Enterprise Industrial Relations Essay on Australias Bargaining System BUSM2014
- Subject Code :
BUSM2014
BUSM2014 Enterprise Industrial Relations Assignment 1: Essay
Team/Individualtask:Individual
Wordlimit:1500(+/-10%)
Weighting:30%
Duedate:5pmAEST Monday15July2024(Week9)
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Assignmentoverview
This assignment is a mandatory submission, which means that in order to pass this subject of study, you must submit this assignment.
This assignment requires you to write an essay aboutAustralia's bargaining system. This assignment supportsSubject Learning Outcomes 2,3,4 and 5.
Useofgenerativeartificialintelligence
Inthisassessmenttask,youwillnotbeabletomeetthelearningoutcomesrelatedtothedevelopmentofwriting
skills by using generative artificial intelligence (AI) tools. Working with another person or technology in order to gain an unfair advantage in assessment or improperly obtaining answers from a third party, including generativeAI, to questions in an examination or other form of assessment may lead to sanctions under theStudent Misconduct Rule
(https://www.westernsydney.edu.au/currentstudents/current_students/student_misconduct_rule)(Western Sydney University, 2023). Use of generativeAI tools may be detected. More information is available on the Library web pageTurnitin's AI writing detector(https://westernsydney.edu.au/studysmart/home/study_with_integrity/turnitin_ai_detector)(Library Study Smart, 2023).
Assignmentdetails
Forthisassignment,youwillhavetowriteanessaytothefollowingprompt:
Mandatorysecondarysourcesinclude:
Chapter 1: Human resource management: What and why?(https://ezproxy.uws.edu.au/login?url=https://ebookcentral.proquest.com/lib/uwsau/detail.action?docID=6964072)(Boxall & Purcell 2022). Read pp. 527 which is useful in detailing how to distinguish between an employer's quest for profits as well as their quest forpower.
Recommendedsources:
Work at home for millions in spotlight: Exclusive
(Clun,2024).
Chapter 5:Manager,employer strategy(https://ezproxy.uws.edu.au/login?url=https://ebookcentral.proquest.com/lib/uwsau/reader.action?docID=6335511&ppg=144)(Shaw et al. 2018).
What the compromise IR deal means for wage negotiations,andpayrises(https://theconversation.com/what-the-compromise-ir-deal-means-for-wage-negotiations-and-pay-rises-195545)(Stewart 2022).
Deal on IR reforms sets stage for faster wagegrowth(https://futurework.org.au/post/deal-on-ir-reforms-sets-stage-for-faster-wage-growth/)(Centre for Future Work 2022).
Employers sayLabors new industrial relations bill threatens the economy. Denmark tells a different story
(https://theconversation.com/employers-say-labors-new-industrial-relations-bill-threatens-the-economy-denmark-tells-a-different-story-193311)(Wright, Lansbury & Andersen 2022).
(Eslake2018).
Note:thereferencelistisnotincludedinthewordcount.
Assignmenttip
View the marking guide under 'Assignment criteria' to see a detailed breakdown of how your work will be assessed. This is an excellent place to start your preparations for this assignment.
Referbacktothemarkingguidefrequentlytomakesureyouaremeetingtherequirements.
Supportingdocuments
Supportingresources
Pleasereferto theAssignment 1:EssayFAQ
(https://canvas.westernsydneyonline.edu.au/courses/1745/pages/assignment-1-essay-faq)page for frequently asked questions and answers relating to this assignment.
Thefollowingareessayguidestohelpyouwithyourassignment:
Essaypurpose(PDF 42 KB)(https://canvas.westernsydneyonline.edu.au/courses/1745/files/1181395/download?wrap =1)(https://canvas.westernsydneyonline.edu.au/courses/1745/files/1181395/download?download_frd=1).
