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IDRL 215 INTRODUCTION TO LABOUR FINAL EXAM REVIEW (Unit 1-4) ATHABASCA UNIVERSITY
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IDRL 215 INTRODUCTION TO LABOUR FINAL EXAM REVIEW (Unit 1-4) ATHABASCA UNIVERSITY
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IDRL 215 INTRODUCTION TOLABOUR FINAL EXAM REVIEW (Unit
1-4) ATHABASCA UNIVERSITY
, lOMoAR cPSD| 42147428
IDRL 215 Final Review
UNIT ONE
Lesson 1: What is Labour Relations?
1. How do we define labour (industrial) relations?
The term industrial relations is generally used to refer to the relationship
between a union and the employer. The scope includes fundamental issues of
work control, the structure of work, the value of work and the balance between
the conflicting goals of workers and management.
2. How does labour relations differ from human resource management?
HR management has a broader range and is generally applied to employment
related issues of important in all organizations, whether unionized or not. HR
management can be defined as “the policies, practices & systems that influence
an employee’s behaviour, attitude, and performance in the attainment of
organizational goals. Whereas, industrial relations deal primarily with employee-
employer relationships in unionized organizations.
3. What are some of the reasons to study labour relations?
- May be a prerequisite to employment regardless of one’s opinion on unions.
It’s important to be informed about an organizations purpose and operations
- People who are not union members sometimes have to interact with a
unionized organization or unionized workers. It’s important to have some
understanding of unions and union activities, even if one is not involved in a
union.
- Important to know about unions because Canadian law makes unionization an
option for nearly every kind of worker, and because unions have the potential
to influence employee satisfaction and working conditions.
- Learning about the history of unionization helps one understand how the
modern workplace, union or not, has reached its current form. (minimum
wage, OH&S, stat holidays)
- Anyone considering managerial type of work should be familiar with how HR
management activities are conducted in union and non-union firms.
- If one strongly opposes unions, it’s better to have more knowledge about
what a union is, what legal requirements underlie a union’s existence, and
what an employer or employee can or cannot do to counteract unionization.
, lOMoAR cPSD| 42147428
4. What are the key pieces of legislation governing labour relations in
Canada?
- The establishment of a procedure to legally recognize the union as the
workplace representative for employees. Procedure is called certification.
- A requirement that the collective agreement between the union and the
employer have a minimum term. Usually one year.
- The establishment of procedures that must be followed to resolve disputes
while the collective agreement is in place. Usually referred to as grievance
resolution procedures.
- The definition of legal behaviour by union and management in situations such
as a campaign for certification. Usually take the form of identifying so-called
unfair labour practices.
- The establishment of a labour relations board to administer and enforce
labour relations legislation. It resolves disputes relating to the application of
the LR legislation and also provides specific services.
Lesson 2: The Employment Relationship
1. What are labour and capital? And how do their interests converge and
conflict in the employment relationship?
Labour is the portion of the population that trades it’s time for the wages
necessary to support itself.
Capital the portion of the population that draws income from different kinds of
investments they purchased with their capital.
Employment is an exchange of value between workers and employers.
Specifically, the workers agree to provide their time and skills (i.e., their labour)
to the employers in exchange for remuneration (i.e., wages and benefits).
2. How is employment a social, as well as an economic, relationship?
economic is the exchange of value between employer and worker
social - workers agree to accept managers authority and the dynamic for both
parties to structure a relationship that will maximize cooperation and minimize
conflict
- The duties and obligations of the employer and employee are asymmetrical:
The employer issues orders and the employees obey them.
- Employers either profit or fail, so they seek to cheapen and intensify labour as
one means of increasing profitability.
- Employers’ interests lie in maximizing profits while workers’ interests lie in
maximizing wages.
This very brief description suggests that employment is not only an economic
relationship but also a social one.
3. What is a labour market and how does it work?
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