the response form, which he lodges to the Fair Work Australia and which is meant to respond to the applicant’ s filed complaintFair Work Australia reconciles the application to tries it’ s level best to make the parties resolve the issues outside the courtAn unsettled claim is then determined by the Fair work. Moreover, adverse action is also illegal where a person takes part (or does not participate) in legal industrial activity, this, may even be illegal if an employer discriminates against an employee.


Frenkel, S. (2002). Workplace relations: Past, Present and Future. Australian Journal of Management, 27, 149-161.

Guest, D., & Hoque, K. (1996). Human Resource Management and Industrial Relations. Oxford: Oxford University Press

Hyman, R. (1989). Strikes. London: Macmillan. Pp20-35

Kelloway, K., Cantano, V., & Carrol, A. (2000). Psychological Involvement in the Union. Journal of Behavioural Science, 32(3), 163-168.

Kornhauser, A., Dubin, R., & Ross, A. (Eds.). (1954). Industrial Conflict. New York: McGraw Hill.

Metcalf, D. 1993: 'Industrial Relations and Economic Performance.' British Journal of Industrial Relations. XXXI. pp255-283.

National Commission on labour 1969 (1969) ; Labor National Commission & Industrial Relations Policy of 1969 retrieved from on may 16 2011

Oswald, A. (1992); Satisfaction and Comparison Income, Oxford University Working Paper p207

Pinnington, A.H., and Edwards, T.E. 2000. Introduction to Human Resource Management Oxford: Oxford University Press p23

Waddington J and Kelly J (1995); New prospects for British labour Organization (UK) Vol: 2; Issue: 3; p 415. Nickell, S. Wadhwani, S. and Wall, M. 1989: Unions and Productivity Growth: evidence from UK company accounts data. 1972-86. London School of Economics.

Waring, P. (1999). The Rise of Individualism in Australian Industrial Relations. New Zealand Journal of Industrial Relations, 24(3), 291-318.

Wood S (1996) High commitment management and unionization in the UK The International Journal of Human Resource Management (UK) Vol: 7; Issue: 1; p49

Wooden, M. (2000). Industrial Relations Reform. Review- Institute of Public Affairs, 52(3), 14-16.

Download full paperFile format: .doc, available for editing
Contact Us