Essaystructure(PDF92KB)(https://canvas.westernsydneyonline.edu.au/courses/1745/files/1181396/download?wrap =1)(https://canvas.westernsydneyonline.edu.au/courses/1745/files/1181396/download?download_frd=1).
Essaytone(PDF58KB)(https://canvas.westernsydneyonline.edu.au/courses/1745/files/1181420/download?wrap =1)(https://canvas.westernsydneyonline.edu.au/courses/1745/files/1181420/download?download_frd=1).
Select the following headings to access further Useful sources and Recommended credible sources. Useful sources
Youmayalsofindthefollowingsourcesuseful:
Whycompanyprofits havejumped in Australia duringCOVID-19 while workers are takinghome less
(Hutchens2020).
Fair WorkAmendment(SupportingAustralias Jobs and Economic Recovery)Bill 2020
(https://www.aph.gov.au/Parliamentary_Business/Bills_Legislation/bd/bd2021a/21bd053#_Toc66866273)(Ramesh & Murphy 2021).
Fair Work Commissionpenaltyrate decision summary(PDF 499 KB)
(https://www.fwc.gov.au/documents/decision-summaries/2017fwcfb3001-summary.pdf)(FairWorkCommission2017).
Fair Work Commissionpenaltyrate decision transcript(PDF 58 KB)
(https://canvas.westernsydneyonline.edu.au/courses/1745/files/1181419?wrap =1)(https://canvas.westernsydneyonline.edu.au/courses/1745/files/1181419/download?download_frd=1)(Fair Work Commission 2017).
Workplace Relations Framework: ProductivityCommission InquiryReport(PDF 974 KB)
(https://www.pc.gov.au/inquiries/completed/workplace-relations/report/workplace-relations-volume1.pdf)(Australian Government Productivity Commission 2015).
All casual workers to be madepermanent after 6 months under ACTUplan
(https://www.smh.com.au/politics/federal/all-casual-workers-to-be-made-permanent-after-6-months-under-actu-plan-20180320-p4z58a.html)(Gartrell2018).
Commission2022).
Unions renew fight toget casual workerspermanentjobs(https://www.abc.net.au/news/2017-12-28/actu-casual-workers-permanent-ai-group -ara/9290654)(ABC News 2017).
Recommendedcrediblesources
Thesereadingscountasrecommended,crediblesources:
Lowwage,lowgrowth:Portersindustrialrelationsbillisonlygoodinparts
(Stewartetal.2021).
No,a complexsystem is not to blame for corporate wage theft(https://theconversation.com/no-a-complex-system-is-not-to-blame-for-corporate-wage-theft-126279)(Forsyth 2019).
Workplacerelationsframework(https://www.pc.gov.au/inquiries/completed/workplace-relations/report)
(AustralianGovernmentProductivityCommissionn.d.).
Frozenwages,insecurejobs,strugglingyouth,risinginequality,shrinkingunionsjointhedots
(https://theconversation.com/frozen-wages-insecure-jobs-struggling-youth-rising-inequality-shrinking-unions-join-the-dots-50981)(Jackson 2015).
HarvardWesternSydUreferencingstyleguide(PDF199KB)
(https://library.westernsydney.edu.au/data/assets/pdf_file/0008/1943486/cite_Harvard.pdf)(Western Sydney University Library 2019).
LibraryStudySmart(https://www.westernsydney.edu.au/studysmart/home/self-help_resources/assignment_help)a library resource that will assist you in completing your assignments (Western Sydney University Library, 2021).
WesternSydneyUniversityLibraryhasfurtherinformationaboutreferencingontheirReferencingandcitation
(https://library.westernsydney.edu.au/your-library/tools_and_apps/referencing-citation)page.
Submissiondetailsoverview
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Assignmentsupport
Don't forget that in addition to your OLAs who provide discipline-specific content advice, you can access the 24/7 draft writing service from Studiosity.
Ifyouneedassistancewithacademicfeedbackonadraftofyourassignment,seeAssignmentsupport:Studiosity.
