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Describe the causes of industrial conflict, and evaluate the use of rewards and training and development in managing change effectively. - HSC - SSCE Business Studies - Question 28 - 2005 - Paper 1
Question 28
Describe the causes of industrial conflict, and evaluate the use of rewards and training and development in managing change effectively.
Worked Solution & Example Answer:Describe the causes of industrial conflict, and evaluate the use of rewards and training and development in managing change effectively. - HSC - SSCE Business Studies - Question 28 - 2005 - Paper 1
Step 1
Describe the causes of industrial conflict
Answer
Industrial conflict typically arises from several key factors:
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Wage Disputes: Employees may feel that their compensation does not match their contributions or industry standards, leading to dissatisfaction and conflict.
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Working Conditions: Poor working conditions, such as unsafe environments or inadequate resources, can cause frustration and lead to disputes.
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Job Security: Uncertainty about job permanence due to economic changes or company policies can provoke anxiety among workers, resulting in conflict.
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Management Practices: Autocratic management styles and lack of communication can lead to a disconnect between management and workers, causing grievances.
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Union Activities: Conflicts might arise from disputes between management and trade unions regarding workers’ rights or negotiation processes.
Understanding these causes is crucial for businesses to foster a harmonious workplace and preempt potential conflicts.
Step 2
Evaluate the use of rewards and training and development in managing change effectively
Answer
Managing change effectively often relies on a combination of rewards, training, and development:
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Rewards: Implementing a rewards system can motivate employees to embrace changes positively. Recognizing and rewarding adaptability encourages a culture that is willing to accept change.
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Training and Development: Offering training sessions can equip employees with new skills necessary for adapting to changes, easing transitions. By investing in employee development, companies communicate their commitment to staff, fostering loyalty.
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Engagement: Involving employees in the change process through feedback mechanisms can enhance their buy-in. Ensuring they understand the benefits and processes of change can significantly reduce resistance.
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Long-term Perspective: Both rewards and training should focus on long-term objectives rather than just immediate outcomes. Continuous support helps maintain momentum during transitions.
In conclusion, combining rewards with effective training and development creates a supportive environment for managing change. By addressing employees' needs and fostering open communication, businesses can navigate transitions more smoothly.