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Outline the role of stakeholders in resolving industrial conflict, and critically analyse the impact of global trends in employment relations on business role and structure. - HSC - SSCE Business Studies - Question 28 - 2002 - Paper 1
Question 28
Outline the role of stakeholders in resolving industrial conflict, and critically analyse the impact of global trends in employment relations on business role and st... show full transcript
Worked Solution & Example Answer:Outline the role of stakeholders in resolving industrial conflict, and critically analyse the impact of global trends in employment relations on business role and structure. - HSC - SSCE Business Studies - Question 28 - 2002 - Paper 1
Step 1
Outline the role of stakeholders in resolving industrial conflict
Answer
Stakeholders play a crucial role in industrial conflict resolution. Key stakeholders include employers, employees, trade unions, and government agencies.
- Employers: They must engage in meaningful dialogue with employees and their representatives to understand grievances and negotiate resolutions.
- Employees: They have a right to voice concerns, and their participation in resolution processes can lead to more amicable outcomes.
- Trade Unions: These organizations represent employees' interests and often engage in negotiations with employers to mitigate conflicts. Unions also mobilize members to participate in collective actions when necessary.
- Government Agencies: They can provide mediation services and establish legal frameworks that promote fair negotiations and protect workers' rights, thus helping to prevent industrial disputes.
By effectively collaborating among these stakeholders, companies can achieve enduring solutions that benefit all parties involved.
Step 2
Critically analyse the impact of global trends in employment relations on business role and structure
Answer
Global trends in employment relations significantly impact business roles and structures, primarily in the following ways:
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Search for Cheaper Inputs: Businesses increasingly seek cost-effective labor solutions by outsourcing or relocating operations. This trend pressures local employment practices and can lead to job losses in certain regions.
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Employee Communication: Enhanced global communication technologies require businesses to maintain better contact with employees across different locations, altering traditional hierarchies into more collaborative environments.
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Training and Development: The need for highly skilled labor has surged, prompting businesses to invest more in employee training. This shift redefines roles and prepares the workforce to meet market demands.
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Regional Structures: Companies are adapting their structures to reflect decentralized decision-making. This might involve creating international branches that empower local managers, thereby improving responsiveness to local labor markets.
Overall, these global trends necessitate that businesses remain agile and responsive, fostering better relations with their employees while adapting their structures to maintain competitiveness.