INDUSTRIAL CONFLICT Term denoting the clash of interests, and resultant disputes of varying intensity, between different individuals,

groups and organizations in the industrial relations system. Industrial conflict may centre around differences in values and objectives, and relationships in terms of status, power and distribution. Depending on the onlooker's theoretical viewpoint and position, industrial conflicts are perceived either as disruptive to the proper functioning of society or as providing an impetus for social change and progress. They exist at every level of industrial relations, with localized conflicts even within the separate groups of actors. Like any other disagreement, they are affected by emotional tensions between the actors concerned and by various outside influences. In the interests of the uninterrupted flow of goods and services, efforts are made at establishment and company level to keep industrial conflict to the unavoidable minimum. Conflicts arise at this level mainly as a result of structural conditions, e.g. hierarchies, discrepancies between status, powers and responsibility or informal manifestations of authority and subordination. Against this background, management concepts such as the functional application of corporate cultures seek to avoid the segmentation of individuals or groups and thereby prevent inherent conflict from taking root. Beyond this level, the potential areas of industrial conflict in the overall structure of industrial relations in the Federal Republic are separated to a relatively rigid degree. General disputes about the distribution of resources (essentially, working hours and pay) are assigned exclusively to the parties to collective agreements . On the other hand, the clash of interests regarding direct terms and conditions of employment is handled within the formalized context of the works constitution . In this connection, the purpose of imposing on works council and employer the obligation of co-operation in good faith is to release the parties at establishment level from the traditional clash of interests between capital and labour. What is Industrial Conflict? Industrial conflict is the situation where disputes and disagreements arise between employees and employers over matters related to the working conditions. Conflict is endemic among human grouping because of the divergent interests which are usually diametrically opposed.While employers must maximise his profit by reducing to the minimun level the cost of production which is usually at the detriment of the employees, employees (usually represented by trade union)seek to secure a work condition of a bearable standard and better remuneration. In veiw of the above, conflict springs up. Industrial conflict (also refer to as trade union) therefore is defined as "any disagreement or dispute between workers and workers or between workers and employers regarding the condition of employments of workers

and the general conditions relating to thier employment" Industrial conflict can be formal or informal. Formal and Informal Conflict While informal conflict in an industrial organisation is usually associated with low skilled and purely educated workmen and such conflicts are generally unorganised, exibited in individual actions such as absenteesm, sabotage, theft etc. Formal conflict on the other hand is associated with high skilled and well educated workers who are properly organised and such formal conflict is usually spearheaded by union leaders who are refered to as "aggitators".Example of organised/formal conflict is strike or withdrawal of service. Causes Wage demands

Usually occur when an agreement expires or esp. concerning overtime payments. Many employees may believe they need to be paid more but the employer may not agree. In times of inflationary pressures such as GST, rising oil n interest rates employees are likely to seek wage increases to maintain their standards of living.

Working conditions

Employees take action if there is a risk to either their or others at the workplace. OH&S act provides guidelines. Common esp. where there are chances of damage to hearing, lungs or eyes. Disputes can happen over staff facilities like kitchens, parking and the equipment used by workers

Management policies

These include concerns over leave entitlements such as sick leave, holiday leave, promotion and redundancy Management may change policies without adequate consultation n this creates a change to custom and practice. Globalisation has encouraged this conflict

Political and Social issues

- Involves wider issues (environmental and political) where employees take action to support a cause. - Employees are less likely to take strong action to support a cause given the reduced union power in the WRA. Conflict exists in the workplace as it does in many other parts of life. Most of industrial conflict is resolved in a spirit of cooperation between employees and employers. Definition and Causes Wage demands, working conditions, management policy, political goals and social issues. An industrial conflict or dispute is defined as a withdrawal from work by a group of employees, or a refusal by an employer to allow workers to work.Conflict refers to disputes, disagreements or dissatisfaction between individuals and/or groups. A dispute is a disagreement. The common causes of industrial conflict are: Wage Demands The level of wage and salaries is often the major cause of disputes between an employee and employer. It also refers to a demand by employees for an increase in their wage rate or changes to the way in which their wages are calculated or determined. As well, wage demands may relate to pay rates may need to be adjusted to compensate employees in times of inflationary pressures such as GST and interest rates. Employees are more likely to seek wage increases to maintain their standards of living. Australian unions and workers fight for improved wages. Working Conditions Disputes often arise over issues of working conditions and safety at the workplace. Include disputes concerning issues such as leave entitlements, pensions, compensation, hours of work. Employers will need to monitor physical working conditions and provide adequate protective clothing and equipment, first aid facilities, quality working equipment and amenities such as lunch rooms, change rooms and toilet facilities. Management Policy Disputes are often the result of inadequate consultation by management with their employees. Disputes over changes that management wishes to implement will often cause industrial conflict. Matters include terms and

conditions of employment, new awards and agreements, award restructuring, outsourcing and technology acquisitions and structural change. Political Goals and Social Issues This usually refers to non-industrial issues, but rather involves wider issues directed at persons or situations rather than those relating to the employeremployee relationship. Employee unions, federations and associations will often undertake actions that are unrelated to the basic wages and conditions of their members. Perspectives on conflict unitary, pluralist, radical

The different stakeholders in employment relations view the relationship between employers and employees from a range of different perspectives.

Unitary Perspective In unitary perspective employees and employers work together as a team to achieve common goals. The unitary approach in ER assumes stakeholders such as employees and their employers work hand in hand to achieve shared goals. It sees the business as a unified entity in which everyone shares the same purpose and is part of the same team. If conflict does arise, it is seen as the fault of poor employee management or communication problems. Unions are rarely needed.