Learning Outcomes |
On successful completion of this module the learner will be able to: |
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Learning Outcome Description |
LO1 |
LO 5. Identify the main approaches to the conduct of collective negotiations and the factors determining choice of approach, and demonstrate how these may be applied in practice |
LO2 |
LO 6. Describe the main causes and types of industrial conflict, and assess its changing pattern |
LO3 |
LO 7. Analyse the competing claims of commitment and compliance in the workplace, and describe the impact of EU level regulation on consultation and of the influence of MNCs on social dialogue |
LO4 |
Demonstrate understanding of the main components in the field of study, and show how these are reflected in differing approaches to job regulation |
LO5 |
Demonstrate a critical understanding of the key concepts in the field of industrial relations |
LO6 |
Describe the development, purpose, and functions of trade unions |
LO7 |
Define collective bargaining and describe its development in Ireland. Describe the institutional framework of dispute resolution and analyse its impact on the conduct of industrial relations |
LO8 |
Identify the main approaches to the conduct of collective negotiations and the factors determining choice of approach, and demonstrate how these may be applied in practice |
Indicative Content |
The field of study: why industrial relations?
Main definitions
Connection with working life
What management wants
What labour wants
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Trade unions and the employment relationship
The employment contract and conflict
Methods of regulation
What is a trade union, and what is union purpose?
Trade union methods
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Introduction to collective bargaining
What is collective bargaining?
Coverage and scope in Ireland
Trade union recognition
Centralised bargaining and Social partnership
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Perspectives on industrial relations
Industrial relations and the ‘worker problem’
Frames of reference and perspectives on industrial relations
The unitary and pluralist perspectives
Radical and Marxist perspectives
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The institutional framework of industrial relations
Employers and employers associations
The Industrial Relations Act of 1990 – the regulation and resolution of industrial conflict
Industrial relations in the public sector
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The bargaining process
Choices in relation to bargaining and its level
The range of approaches to bargaining
Factors affecting the choice of bargaining approaches by unions and employers
Integrative and distributive bargaining
Preparation for bargaining
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Conflict and industrial relations
Perspectives on industrial conflict
Causes of industrial conflict
Conduct of industrial conflict
Changing patterns of industrial conflict
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The impact of HRM and new forms of work organisation
Compliance and cooperation in the workplace
The ‘flexible firm’
TQM and lean production
Fostering commitment
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The impact of EU regulation on workplace representation
Social dialogue and EU level regulation
Directives on workplace representation
The impact of MNCs on social dialogue
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Teaching methodology
The learning strategy involves the use of lectures, case studies and class discussions as appropriate. Students will also have access to web based support.
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Recommended Book Resources |
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WALLACE, J., P. GUNNIGLE and G. MCMAHON 2004. Industrial Relations in Ireland 3rd edition, Gill & Macmillan, Dublin.. na.
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FOX A 1966 Industrial Sociology And Industrial Relations, HMSO (part one only). na.
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Supplementary Book Resources |
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SALAMON, M. 2000. Industrial Relations: Theory & Practice 4th ed. Financial Times Prentice Hall: Harlow. na.
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BURCHILL, F (2008) Labour Relations 3rd ed. Palgrave Macmillan, Basingstoke. na.
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This module does not have any article/paper resources |
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Other Resources |
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[Journal], British Journal of Industrial Relations.
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[Journal], Journal of Industrial Relations.
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[Website], Industrial Relations News – as
appropriate.
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