Changes In Industrial Relations System Enhance Productivity
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Genres: General Awareness, Management
Publication Year: 2013

This article discusses how changes in industrial relations enhances industrial productivity and what are the other ways of achieving the same.

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Introduction

Productivity is a comparatively straightforward conception, often used imperfectly. Put only, productivity is the quantity of output produced per unit of input. Input is general commonly calculated in hours of labour. Productivity is neither in relation to wages, nor penalty rates for working nights or weekends. If the cost of paying waitresses goes up, it has no instant impact on measured productivity. Higher pay may decrease profits, but they do not reduce productivity. Productivity is mainly determined in the workplace, other than the traditional economic understanding of productivity works finest at the national level of the entire economy. In manufacturing we can simply identify the amount of widgets shaped as outputs. Several businesses do not have valuable performance measurement systems in place, particularly in the service sector. The economic justification in support of penalty rates is straightforward but employers don’t offer higher wages for work at “uninvited” times, they may not be capable to find adequate staff to work at those times. Likewise, without the incentive of a significantly superior hourly wage, employees may not be ready to accept offers of overtime but we do not want awards to sort this out. Awards set lowest amount statutory conditions that must be observed by all employers enclosed by that particular award. This is accurately what we do not need in the casing of penalty rates. Fair Work Commission is the national workplace relations committee. It is a self-governing body with power to take out a range of functions.

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