Emerging trends in the types of conflict and industrial sanctions

Emerging trends in the types of conflict and industrial sanctions.

Conflict is described as a disagreement or disputes that exist between employees and their employers or among different groups of workers which emerges from the diverse or conflicting interests, goals, or views regarding work conditions, pays, benefits, work policies or other laws of employment relationship collectively. These conflicts come in different types, such as strikes, work stoppages, lockouts, protests, and legal disputes. In most industrial labor disputes, negotiations, collective bargaining, or the employment of a third-party such as a mediator or an arbitrator are the common ways of resolving the conflicts. Industrial disputes can produce big problems for companies and their staff as they can result in poor productivity, these results in economic and operational losses.
In contrast, industrial sanctions consist of actions performed by workers or labor unions as the way of applying pressure or impact during labor disputes. This measure is designed to stop or limit the normal running and functioning of an organisation or industry to force employers to resolve workers’ protests or rights and negotiate according to their terms about work conditions. Industrial sanctions commonly happen in various forms including strikes, work stoppages, go-slows (work slowdowns), and boycotts. This can seriously affect the economies and operations of organizations, rendering sanctions as a strong weapon of workers to express grievances and negotiate better deals.
The nature of conflicts and sanctions in modern workplaces is also evolving correspondingly, as work environments continue to change faster than ever. There are emerging trends in various types of conflict and industrial sanctions include:
1. Localized strikes:
One developing trend is from the national strikes to the strikes organized at a local level. This is a consequence of transformations of the nature of work which leads to the increase in the number of employees retained in small and decentralized workplaces.

2. Globalization:
   The impact of globalization on labor relations is another concern which is gaining importance. As the reach of the multinational corporations increases beyond borders, international cooperation among trade unions and workers’ associations is receiving greater prominence. Unions are joining forces into partnerships and coalitions in order to tackle shared problems, find possible solutions, and fight for a better future of the workers on a global scale.
   3. Non-traditional employment relationships:
   The advent of non-routine jobs like gig work, and the boom in remote work, have resulted in new issues relating to employment rights, labour classification, and collective bargaining.
   4. Technology and social media:
   The use of technology and social media in arranging and motivating the workforce for industrial actions is a new development. Social media sites are a place where workers can communicate with each other and agree on the actions of a strike making it a faster and more efficient way of organising industrial actions.
   5. Increased emphasis on diversity and inclusion:
   Diversity and inclusion in the workplace has opened new dimensions of workplace conflicts based on racial, gender, and religious discrimination, harassment and biases. Companies are putting in place policies and practices that address this particular issue and create a more inclusive work environment as well.
   6. Environmental concerns:
   Environmental issues are becoming a controversy among the workers too. In the course of business organisations deploying efforts to be more sustainable, conflicts might occur around issues of resource allocation and waste management as well as environmental impact, etc.
   The future of trade unions may exhibit some changes as they are likely to shift from national types of strikes to localized strikes, the impact of globalization on labor relations, the rise of non-traditional employment relationships, the use of technology and social media in labour organization and mobilization, the increased emphasis on diversity and inclusion, and environmental concerns. It is important for HR practitioners to remain informed about these trends to facilitate the effective handling of workplace conflicts and industrial relations..

To get all questions in 3co04 assignment answered, Visit 3co04 Assignment example to place your Cipd level 3 Assignment Order with us.