Workplace Relations

Workplace Relations1
Student’s Name
Workplace Relations
Professor’s Name
Workplace Relations 2
Workplace Relations
Workplace relations can defined as relations that pertains individuals working and
interacting in the same business environment. Therefore, workplace relations include
relationships between employees, and managers, or between customers and employees or
between vendors and employees. The relations in a business enable employees to develop an
acceptable code of conduct in a professional environment. Suitable examples of workplace
relationships and ethics involve being hardworking, honest or having a respectful behavior
towards co-workers. Thus, workplace relations directly influence the ability of workers to
drive an organization or business towards success. Additionally, such relations are multifaced
and can exist within and outside a business environment. Relationships in the workplace also
include superior-subordinate relationships, friendships, and family relationships. In Australia,
workplace relations agreement involves a relationship between an employee and an
employer. For instance, Australian current issues regarding workplaces involve paid parental
leave, building code 2013, Fair Entitlements Guarantee (FEG), and the national workplace
relations system (Charlesworth & Macdonald, 2015). Therefore, this paper is set to address
the Australian national workplace relations system.
The National Workplace Relations System Issue in Australia
Recently, the national workplace relations system in Australia has created welfare
network of conditions and terms of employment. The Australian National workplaces
relations were established by the 2009 Fair Work Act, which protects most private sector
employers and employees in Australia (Kaine, 2016). Therefore, the employers are obliged
with a duty of understanding the components of the Act to avoid future complication and
legislative quarrels due to breaching of the requirements. The Act addresses several issues
that the employers are required to do so as remain law-abiding and competitive in the field
Workplace Relations 3
they are operating. Besides, the Act aims at maintaining a well-adjusted background for
prolific workplace relations that would enhance the prosperity of the national income
alongside the social inclusion of all citizens. Therefore, the Act is meant to maintain the
welfare of all participants without biasness.
The Act is designed to offer broad privileges to both employees and employers. For
instance, it addresses on provision of terms and conditions for employment, setting
responsibilities and rights of employers, employees, and an organization about the
occupation. The Act correspondingly provides its management by setting up the Fair Work
Ombudsman as well as Fair Work Commission. Apart from the highlighted guidelines and
provisions, the Act similarly offers the market participants assured welfare after deductions
of fair enforceable and relevant least possible conditions as well as terms over the National
Employment Standards (NES), Modern Awards, and National Minimum Wage. These
provisions have individual demands that have specifications.
The National Employment Standards (NES)
The Australian businesses are mandated to perform at least ten standards to show their
commitment in the Act of 2009 irrespective of the size of their business, industry, and any
related activity. The aim of the principle is to protect people working in the country and
maintain equality at the workplace. The standards that the businesses are required to adhere
issue such as the hours of work subjected to their workers. The employees should as well be
offered flexible working schedule. The other standards may include parental leave, annual
leave, public holidays leave, redundancy pay and notice of termination.
Modern Awards
NES offers necessary provisions that should be offered to all employees, the recent
awards are given to particular individuals. The Awards are some of the additional offerings
that the companies must be willing to provide in motivating their employees to work toward
Workplace Relations 4
the productivity of the business. Therefore, the industry must be ready to offer these awards
in their work agreement to boost the morale of their employees (Charlesworth, Sara, & John
Howe, 2018). The Modern Awards generally contain entitlements involving penalty rates,
minimum wages, rest breaks, allowances, leaves, dispute settlements, and classifications.
National Minimum Wage
Minimum wage refers to the total base rate that a worker should be compensated for
regular working hours. The least possible wage is determined by the type of industry the
employee is hired under depending if it is Enterprise Agreement or the order of minimum
wage (Farbenblum & Berg, 2017). Irrespective of the industrial instrument used in paying the
employees, the minimum wage cannot be below that which is set by the nation, as a rule, is
closely monitored by the Fair Work Commission (FWC) annually aiming at establishing the
need for the increase in the minimum wage due to rise in living standards.
The Fair Work Ombudsman and the Fair Work Commission
The central role of the Fair Work Ombudsman is to encourage productive,
coordinated, and cooperative workplace relationships and ensure the workplace laws are not
breached. The commission investigates the reported cases of violating the awards,
regulations, and registered agreements (Tobin & Jones, 2016). They assess the suspected
breach and litigate in some cases to make sure that the people do not break the laws. On the
other hand, the FWC has the mandate on varying and setting minimum wages, industrial
awards, dispute resolution, and approving any enterprise agreement besides handling cases of
unfair dismissals the commission is set to do the functions previously managed by the
Workplace Authority.
Analysis of the National Workplace Relations Systems Using Pluralism Theory
The pluralism theory paradigm analyzes industrial relations between workers and
employers on the grounds of work and employment relationship from a general perception in
Workplace Relations 5
the imperfect labor markets. The analysis is triggered by conflicting interests between the
employees and employers. Therefore, the employment association is a bargaining challenge