Assignmentcriteria
In employment relations (ER), everything is connected to everything else. It is difficult to isolate particular factors and mark them separately, and its hard to make a persuasive argument with poor or slapdash referencing. It is hard to address all aspects of an argument if ones writing and paragraphing is not sophisticated.As such, this marking guide is to provide some guidance and feedback. It is not designed to be broken-down to one or two marks on particular categories, but is more qualitative in nature.
- Foundationsforargument:knowledgeand
- Analysisand
- Readingand
- Essaycommunication
Yourworkwillbeassessedusingthefollowingmarkingguide:
Assignment2markingguide
|
Criteria |
NoPass |
Pass50-64% |
Credit65-74% |
Distinction 75-84% |
HighDistinction85-100% |
|
Foundationsforargument:Knowledgeandanalysis (30%) |
|
Criteria |
NoPass |
Pass50-64% |
Credit65-74% |
Distinction 75-84% |
HighDistinction85-100% |
|
Identificationand explanation of interests of unions and employees and understandingofbargaining system. |
Incomplete or confusingdescription. Lack of focus on the bargaining system, limitedunderstanding of union/employee interests. |
Some reasonable assessmentofthe system and union/employee interests. |
Areasonable description of the bargainingsystem and union/employee interests, with analytical consideration of perspectives. |
Apersuasive description of the bargaining system andunion/employee interests,relativeto otherstakeholders, beyond their espoused views, with analytical consideration of goals. |
Asfordistinction, butwiththorough analysis of espoused views using ER theory. |
|
Demonstratedknowledge of features of the IR systemthataffect interests and power, withefficaciouschoices in selection of details attendedto. |
Incomplete or inaccurate description. Inability tofocusonissuesof importance to stakeholders, perhapsarisingfrom lack of reading and participation in subject readings. |
Asounddescription of the issues from relevantviewpoints. Some gaps or misplaced emphasis. |
An efficient and accuratedescription of the issues fromrelevantviewpoints. |
Asforcredit,but drawing from a range of authors/actors views. |
As for distinction, butdrawingfroma range of authors/actors views. Some critique and evaluation of claims. |
|
Analysis andargument(40%) |
|||||
|
Quality of critical analysis in producing a logical andpersuasiveargument about the relationshipbetweenparticularaspects of IR regulation |
Illogicalorconfusing attempt, perhaps from misunderstandingor last minute rushing. |
Some logical connections between the IR systemandthetwo domains. Only partialevaluationof interests of employers. |
Areasonable argument made connecting the IR systemandthetwo domains. Maybe some gaps in the logic or knowledge base. Some evaluation of interests of employers. |
Apersuasive argument, logically consistent, demonstrating thorough understanding of the connection between the IR systemandthetwo domains. Appreciationof stakeholders interests.More |
As for distinction, but with reflection on argument relative to employment relationstheoryand practice. |
|
Criteria |
NoPass |
Pass50-64% |
Credit65-74% |
Distinction 75-84% |
HighDistinction85-100% |
|
withemployersinterests. |
thanonesideof the argument considered. |
||||
|
Reading andresearch(10%) |
|||||
|
Argumentbuilton sufficientnumber/ diversity ofsources(scholarly and credible primarysources). |
Credible and scholarly sources overlooked,orsome scholarly sources only partially understood/applied. |
Scholarly and credible sources formanalyticalbase for essay. |
Scholarly and credible sources form analytical base for essay; someevaluationof sources. |
Scholarly and credible sources form basis for essay, with judicious choice andinterpretation. |
