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IDRL 215 UNIT 1,2,3&4 FINAL EXAM PREP WITH ACTUAL ANSWERS
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IDRL 215 UNIT 1,2,3&4FINAL EXAM PREP WITH
ACTUAL ANSWERS
How do we define labour (industrial) rela3ons?
Labour rela3ons a6empts to understand the day-to-day interac3ons that occur
between worker, union, the state, and employer as well as the legal, poli3cal,
economic, and social structures that shape the employer-worker dynamic.
How does labour rela3ons differ from human resource management?
Compared to hr, labour rela3ons draws more emphasis to unions and their
impact on workplaces. Labour rela3ons is seen as more analy3cal and provides
a more cri3cal perspec3ve. Lr recognizes and studies the tensions that are part
of the employment rela3onship. Addi3onally, lr ask why certain pa6erns and
dynamics exist.
What are some of the reasons to study labour rela3ons?
A job may require unioniza3on for employment and you may need to work
with companies that are unionized so it is best to be informed. It is important
to remember that unioniza3on is a viable op3on to protect workers
rights/condi3ons
What are the key pieces of legisla3on governing labour rela3ons in canada?
The federal jurisdic3on is governed by the canada labour code. For provincial
jurisdic3ons, each province has it's own governing legisla3on. In every
,jurisdic3on, there is a human rights legisla3on and an employment standards
act that establishes minimum standards for working condi3ons.
Does it ma6er whether we define the term labour rela3ons narrowly or more
broadly?
Narrowly the rela3onship between a union and the employer in a workplace.
More broadly, the legal, poli3cal, and economic structures that surround it.
Labour rela3ons cannot be fully understood without reference to the balance
of power in a workplace. It is important to understand the broad defini3on
because the narrow defini3on can hide important aspects of what labour
rela3ons fully is.
How would you describe the "average" unionized worker in canada, given the
informa3on provided in the reading?
The average unionized worker is a female, middle-aged that works in the public
sector, works full 3me, and is well educated. This is a large shiT away from the
former average worker which was defined as a middle-aged, male blue-collar
worker.
What are labour and capital? And how do their interests converge and conflict
in the employment rela3onship?
Labor refers to workers/employees, people that exchange 3me for wages and
must rely on capital for income, and capital refers to individuals that do not
need to perform labor and draw money from investments (property,
businesses) and those with authority in the workplace.
The interests that converge are that both par3es want the organiza3on to
,succeed. The conflict oTen arises from the wage-effort bargain. Capital wants
max profits with the least amount of labor costs and labor wants maximum pay
for minimum work.
How is employment a social, as well as an economic, rela3onship?
Employment is a social rela3onship because a worker agrees to the rules and
protocol of a work place to conduct themselves in a certain way. It is economic
because there is an exchange of labor for money.
What is a labour market and how does it work?
The labor market is the supply and demand of labor. Employees provide the
supply and employers provide the demand.
Human effort/knowledge is bought and sold. Labor sells the capacity to work
and employers buy this capacity to work
What sorts of challenges and tasks face employers when trying to turn the
capacity to work into actual work?
When employers hire a worker, they have only agreed to labor's capacity to
work. It is up to the employer to turn this capacity to work into actual work.
The employee that the employer has a6empted to match the job to may not
actually be capable of performing the work that is expected.
Misunderstandings, disagreements and changes regarding the wage-effort
bargain may present a challenge due to employee resistance.
What are the common law du3es and obliga3ons of employers and
employees?
, Common-law obliga3ons
for employers: required to provide work and pay, must give proper no3ce for
termina3on unless, for just cause, a safe worksite, employers are responsible
for workers' ac3ons during job-related du3es.
For employees: worker must act in good faith and fidelity, duty to obey, work
must be performed competently, resigna3on no3ce
How do these du3es and obliga3ons differ, and what do these differences tell
us about the nature of the common law employment rela3onship?
Common law is asymmetrical. There is a power imbalance that is present in the
difference of obliga3ons and du3es. These are structured within the confines of
capitalism which tends to favor capital. There are more restric3ons put on
employees to act in accordance.
Why is it important to remember that employers have purchased only a
worker's capacity to work? And how does this relate to the basic tension
between the interests of employers and those of employees?
Ini3ally, the employer is inves3ng in an employees poten3al to perform. The
employer must turn this poten3al into actual produc3vity. This relates to the
basic tension between the interests of the 2 par3es because of differing
priori3es that create conflict. Changes to the wage effort bargain can highlight
the conflic3ng interests of the 2.
How does government differ from the state?
We use the term state rather than government to reflect the structural nature
of what it does, and to dis3nguish the ongoing func3ons the state performs
from the changing direc3ons of specific par3es that may win elec3ons and hold
government from 3me to 3me.
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