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Nursing staff claim wages situation terminal Newton Morning Express - 20 October 2006 Nursing staff at Newton Hospital are upset that their pay and conditions of employment have fallen considerably behind their colleagues at other hospitals and also the international benchmark - VCE - SSCE Business Management - Question 4 - 2006 - Paper 1
Question 4
Nursing staff claim wages situation terminal Newton Morning Express - 20 October 2006 Nursing staff at Newton Hospital are upset that their pay and conditions of em... show full transcript
Worked Solution & Example Answer:Nursing staff claim wages situation terminal Newton Morning Express - 20 October 2006 Nursing staff at Newton Hospital are upset that their pay and conditions of employment have fallen considerably behind their colleagues at other hospitals and also the international benchmark - VCE - SSCE Business Management - Question 4 - 2006 - Paper 1
Step 1
Compare and contrast the decentralised and centralised systems of workplace relations.
Answer
Centralised and decentralised systems of workplace relations both aim to determine the terms and conditions of employment. In a centralised system, conditions are generally determined by a single entity, such as a national body or award, which applies uniformly to all employees. This can create a standardized approach but may fail to account for local variations or specific organizational contexts.
In contrast, decentralised systems allow individual organizations or employee groups to negotiate their terms directly. This can lead to more tailored agreements that better meet the specific needs of the workplace but may result in inconsistencies across different organizations.
Ultimately, while centralised systems promote uniformity and stability, decentralised systems can enhance flexibility and responsiveness to local issues.
Step 2
Explain and apply a problem-solving process that could be used at Newton Hospital to resolve the conflict between the nurses and management.
Answer
A structured problem-solving process involves several key steps:
- Identifying the Problem: In this case, the conflict arises from the dissatisfaction of nursing staff regarding pay and working conditions compared to standards.
- Gathering Information: Collect data to understand the issue thoroughly. This includes employee feedback, management policies, and comparisons to industry standards.
- Exploring Solutions: Identify potential solutions by discussing options with both nurses and management. This could involve negotiating an enterprise agreement or reviewing the award conditions.
- Selecting a Solution: Choose the most feasible solution based on the gathered information and input from stakeholders.
- Implementing the Solution: Execute the agreed-upon action plan, ensuring that all parties are informed and involved in the transition process.
- Reviewing the Outcome: Evaluate the effectiveness of the solution and make adjustments if necessary. Regular follow-ups can help ensure ongoing satisfaction.
Step 3
Identify and explain an appropriate management style that could be used in implementing enterprise bargaining within this workplace.
Answer
An appropriate management style for implementing enterprise bargaining at Newton Hospital would be the participative management style. This style involves employees in the decision-making process, fostering collaboration between management and nursing staff.
By encouraging participation, management can gain valuable insights from nurses about their concerns and suggestions. This approach not only improves the likelihood of reaching a mutually agreeable outcome but also strengthens the relationship between management and employees, ensuring that nurses feel their interests are represented. Overall, this management style aligns with the principles of effective enterprise bargaining.
Step 4
Select and discuss two appropriate key performance indicators to measure the success of enterprise bargaining.
Answer
To assess the success of enterprise bargaining, two pertinent Key Performance Indicators (KPIs) could be:
- Employee Satisfaction Rate: This KPI measures the overall satisfaction of nursing staff with their pay and working conditions post-bargaining. Surveys can be conducted to gather feedback, and improvements in satisfaction would indicate a successful negotiation process.
- Staff Retention Rate: This KPI tracks the percentage of nursing staff who remain employed at the hospital after the bargaining process. An increase in retention rates could reflect positive changes resulting from effective bargaining, whereas a decrease might suggest lingering issues that weren't fully addressed.