IDRL 215 EXAM PREP
QUESTIONS AND ANSWERS
(LATEST)
What are the key characteristics of business unionism and social
unionism? - ANSWERS-Business unionism (sometimes called
"bread-and-butter unionism") is of the narrow, workplace-focused
kind, where the union sees its job as negotiating the best deal possible
for its members.
On the other hand, social unionism adopts a broader perspective,
arguing that unions must fight on behalf of all workers for social and
political change.
The difference between the two can be simply but elegantly described
as "the defence of the worker as wage earner as opposed to the worker
as a citizen"
Why is classifying unions as businesses or social unions more
difficult than theory suggests? - ANSWERS-Unions possess a unique
and contradictory place under capitalism. They are organizations
whose purpose is to advance workers' interests through resisting
employer control. In doing so they must challenge the legitimacy of
employer power. However, they also are embedded within capitalist
relations, meaning they must also work within existing structures,
such as collective bargaining, to achieve tangible outcomes for their
members. This contradictory role breeds the union dilemma: they
,must be both narrow and broad in their focus, but must struggle to
achieve either.
What this means in practice is that unions are in constant tension
between their role to challenge employer's authority and their need to
maintain the stability of the existing labour relations system.
Achieving both is an ongoing balancing act.
What does the case of Local 27 tell us about how formal structures of
labour relations differ from their implementation in practice? -
ANSWERS-Day-to-day interactions were highly detailed and specific
yet were informed by a broader structural relationship. Individual
personalities mattered significantly, but so did the antagonism
between both parties. The legal structures established by the state also
played a significant role in shaping how the union and management
interacted over the years. The chapters also show how external
factors, such as the economy, industry patterns, and national union
priorities, would shape dynamics on local shop floors.
How do we define labour relations? Does it matter whether we define
the term narrowly or more broadly? - ANSWERS-A) Labour relations
can be defined as the relationship between a union and an employer.
B) Labour relations should be defined more broadly because narrowly
defining the term can mask important details about what labour
relations is.
C) Moreover, labour relations is the study of the employment
relationship and acknowledges that the employment relationship is
, one of power and that inherent power disparities exist between
employers and workers.
Does labour relations bring a different perspective to work than
human resource management? - ANSWERS-Human resource
management typically deals with non-unionized work environments,
whereas labour relations focuses on unions and their impact on
workplaces. Although relevant to one another, labour relations has its
own priorities and principles.
What are labour and capital? And how do their interests converge and
conflict in the employment relationship? - ANSWERS-A) Labour
refers to the part of the population that trades its time for the wages
required to support itself.
B) Capital is wealth in the form of money or property to purchase
investments, such as businesses, from which income can be drawn
without the need to perform labour.
C) Their interests converge in that the duties and obligations of
employers and employees are asymmetrical. More specifically,
employers issue commands, and employees obey them.
Furthermore, employers seek to cheapen and intensify labour to
increase profit. Therefore, employers' interests lie in maximizing
profit, while workers' interests lie in maximizing wages.
QUESTIONS AND ANSWERS
(LATEST)
What are the key characteristics of business unionism and social
unionism? - ANSWERS-Business unionism (sometimes called
"bread-and-butter unionism") is of the narrow, workplace-focused
kind, where the union sees its job as negotiating the best deal possible
for its members.
On the other hand, social unionism adopts a broader perspective,
arguing that unions must fight on behalf of all workers for social and
political change.
The difference between the two can be simply but elegantly described
as "the defence of the worker as wage earner as opposed to the worker
as a citizen"
Why is classifying unions as businesses or social unions more
difficult than theory suggests? - ANSWERS-Unions possess a unique
and contradictory place under capitalism. They are organizations
whose purpose is to advance workers' interests through resisting
employer control. In doing so they must challenge the legitimacy of
employer power. However, they also are embedded within capitalist
relations, meaning they must also work within existing structures,
such as collective bargaining, to achieve tangible outcomes for their
members. This contradictory role breeds the union dilemma: they
,must be both narrow and broad in their focus, but must struggle to
achieve either.
What this means in practice is that unions are in constant tension
between their role to challenge employer's authority and their need to
maintain the stability of the existing labour relations system.
Achieving both is an ongoing balancing act.
What does the case of Local 27 tell us about how formal structures of
labour relations differ from their implementation in practice? -
ANSWERS-Day-to-day interactions were highly detailed and specific
yet were informed by a broader structural relationship. Individual
personalities mattered significantly, but so did the antagonism
between both parties. The legal structures established by the state also
played a significant role in shaping how the union and management
interacted over the years. The chapters also show how external
factors, such as the economy, industry patterns, and national union
priorities, would shape dynamics on local shop floors.
How do we define labour relations? Does it matter whether we define
the term narrowly or more broadly? - ANSWERS-A) Labour relations
can be defined as the relationship between a union and an employer.
B) Labour relations should be defined more broadly because narrowly
defining the term can mask important details about what labour
relations is.
C) Moreover, labour relations is the study of the employment
relationship and acknowledges that the employment relationship is
, one of power and that inherent power disparities exist between
employers and workers.
Does labour relations bring a different perspective to work than
human resource management? - ANSWERS-Human resource
management typically deals with non-unionized work environments,
whereas labour relations focuses on unions and their impact on
workplaces. Although relevant to one another, labour relations has its
own priorities and principles.
What are labour and capital? And how do their interests converge and
conflict in the employment relationship? - ANSWERS-A) Labour
refers to the part of the population that trades its time for the wages
required to support itself.
B) Capital is wealth in the form of money or property to purchase
investments, such as businesses, from which income can be drawn
without the need to perform labour.
C) Their interests converge in that the duties and obligations of
employers and employees are asymmetrical. More specifically,
employers issue commands, and employees obey them.
Furthermore, employers seek to cheapen and intensify labour to
increase profit. Therefore, employers' interests lie in maximizing
profit, while workers' interests lie in maximizing wages.