for market participants with competing interests. Employment results are determined by
various environmental elements which affect every stakeholder's bargaining power.
Modification of employer associations in the aspect of bargaining challenges raises
critical questions concerning allocation and distribution of available resources, rules and
regulations governing relations between workers and employers (Markovits et al., 2016). In
the same context, labor unions, corporations, public policies and dispute resolution measures
play a significant role in enhancing pluralist industrial relations. Additionally, workers,
business owners, managers and company leaders are regarded as human representatives but
not economic agents. Therefore, behavior basics used by individuals in the decision-making
process are essential in influencing emotions, cultural norms and values, habits, social norms
and cognitive limitations of employees in the workplace. They also act as motivators to
promote justice and fairness in the workplace.
Pluralist industrial relations focused on the labor policies which changes imperfect
labor markets are changed with employment terms and conditions determined by market
factors and rational individuals (Lange, Ross, and Vannicelli, 2016). The theory also ensures
capital and labor are maintained at equilibrium with bias on one side. Therefore, industrial
relations theory and policies must pay attention to the associations among the desired goals
and objectives of the workforce, company owners and the entire locality to look for
appropriate mechanisms of attaining a practical and reasonable equilibrium among these
specific welfares. The theory asserts that income imbalances can lead to economic growth
decline by reducing consumers’ purchasing power and deterring investments in physical and
human capital (O’Laughlin, 2016). Moreover, excessive organizational power creates low
wages and working conditions that burden the society with increased welfare costs. In this
Workplace Relations 6
context, behavioral basics involved in decision making reveal that employee perceptions
about equality positively influence employee turnover, productivity, and safety.
Analysis of the National Workplace Relations Systems Using Unitarist Theory
Unitarists use a set of values and assumptions to refer to workplace conflicts as a
particular characteristic of the interactions between employees and managers (Dawes, and
Flew, 2016). The theory asserts that workplace conflicts arise between the two parties due to
deviation from mutual relationship. According to this perspective, managers and employees
share a common interest for the success of the organization such that occurrence of conflicts
will not subject the company to insolvency conditions (Tapia, Ibsen, & Kochan, 2015).
Divisions in the workplace are mainly caused by obsolete recruitment and promotion
procedures, personality disorders, deviance of stakeholders and poor communication
To eliminate such divisions and disparities, the rational management team should
focus on possible ways to remove potential sources of conflicts. Additionally, the recruitment
and promotion procedures should be equal and fair to build strong relationships between
employers and workers (Higgins, 2017). The management team should also establish a robust
information system to eliminate communication barriers that could otherwise lead to
misunderstandings within the organization. Therefore, the mutual corporations of all
stakeholders maintain employees’ loyalty, hence, the organization work as a team in all
entities to achieve desired goals and objectives.
In summary, the National workplace relations systems have played a critical part in
promoting fairness and justice in the workplace by establishing and implementing policies to
govern employers and employees' relationships. The two theories highlight precisely that
worker’s productivity, turnover and safety are improved when employers advocates for
Workplace Relations 7
equality in the workplace. This is detrimental in eradicating unnecessary conflicts in the
workplace which are caused by poor communication techniques, obsolete recruitment and
promotion procedures and personality disorders. Therefore, the complete eradication of such
disparities in the workplace encourages good relationships among stakeholders, hence,
making the organization achieve the desired goals and objectives.
Workplace Relations 8
Charlesworth, S. and Macdonald, F., 2015.Women, work and industrial relations in Australia
in 2014. Journal of Industrial Relations, 57(3), pp.366-382.
Charlesworth, Sara, and John Howe. "The Enforcement of Employment Standards in
Australia: Successes and Challenges in Aged Care." International Journal of
Comparative Labour Law and Industrial Relations 34, no. 2 (2018): 111-140.
Dawes, S. and Flew, T., 2016. Neoliberalism, voice and national media systems: An
interview with Terry Flew. Networking Knowledge, 9(5), pp.1-10.
Farbenblum, B. and Berg, L., 2017. Migrant workers’ access to remedy for exploitation in
Australia: the role of the national Fair Work Ombudsman. Australian Journal of
Human Rights, 23(3), pp.310-331.
Higgins, B., 2017. Regional development theories and their application.Routledge.
Kaine, S., 2016.Women, work and industrial relations in Australia in 2015. Journal of
Industrial Relations, 58(3), pp.324-339.
Lange, P., Ross, G. and Vannicelli, M., 2016. Unions, change, and crisis: French and Italian
union strategy and the political economy, 1945-1980. Routledge.
Markovits, A., Gourevitch, P., Ross, G., Martin, A., Bornstein, S. and Allen, C.,
2016. Unions and Economic Crisis: Britain, West Germany, and Sweden. Routledge.
O’Laughlin, B., 2016. Production and reproduction: Meillassoux’s Femmes,
greniersetcapitaux. In Critical Anthropology (pp. 57-90).Routledge.
Reeves, A., McKee, M., Mackenbach, J., Whitehead, M. and Stuckler, D., 2017. Introduction
of a National Minimum Wage Reduced Depressive Symptoms in LowWage
Workers: A QuasiNatural Experiment in the UK. Health economics, 26(5), pp.639-
Workplace Relations 9
Tapia, M., Ibsen, C.L. and Kochan, T.A., 2015.Mapping the frontier of theory in industrial
relations: the contested role of worker representation. Socio-Economic Review, 13(1),
Tobin, A. and Jones, N., 2016. Productivity Commission releases Final Report on workplace
relations framework. Governance Directions, 68(2), p.91.

