AC2.3 Assess emerging trends in the types of conflict and industrial sanctions.
Topic: Analysing the evolving trends in types of conflict and industrial sanctions within organizations.
Guideline:
In this question, the objective of the learners is to evaluate the emerging trends in the types of conflict and industrial sanctions in the workplace. Learners are required to give examples of current changes in the UK, from conflicts to changes in action jobs and their connection to the cost of living. They can review information on the latest business trends or search for on-demand topics related to personal court work. It is vital for them to apply this information to an organisation and case studies. Additionally, learners are required to identify workplace behaviours that lead to conflict through conflict and explore the reasons behind them. They must understand the potential consequences of measures under labour law and the grievance procedure, being aware of the consequences of conflict management. Learners are required to address the following areas:
- Discuss shift in strike trends.
- Discuss trends in numbers.
- Discuss the use of Injunctions.
- Discuss the nature of sanctions.
- Examples.
- References.
Discuss shift in strike trends.
Leaners should discuss the shift from long strikes to the evolution of the strategically planned shorter strikes. They should discuss how many unions and workers now opt for more targeted and brief industrial actions to minimise disruption.
Discuss trends in numbers.
Learners are required to analyse trends in the number of strikes, working days lost due to strikes, and the number of workers involved. They are also required to assess whether these numbers are increasing or decreasing over time.
Use of Injunctions:
Learners should examine the increasing use of injunctions by organisations to limit and prevent industrial actions. They should discuss the legal implications and effectiveness of this strategy.
Individualisation of Workplace Conflict:
Learners should recognize the trend of individualisation of workplace conflict, where disputes between employees and employers are increasingly seen as unique and less collective.
Nature of Sanctions:
Learners should analyse the nature of sanctions being applied, such as internal and external policies and principles, and the role of legislation in managing conflicts. Examining the institutional and legal nature of sanctions can provide insight into what happens to those who participate in a protest or protest.
Real-Life Example:
Among the example of a shift in strike trends that learners can give could be seen in the rise of “lightning strikes” in the gig economy. This is where workers organise very short, targeted strikes to demand better working conditions. Learners can use this as a real life example to demonstrate how the change has impacted organisations. They can also give examples that demonstrates the increased use of injunctions to prevent strikes. This can be seen in cases where organisations have sought legal orders to stop planned industrial actions.
Sources of Evidence:
Learners can refer to labour market reports and government statistics that track strike trends and their impact on the workforce. They can also utilise academic publications and research articles in the field of labour relations to support their analysis of trends. Among the reliable sources they can use are:
- ACAS, (2023) Disciplinary and grievances at work. Available from https://www.acas.org.uk/sites/default/files/2022-04/discipline-and-grievances-at-work-the-acas-guide.pdf
- Suff, R. (2023) A season of discontent? Working in partnership in times of crisis. Available from https://www.cipd.org/uk/views-and-insights/thought-leadership/cipd-voice/season-discontent-working-partnership-times-crisis/
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