Scholarly and credible sources form basis for essay, with strong criticalevaluationof particular sources. |
|
Research has been thorough and creative; at least twoemployer associationsviewpointshave beenexamined. |
Choiceofinformation perhaps indicates lack of attention or poor understanding of the task. Insufficient use of sourcessuggested. |
A sound choice of material, based on understandingofthe ERship and task. Required readings haveinfluencedthe essay. |
As for pass, with broader reading influencing the essay and/or creativeapproach to research. |
Asforcredit,with efficient use of a rangeofsources. |
Asfordistinction, with superior theoreticalinsight demonstrated in research paths taken. |
|
Essaycommunicationstrategy(10%) |
|||||
|
ReportusesERlanguage correctly. |
Manyerrorsor ambiguities. |
Accurateuseofkey terms. Some imprecision. |
Accurate and preciseuseofER language. |
Asforcredit,but also theoretical language. |
As for distinction, efficacious application of theoretical and practicallanguage. |
|
Criteria |
NoPass |
Pass50-64% |
Credit65-74% |
Distinction 75-84% |
HighDistinction85-100% |
|
Essaycoherently, logically andconsistentlyconveysmessage fromstarttoend. |
Structure is disorganised. Paragraphing unconventional. |
Organisedandclear structurethatcarries an argument. Paragraphs representstepsin the argument. |
Organised andclear structure that carries anargumentefficiently. |
Organised and clearstructurethat makes the argument persuasive and compelling. |
Organised andclear structure; an innovativeapproachtomaking theargumentinthe most effective way. |
|
Introduction. |
Vagueorconfusing. Readerhasnoidea wheretheessaywill unfold. |
Introductionpartially statestheargument that will be made, and the scope and structure. |
Thorough introduction. Clear statement of purpose, the answer(argument to be made), and structure. |
As for credit, with anengagingstyle. Well written. |
As for credit, with anengagingstyle. Well written. |
|
Conclusion. |
Vagueorconfusing. |
Conclusion summarises the essay;implications and significance unstated. |
Thorough and efficientsummary of the essay; implications and significance explained. |
Thorough,efficient summary; discussion of implications and significance demonstrates theoretical and practical appreciationofER. |
Thorough,efficient summary that engages the reader; discussion ofimplicationsand significance demonstrates theoretical and practical appreciationofER. |
|
Professionalism. |
Many errors and a layoutmeansittakes longertomakesense of the essay than it should. |
Hasbeenproofread; the needs of a busy reader considered. |
Very few errors or distractions; an attractiveandeasy to follow layout. |
Very few errors or distractions; an attractiveandeasy to follow layout. |
Very few errors or distractions; an attractiveandeasy to follow layout. |
|
Referencing(10%) |
|||||
|
Reference list accuratelyandconsistently records sources including |
Unsatisfactory. |
Satisfactory. |
|||
|
Criteria |
NoPass |
Pass50-64% |
Credit65-74% |
Distinction 75-84% |
HighDistinction85-100% |
|
electronic sources. |
|||||
|
Sources are correctlycited(frequency, accuracy andconsistency of in-textcitations). |
Unsatisfactory. |
Satisfactory. |
|||
References
Australian Council of Trade Unions 2015, Turnbull must reject Productivity Commission call to cut take-home pay, 21 December,
Australian Government Productivity Commission 2015,Workplace Relations Framework: Productivity Commission Inquiry Report, viewed 30 March 2022,
Barry, M &You, K 2018, Employer and employer association matters in 2017,Journal of Industrial Relations, vol. 60, no. 3, pp. 358377.
Borland,J2018,Fivequestions(andanswers)aboutcasualemployment,TheConversation,October30,
Boxall, P & Purcell, J 2022, 'HRM: What and Why?', inStrategy and Human Resource Management, Bloomsbury Academic, London and New York, pp. 5-34.
