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Marketing - Essay Example

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Name: University: Course: Tutor: Date: Task one: compare and contrast SEMCO to ‘classical organisation’ approach to industrial relations Introduction SEMCO is a Brazilian company that deals with the manufacture of hundreds of different types of appliances, such as cooking units, dishwashers, and pumps…
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Download file to see previous pages Additionally, employees have the opportunity to take early retirement, meaning that they can take one day off during the week in exchange of promise to work for one day a week after their retirement. The employees are granted an opportunity to appraise and rate their bosses twice yearly and bosses who consistently exhibit poor performance are squeezed out. SEMCO have policies that ensure openness of the financial statements that enable low level employees such as secretaries, receptionists and factory workers understand the financial performance of the company. The salaries of employees are available to the public unless the concerned employee is willing to maintain his or privacy. SEMCO has allowed all employees to set their own individual production quotas, thus motivating employees to voluntarily work overtime. The company has implemented a profit sharing policy that includes all workers even the factory workers and senior managers are not entitled to large bonuses. The company has implemented six types of rewards that include commissions on the gross margin, stipends, bonuses, profit sharing and royalty on sale of profit. A classical organisation with a traditional approach to industrial relationships is Interserve plc of the United Kingdom. ...
Union of Construction, Allied Trades and Technicians (UCATT) is the only trade union that caters for only the needs of construction workers in the UK. Its membership spreads across Wales, Scotland, Northern Ireland and England. Construction industry in the UK has continued to exploit the workers through low wages, dubious employment agencies and poor working conditions (Dunlop, 1993 p. 50). Industrial relations can be defined as the institutions and processes that establish and foster rules and regulations in the workplace. Industrial relations dates back to the industrial revolution era that was characterized by low wages, limited markets and capitalist thoughts of business owners (Batstone, 1988 p. 10). According to human resource management perspective, industrial relations involve employment contracts, government agencies, and conflicts that arise due to interactions in the workplace. According to Bean (2004), industrial relations refer to the nature of relationships among employer, employees, the trade unions, and management p. 47). Industrial relations established democracy in the organisation and improves the morale of employees. Industrial relations will also foster enactment of sound labour laws, ensure fair employment practices and ensure efficient use of human capital in the organisation (Harcourt and Wood, 2006 p. 100). Industrial related conflicts result from diverse social economic, political and psychological factors. There are different approaches to industrial relations in an organisation. One of the approaches is the psychological approach that asserts that perceptions of workers, management and trade unions contribute to job related conflicts in the organisation (Salamon, 2000 p. 41). For instance, the beliefs and ...Download file to see next pagesRead More
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