MGMT6013 Elements of Employee Relations assignment sample Ireland

MGMT6013 Elements of Employee Relations is a module offered at the University College Dublin. In this module, students learn about the different facets of employee relations, including unions and collective bargaining, employment law, human resources management, and more.

The module is designed to provide students with an understanding of how to manage employees to promote positive relationships and minimize conflict. Students who take this module will be well-equipped to handle any employee relations issues that may arise in their careers.

Get Solved Assignment sample for MGMT6013 Elements of Employee Relations Module

There are many types of assignments given to students like individual assignments, group-based assignments, reports, case studies, final year projects, skills demonstrations, learner records, and other solutions given by us. We also provide Group Project Presentations for Irish students.

In this module, we’ll go over some tasks. The following are some examples:

Assignment Task 1: Trade Unions in Ireland.

The Irish Trade Union movement has a long and proud history of representing workers across the country. Trades unions in Ireland play a pivotal role in ensuring that employees receive fair pay and working conditions, and they also provide valuable support during times of industrial disputes.

Despite the challenges faced by unions in recent years, membership levels remain strong and there are currently over 130 trade unions affiliated with the Irish Congress of Trade Unions (ICTU). These unions represent workers in both the public and private sectors, including sectors such as healthcare, education, construction, manufacturing, and retail.

Unions in Ireland are facing a number of challenges at present, including the ongoing effects of austerity measures, attacks on workers’ rights by employers, and increasing levels of casualization and precarity in the workplace. In spite of these challenges, unions continue to play a vital role in supporting workers and fighting for their rights.

Assignment Activity 1.1: What purposes do trade unions serve?

There are a number of purposes that trade unions serve in Ireland. First and foremost, they exist to protect and advance the interests of their members. This includes negotiating better pay and working conditions, providing training and education opportunities, and fighting for job security.

Trade unions also play an important role in society more broadly. They help to ensure that workers receive a fair share of the country’s wealth, help to reduce inequality, and can provide a counterbalance to the power of employers. In addition, they can bring people together to campaign for social change on issues like housing or healthcare.

So in short, trade unions represent an important voice for workers in Ireland – both within individual workplaces and in society as a whole.

Assignment Activity 1.2: Discuss the view that trade unions have lost their relevance in Ireland.

Trade unions in Ireland have certainly seen their influence decline in recent years. There are a number of reasons for this, including the fact that many unions are tied to specific sectors or companies, which makes them less relevant in an era of increased globalization and job mobility. Additionally, the changing nature of the workforce has led to a decline in membership numbers, as workers are less likely to join a union when they can easily be replaced.

However, there is still some relevance and power held by trade unions in Ireland. For example, they have been successful in lobbying for changes to labor laws and in securing better pay and working conditions for their members. Additionally, with unemployment on the rise, unions provide a valuable support network for workers who have lost their jobs.

So while trade unions may not be as powerful as they once were, they still play an important role in Irish society.

Assignment Task 2: Managing Workplace Conflict.

There’s no doubt that conflict in the workplace can be challenging. However, it’s important to remember that conflict is not necessarily a bad thing. In fact, managed correctly, conflict can be a positive force that helps drive innovation and creativity.

Of course, managing workplace conflict effectively requires skill and finesse. Here are a few tips to help you navigate these waters successfully:

1. Keep communication open. This is crucial for managing any kind of conflict effectively. Make sure there are channels of communication open so that everyone involved can express their thoughts and feelings openly and honestly. This will help ensure that misunderstandings don’t spiral out of control.
2. Seek win-win solutions. It’s important to remember that not every conflict has to be a zero-sum game. Try to find solutions that will benefit everyone involved. This may require some creative thinking, but it’s often worth the effort.
3. Be prepared to compromise. In any conflict, there will usually be some give and take. Be prepared to compromise on certain points in order to reach a resolution that everyone can live with.
4. Be respectful. This should go without saying, but it’s important to remember to treat everyone involved with respect. This includes active listening, being open-minded, and avoiding personal attacks.
5. Seek professional help if necessary. If the conflict is proving to be too much for you to handle on your own, don’t be afraid to seek professional help. This may mean bringing in a mediator or even going to therapy.

While managing workplace conflict can be difficult, it’s important to remember that it can also be a positive force. By keeping communication open, seeking win-win solutions, and being respectful, you can often find a resolution that everyone can live with. And if necessary, don’t hesitate to seek professional help.

Assignment Activity 2.1: Describe in detail the role played by the Labour Court in the prevention and resolution of workplace conflict.

The Labour Court is a court of law in Ireland that has special jurisdiction to deal with disputes between employers and employees. It was established by the Labour Court Act, 1947, and is an independent institution.

The Labour Court can hear and make decisions in relation to a range of disputes including unfair dismissals, breaches of contract, wages, and terms and conditions of employment. It can also order reinstatement or compensation for employees who have been dismissed without just cause. In addition, the Labour Court has the power to approve or reject proposed settlements in industrial relations disputes.

The role of the Labour Court is to provide a forum for the prevention and resolution of workplace conflict. It does this by hearing cases and making decisions that are binding on both parties. The Labour Court also plays an important role in promoting industrial peace and harmony by approving or rejecting proposed settlements in disputes.

Assignment Task 3: Collective Bargaining.

Collective bargaining is a process whereby trade unions and employers negotiate over the terms and conditions of employment. This can include items such as wages, hours of work, holidays, pensions, and so on.

The collective bargaining process usually begins with the trade union submitting a list of demands to the employer. The employer then responds with their own offer. The two sides then engage in a process of negotiation and compromise in order to reach an agreement.

If an agreement cannot be reached, the dispute may be referred to arbitration, where an independent third party will make a binding decision on the matter.

Collective bargaining is an important part of the industrial relations process, as it helps to ensure that employees have a voice in the setting of their own terms and conditions of employment. It also helps to prevent and resolve workplace conflict by providing a forum for negotiation and compromise.

Assignment Activity 3.1: Define what is meant by Collective Bargaining and explain its role and the effects of the Irish voluntarist approach.

Collective bargaining is defined as the process of negotiating the terms of employment between an employer and a group of employees. The employees are typically represented by a trade union, and the negotiations cover topics such as wages, hours, working conditions, and other aspects of employment. 

The Irish approach to collective bargaining is voluntary, meaning that it is up to the employer and employees to decide whether or not to bargain collectively. This differs from mandatory collective bargaining, which requires employers and unions to negotiate if either side requests it. 

Voluntary collective bargaining can have several advantages. First, it allows employers and employees to tailor the negotiation process to their needs and avoid potential conflict. Second, it can provide flexibility for both sides since they are not bound by law to reach an agreement. Finally, it can encourage creativity and innovation since both sides are free to explore new ideas.

Roles of Collective Bargaining:

• To establish the terms and conditions of employment
• To prevent and resolve workplace conflict
• To promote industrial peace and harmony

The Effects of the Irish Voluntarist Approach:

• It allows employers and employees to tailor the negotiation process to their needs and avoid potential conflict.
• It can provide flexibility for both sides since they are not bound by law to reach an agreement.
• It can encourage creativity and innovation since both sides are free to explore new ideas.

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