Place new order. It's free, fast and safe

550 words

Our customers say

Customer Avatar
Jeff Curtis
USA, Student

"I'm fully satisfied with the essay I've just received. When I read it, I felt like it was exactly what I wanted to say, but couldn’t find the necessary words. Thank you!"

Customer Avatar
Ian McGregor
UK, Student

"I don’t know what I would do without your assistance! With your help, I met my deadline just in time and the work was very professional. I will be back in several days with another assignment!"

Customer Avatar
Shannon Williams
Canada, Student

"It was the perfect experience! I enjoyed working with my writer, he delivered my work on time and followed all the guidelines about the referencing and contents."

  • 5-paragraph Essay
  • Admission Essay
  • Annotated Bibliography
  • Argumentative Essay
  • Article Review
  • Assignment
  • Biography
  • Book/Movie Review
  • Business Plan
  • Case Study
  • Cause and Effect Essay
  • Classification Essay
  • Comparison Essay
  • Coursework
  • Creative Writing
  • Critical Thinking/Review
  • Deductive Essay
  • Definition Essay
  • Essay (Any Type)
  • Exploratory Essay
  • Expository Essay
  • Informal Essay
  • Literature Essay
  • Multiple Choice Question
  • Narrative Essay
  • Personal Essay
  • Persuasive Essay
  • Powerpoint Presentation
  • Reflective Writing
  • Research Essay
  • Response Essay
  • Scholarship Essay
  • Term Paper
We use cookies to provide you with the best possible experience. By using this website you are accepting the use of cookies mentioned in our Privacy Policy.