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The organising model in Australia and strong chance of substantially reinvigorating trade union density in Australia.

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Discuss the organising model (organising unionism) in Australia and elsewhere, but with particular focus on Australia. Do you believe that it has a strong chance ofsubstantially reinvigorating trade union density in Australia? Do you believe that this model has lifted or could lift trade union membership in the industry in which you currently work, or once worked in the past?Has it lifted or could it lift union membership in the workplace in which you currently are employed or in one that you were onceemployed? In Australia, neo-liberal academics andpolicy makers, as well as aggressively ri...

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Discuss the organising model (organising unionism) in Australia and elsewhere, but with particular focus on Australia. Do you believe that it has a strong chance ofsubstantially reinvigorating trade union density in Australia? Do you believe that this model has lifted or could lift trade union membership in the industry in which you currently work, or once worked in the past?Has it lifted or could it lift union membership in the workplace in which you currently are employed or in one that you were onceemployed? In Australia, neo-liberal academics andpolicy makers, as well as aggressively right-wing employers,laud the decline in tradeunion density in this country, partly on the basis that this opens up greater opportunities for development of non-union employee representation in the workplace. Do you concur with this perspective? Do you believe that non-union forms of employee representation has eliminated or reduced the need for union organisation or could eliminate/reduce the need for union organisation in your workplace? Is industrial conflict in Australia and elsewhere potentially avoidable? Has trade unionismhelped to foment or contain industrial conflict in the industry and workplace in which you are employed, or in which you were once employed Do decentralised methods of industrial bargaining in Australia provide an overall superior alternative to the once centralised system of bargaining? To what extent have decentralised methods enhanced the process of bargaining and negotiation in your workplace or in a workplace which once employed you? Do employees and the trade union have any concerns with the methods of performance management and appraisal which have been practiced in an organisation with which you are, or have been in the past, familiar?

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Industrial conflicts are disputes or disorder that arises between workers and employers that often results in strikes and lockouts. Industrial conflict creates unrest between workers and employers on any ground resulting in mass refusal of employees to work in the organization till the resolution of the dispute. Industrial disputes are potentially harmful for both the employees and employers and negatively harm the interest of both employees and employers. According to industrial dispute Act of 1947, an industrial dispute can be stated as ‘a dispute or difference that exists between employees and employers specifically concerted with employment or any terms of employment or with any conditions of labor’.  The main factors responsible for causing industrial conflict are compensation factors, layoffs, safety, working hours etc. However, industrial conflict is inevitable or potentially avoidable through implementing and adopting better management policies in the workplace. Employers must perform their roles effectively and efficiently for developing a strong and good relationship with the customers (Weiss & Schmidt, 2008). In this context, the present essay examines the fact that whether industrial conflict is potentially avoidable. In addition to this, the essay also demonstrates the role of trade union in fomenting or containing the industrial conflict in the workplace by illustrating the example of the workplace in which I was once employed.

Critical evaluation of the statement ‘Is Industrial conflict potentially avoidable’

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