Centre for Future Work 2022, 'Deal on IR reforms sets stage for faster wage growth',Centre for Future Work, 28 November, viewed 6 June 2024,
Chau, D 2017, 'Unions renew fight to get casual workers permanent jobs',ABC News, 28 December, viewed 30 March2022,
Chowdhury,A2017, Job growth no guarantee of wage growth,Centre of Future Work, TheAustralia Institute, November 17,
Clun,A& Thompson, R 2024, 'Work-from-home battle begins and the decision could affect millions',The Sydney Morning Herald, 22 February, viewed 6 June 2024,
Craig, L& Brown, JE 2015, Nonstandard work and nonwork activities, time alone and with others: Can weekend workers make up lost time?,Journal of Industrial Relations, vol. 57, no. 1, pp. 323.
DepartmentofEmploymentandWorkplaceRelations2024,Righttodisconnect,viewed6June2024,
Duncan,A& Daly,A2015, Fact Check Q&A:Are a lot of cafes and restaurants closing because of Sunday penalty rates?,The Conversation, August 17,
Eslake,S2017,'Isfasterprofitgrowthessentialforapick-upinwagesgrowth?TheConversation,October4,
Eslake, S 2018, Abusiness perspective, in Stanford, J. and Hardy,T. (eds),The Wages Crisis inAustralia: What it is and what to do about it, Adelaide: Adelaide University Press, pp. 313.
Fair Work Commission 2017,Fair Work Commission penalty rate decision summary of decision, viewed 30 March 2022,
FairWorkCommission2022,Periodsofserviceasacasualemployee,viewed30March2022,
Fair Work Ombudsman n.d.,Casual employees, viewed 30 March 2022,
Gahan, P, Pekarek,A& Nicholson, D 2018, Unions and collective bargaining inAustralia in 2017,Journal of Industrial Relations, vol. 60., no. 3; pp. 337357.
Gartrel,A2018, 'All casual workers to be made permanent after 6 months underACTU plan',The Sydney Morning Herald, 20 March, viewed 30 March 2022,
Grattan,M2016,Penaltyratecutwillhurteconomywihtouthelpingbusiness:Labor,TheConversation,March21,
Hutchens,G2015,Gapbetweenrichandpoorathighestlevelindecades:IMF,SydneyMorningHerald,June16,
Irvine,J2017,Thesixchartsthatprovewhyworkersarefeelingthepinch,SydneyMorningHerald,August5.
Jackson, S 2015, Frozen wages, insecure jobs, struggling youth, rising inequality, shrinking unions... join the dots,The Conversation, November 26,
McIvor, J & Markey, R 2017, Scrutinising the argument for reducing penalty rates,Journal of Industrial Relations, vol. 59, no. 5, pp. 652669.
ParliamentofAustralia2018,CharacteristicsanduseofcasualemployeesinAustralia,viewed30March2022,
Peetz, D 2018, Self-employment and casual work arent increasing but so many jobs are insecure - whats going on?,The Conversation, 3 August,
Productivity Commission 2015,Workplace Relations Framework Final Report, Productivity Commission Inquiry Report Volume 1, No. 76, 30 November, Commonwealth of Australia, Canberra.
Shaw,A, McPhail, R & Ressia, S 2018, 'Manager, employer strategy', inEmployment relations, CengageAU, pp. 120-147.
Stanford,J,Hardy,T,andStewart,A2018,Australia,wehaveaproblem,inStanford,J.andHardy,T.(eds),The Wages Crisis in Australia: What it is and what to do about it,Adelaide:Adelaide University Press, pp. 313.
Stewart,A2022, 'What the compromise IR deal means for wage negotiations, and pay rises',The Conversation, 1 December, viewed 6 June 2024,
Western Sydney University Library 2020,Harvard WesternSydU Style In-text citation, 26 June, online video, viewed 17 August 2021, <https://www.youtube.com/watch?v=eX5Uxtbig_Y>.
WesternSydneyUniversityLibrary2021,Librarystudysmart,viewed17August2021,
Wright, CF, Lansbury, R &Andersen, SK 2022, 'Employers say Labors new industrial relations bill threatens the economy. Denmark tells a different story',The Conversation, 1 November, viewed 6 June 2024,
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