9609 · 2.1.7
Management and workforce relations flashcards
Revision flashcards for Cambridge 9609 Management and workforce relations (syllabus 2.1.7). Flip, recall, then mark a real past-paper question.
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Trade union role?
Collective voice on pay, conditions, safety; support in grievances.
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Collective bargaining?
Negotiation between employer and union representatives on pay/conditions.
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Industrial action?
Strike, work-to-rule, overtime ban — pressure in dispute.
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Cost of strike to business?
Lost output, delayed orders, damaged customer relationships, wage still debated.
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Single-union agreement?
One union per workplace — simpler negotiation.
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Partnership approach?
Joint committees, shared goals, early consultation — reduces conflict.
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Adversarial approach?
Us-vs-them culture — more disputes but may control wage demands.
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Link to 6.1.1?
Employment law sets rules for strikes, recognition, dismissal.
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Collective Bargaining
The process of negotiation between employers and employee representatives (usually a trade union) concerning pay, working hours, and other conditions of employment.
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Industrial Action
Measures taken by the workforce or trade union to put pressure on management to settle an industrial dispute in favour of the employees. Examples include strikes and work-to-rule.
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Work-to-Rule
A form of industrial action where employees strictly follow all the rules and regulations of their job description and contract, thereby slowing down production and causing disruption.
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Single-Union Agreement
An agreement where an employer recognises just one trade union for the purposes of collective bargaining. This can simplify negotiations and is often a feature of a partnership approach.
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Arbitration
A method of resolving industrial disputes where an independent third party listens to both sides and makes a final, legally binding decision. This is used when negotiation and conciliation have failed.