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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 can arise from several key causes:
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Wage Disputes: Disagreements over salary levels or pay increments can lead to conflicts between employees and management. When employees feel that their remuneration does not reflect their contributions or living standards, tensions can escalate.
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Working Conditions: Poor working conditions, including inadequate facilities, long hours, or unsafe environments, can cause dissatisfaction among workers, sparking industrial action.
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Management Style: An authoritarian management style that disregards employee input may breed resentment. If employees feel they are not being heard or valued, conflict may ensue.
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Job Security: The threat of layoffs or downsizing can create anxiety among employees. Concerns about job stability can lead to defensive behaviors and unrest.
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Union Relations: Conflicts can arise between management and labor unions, especially over representation issues or during collective bargaining.
By understanding these causes, organizations can work proactively to prevent industrial conflicts.
Step 2
Evaluate the use of rewards in managing change effectively
Answer
Rewards play a crucial role in managing change effectively when implemented thoughtfully:
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Motivation and Engagement: Reward systems can enhance employee motivation, driving engagement during transitions. Recognizing efforts during change can reinforce positive behaviors and commitment.
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Behavior Reinforcement: Rewards can shape desired behaviors by associating specific actions with positive outcomes. For example, providing bonuses for adapting to new processes encourages swift adaptation.
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Retention of Talent: A well-structured rewards system may help in retaining key talent amid change. When employees see that their contributions are valued, they are more likely to stay with the organization despite uncertainties.
However, it’s essential to ensure that the rewards are equitable and aligned with organizational goals to avoid disparities that could lead to further conflict.
Step 3
Evaluate the use of training and development in managing change effectively
Answer
Training and development are fundamental in facilitating effective change management:
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Skill Enhancement: As organizational needs evolve, training helps employees acquire new skills required to meet these changes. This empowerment boosts confidence and competence in handling new tasks.
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Adaptation to New Processes: Comprehensive training programs can ease the transition into new systems or processes, minimizing disruptions and increasing productivity.
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Fostering a Positive Culture: Investing in employee development fosters a culture of continuous learning and adaptability. This positive environment encourages open communication and reduces resistance to change.
On the downside, inadequate training can lead to frustration and decreased morale, underscoring the importance of well-structured training initiatives.