The paper is all about enterprise bargaining process in ABC (pseudonym); a company that I had previously worked at. The process was arrived at as a result of employees raising concerns regarding the conditions being experienced at the workplace. The relevant union represented employees at the negotiations while the employer was represented by the human resource management. Whether the process demonstrated a satisfactory use of knowledge and skills is the main issue. The management theory emerged as a favorable theory in this discussion based on how it views the bargaining process. It asserts that the needs of the parties involved should be catered for during the process. The representatives involved should not promulgate their own needs in their accorded capacity. The paper has clearly outlined some component of the management theory. This has been followed by a discussion of how the theory relates to the topic at hand. There is the identification of instances that show how the parties were privy to what was required of them during the enterprise agreement process. The outcome is that there was a satisfactory demonstration of the desired level of knowledge and skills for the enterprise bargaining process at hand.
The management theory is favorable in exploring this discussion. The theory argues that rules and regulations coined through collective agreements tend to flow from the needs of the employees. The nature of collective bargaining involved can be analyzed against the background of employees at the particular workplace. This is because the unions and management make joint decisions in the bargaining process that concern matters affecting the work life of the employer and employees (Swanepoel, 2008). As a result, it can be concluded that the enterprise’s labor policy is as a result of joint decision making between trade unions and management. The management theory is quite significant in this discussion based on how people mistakenly view collective bargaining as the ultimate objective of labor relations. Collective bargaining is an important aspect of labor relations since it takes place between parties with common interests. It also enhances healthy working conditions and promotes communication within the workplace. Therefore, it is more of a compromise, since the parties involved ought to compromise eventually.
The relevance of the management theory is based on the fact that the bargaining process should follow the laid down procedures as per the Fair Work Act 2009 (Eager & Jones, 2012). Both the interests of the employer and those of employees should be taken care off. Individuals involved in the bargaining process should act in good faith at all times for their efforts to be regarded as being reasonable (Utz, 2015). This is because the management and the trade unions are negot
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