INDUSTRIAL RELATIONS (HRM 109): LECTURER- MR P.SIBANDA
MODULE OUTLINE
The Module: -
ü Explores on the nature of the employment relationship,
ü Examines the different perspectives in analyzing Industrial Relations,
ü Examines the different perspectives in analyzing the worker problem,
ü Examines the roles of various parties in Industrial Relations,
ü Explores on Industrial Relations dynamics in the 21st Century and key issues driving change in Industrial Relations.
AREAS OF STUDY
Background to the study of Industrial Relations
1 Academic Study of I.R
- I.R defined
- The growth of I.R as a discipline.
2 The Employment Relationship
- Nature of the Employment Relationship,
- The Employment Contract (origins, types, elements etc.)
- The Concepts of Power, Conflict and Job Regulation.
- Implications on the study of Industrial Relations
3 Industrial Relations Perspectives
- Unitarism
- Pluralism
- Marxism
4 Management
- Management defined
- Historical features of labour management
- The Managerial Prerogative
- Management Styles in Employment R/ships
- Management Control Strategies
- Contemporary issues in Management
- Management and Employers Organisations
5 Trade Unions
- Trade Unions defined
- Types of unions
- The rise and fall of trade unions
- Trade union Structure and democracy
- Contemporary Issues on Trade Unions
6 The State in Industrial Relations
- Forms of State Interventions
- The changing and future role of the State in Industrial Relations
7 Negotiations
- Purpose of Negotiation
- Types of Negotiation
- Negotiation Strategies
8. Collective Bargaining
- Definition
- Types of Bargaining
- Functions of Bargaining
- Management and Trade Union roles in bargaining
- Contemporary issues in Collective Bargaining
9. Industrial Action
- Functions
- Forms of Industrial Action
- The Legal Framework of Industrial Action in Zimbabwe
10. I. R dynamics in Zimbabwe
- A historical account of Industrial Relations in Zimbabwe
- Organisation of workers
11. FACTORS SHAPING I.R IN ZIMBABWE TODAY
- Globalisation
- Technology
- Flexibility
- The new H.R Agenda
- Social Dialogue
- The future of Industrial Relations and the study of HRM in Zimbabwe
INDUSTRIAL RELATIONS (H.R.M. 109)
1. “…the concepts of power and control are central to the study of industrial relations…” Hyman (1975).
2. Discuss the contribution of Fox’s (1973) Industrial Relations perspectives in the study of industrial relations.
3. Account for the factors that have led to the growth and decline of trade unions in Zimbabwe since 1900 to date showing the extent to which the State has contributed towards this rise and fall of trade unions.
4. Using Dunlop’s model of Industrial Relations, discuss the impacts of globalization on Industrial Relations in Zimbabwe.
5. Discuss the role of the state in industrial relations.
6. a) Discuss the reasons why employees join trade unions as well as the factors that discourage others to obtain membership in such organizations.
b) Critically analyse trade union democracy and the factors that are likely to impinge on trade union democracy in the contemporary business world.
7. Analyse the impacts of the new H.R Agenda on the management of Employment Relations today.
8. With reference to scope, level and coverage, critically analyse the merits and shortcomings of collective bargaining law in Zimbabwe from 1980 to date in addressing employer-employee relations.
9. a) Analyse the micro- and macro- level roles of management in industrial relations.
b) Discuss the strategies used by management to gain control of the labour process.
10. a) Discuss the roles of management and trade unions in Collective Bargaining.
b) “…his membership is the only way open to a worker in our kind of society…in shaping his own occupational existence…” Kahn Freund. Discuss this statement emphasizing on its relevance to collective bargaining and trade unionism in Zimbabwe.
11. “…all trade unions are involved in politics, by virtue of necessity…”.Crouch (1982). With reference to your understanding of the history of the labour movement in Zimbabwe, to what extent is this statement true? Argue your case.
12. a) Provide a detailed outline of the nature of the employment relationship as an exchange relationship.
b) Discuss the implications for the conduct of the employment relationship when the psychological contract is broken.
13. There are more continuities than discontinuities in the nature and form of Zimbabwean Labour Relations (looking at the pre and post independence period)
14. Discuss Robert Mitchell’s “Iron Law of Oligarchy” and its relevance to trade union democracy.
15. A contract of employment is a way of controlling the labour process. Discuss with reference to Zimbabwe’s statutory and common law provisions on the employment contract.
16. “An unceasing power struggle is therefore the central feature of industrial relations…..”Hyman (1975). Discuss
17. Conflict is always inherent in Industrial Relations. Discuss this argument with reference to the three Industrial Relations perspectives.
18. Discuss the various elements that are fundamental in developing a legally binding employment contract as discussed in class.
19. Analyse the factors that have led to the growth and decline of trade unions in Zimbabwe since 1900 to date.
20. Discuss the role of the State in industrial Relations.
21. Discuss the impact of globalization on Industrial Relations in Zimbabwe. In your answer, take note of how flexibility issues have shaped the employment contract.
22. a) Analyse the critical elements that should be considered by negotiators for effective negotiations to take place.
b) Discuss the factors that are likely to affect the nature and scope of collective bargaining in Zimbabwe today.
23. a) Discuss the reasons why employees join trade unions as well as the factors that discourage others to obtain membership in such organizations.
b) Critically analyse trade union democracy and the factors that are likely to impinge on trade union democracy in the contemporary business world.
24. Discuss the role played by Social Dialogue in addressing issues of Social and Economic Policy in Zimbabwe. To what extent has it added value to all parties to the Social Contract?
25. Analyse the impacts of the new H.R Agenda on the management of Employment Relations today.
REFERENCES
Blyton P., Turnbull P, (1994), the Dynamics of Employee Relations, MacMillan Publishing Company,
Gwisai M, (2006), Labour and Employment Law in Zimbabwe, Zimbabwe Labour Centre, Harare
Labour Act, (2006), Government Printers, Harare
Mugumisi S,(18 Nov 2009), Collective Bargaining: lessons form from 2009 focusing at 2010 and Regional Trends, Paper presented at the IPMZ Labour Briefing in Harare.
Schiphorst F.B, (2001), Strength & Weakness: the rise of ZCTU and the development of Labour relations (1980-1995)
Swanepoel et al, (2007), South African Employment Relations, Van Schaik Publishers, Pretoria
Taxler.F, (2009), The Economic Effects of Collective Bargaining Coverage: A cross national analysis, ILO, Geneva
Ramsay, H., “Industrial Democracy and the Question of Control”, in Davis, E. and Lansbury,
R. (Eds), Democracy and Control in the Workplace, Longman Cheshire, Melbourne, 1986.
Frenkel, S.J. and Coolican, A., Unions against Capitalism? A Sociological Comparison of the
Australian Building and Metal Workers’ Union, George Allen & Unwin, Sydney, 1984.
Flanders, A. (1975) Management and Unions: The Theory and Reform of Industrial Relations, Faber and Faber, London.
Salamon M (1998) Industrial relations Theory and Practice 3rd Edition Prentice Hall London
Sibanda, A. and Nyamukapa, D. (Ed) (2000) Industrial Relations and Structural Adjustment Programs in Africa, Zimbabwe Industrial Relations Association, Harare.
Murnighan, K. (1991), Dynamics of Bargaining Game, Englewood Cliffs, M.J.: Prentice Hall