4. Develop a framework using one of the philosophies of industrial relation on what should have been done to avoid the industrial action. 5. The lessons learnt by you from the industrial action.
4. Develop a framework using one of the philosophies of industrial relation on what should
have been done to avoid the industrial action.
5. The lessons learnt by you from the industrial action.
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PLS DISCUSS THE LESSON LEARNT FROM BELOW INDUSTRIAL ACTION?
- Industrial Relations refers to the relationship between 'employers' and 'employees' in the workplace.
- It encompasses a 'wide range' of activities and processes, including collective bargaining, conflict resolution, and employee participation.
- The goal of 'industrial relations' is to create a harmonious and productive working environment, where both employers and employees can achieve their goals and work together effectively.
- Industrial relations also involves the resolution of disputes and negotiations over wages, working conditions, and other employment-related issues.
- The field of industrial relations draws upon a range of disciplines, including law, economics, psychology, sociology, and political science, to provide a comprehensive understanding of the relationships between employers and employees.
4. One major industrial action in Fiji was the sugar cane workers' strike in 2000. The strike was a result of a disagreement between the workers and the government over pay and working conditions. The strike lasted for several weeks and resulted in significant economic losses for the country.
A framework that could have been used to avoid this industrial action, based on the philosophy of mutual gains, is as follows:
Communication: Regular and open communication between the workers, the government, and the sugar cane industry should have been established to ensure that all parties were aware of each other's concerns and to foster a 'spirit of cooperation'.
Joint problem-solving: Issues should have been addressed through joint problem-solving, where the parties worked together to find mutually beneficial solutions to their concerns.
Recognition of the needs of all parties: Both the workers and the government should have recognized and respected the needs of each other, with a focus on finding solutions that meet the needs of both parties.
Fair treatment: Workers should have been treated fairly, with 'equal pay' for 'equal work' and safe working conditions.
Employee involvement: Workers should have been given a voice in the 'decision-making process', with a focus on empowering them to participate in shaping their working conditions.
'Collective bargaining': 'Collective bargaining' should have been used as a means of resolving disputes between the workers and the government, with the aim of reaching a 'mutually acceptable agreement'.
Conflict resolution: Mechanisms for resolving conflicts should have been established, with a focus on resolving disputes in a peaceful and non-violent manner.
Encouragement of cooperation: The government should have encouraged cooperation between the workers and the industry, promoting a collaborative approach to resolving disputes and achieving common goals.
'Long-term planning': A 'long-term strategy' should have been developed to ensure that the interests of all parties were taken into account, and that the sugar cane industry was able to operate sustainably and profitably over the long-term.
By following a framework based on the philosophy of mutual gains, the industrial action in Fiji could have been avoided and the interests of all parties would have been protected.
2.The lessons learned from the industrial action in Fiji include:
Importance of communication: Regular and open communication is crucial in avoiding industrial actions and resolving disputes.
'Joint problem-solving': 'Joint problem-solving' is a more effective approach to resolving disputes, as it allows all parties to be heard and to find mutually beneficial solutions.
Recognition of the needs of all parties: All parties must recognize and respect each other's 'needs' in order to find solutions that meet the needs of both workers and the government.
'Fair treatment': 'Fair treatment' is essential in ensuring that workers are 'treated' with 'dignity' and 'respect' and that they receive equal pay for equal work and safe working conditions.
Employee involvement: Workers should be given a voice in the 'decision-making process' and empowered to participate in shaping their working conditions.
'Collective bargaining': 'Collective bargaining' can be an effective tool in resolving disputes and reaching mutually acceptable agreements.
Conflict resolution: Mechanisms for resolving conflicts must be established in order to resolve disputes in a peaceful and non-violent manner.
Encouragement of cooperation: The government must encourage cooperation between workers and the industry in order to promote a collaborative approach to resolving disputes.
'Long-term planning':' Long-term planning' is essential in ensuring that the interests of all parties are taken into account and that the industry can operate sustainably and 'profitably' over the 'long-term'.
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