The workplace is an important part of most people’s lives. It is also undergoing enormous change in Australia today. Much of what many took for granted about employment has already changed. Union membership has never been so low. Industrial laws have never been so tough. The centralised wage fixing system that most Australians grew up with has been severely restricted, and is now being phased out altogether. Standard working conditions, which once enjoyed the virtual status of law under the Award system, are no longer certain. New laws and practices founded on economic rationalism are changing the face of Australian industrial relations. New terms like employee relations, labour flexibility, individual contracts and enterprise bargaining are the language of today’s workplace. Rarely before has the study of industrial relations had such a significant and practical relevance as it does today.

It is important, therefore, for future employees and managers to have some understanding of industrial relations in the current climate of change. Rapid globalisation of national economies and the growth of multinational corporations throughout the world is forcing greater competitiveness and new approaches to the management of labour. In Australia, the conservative coalition Federal Government has responded to calls by business leaders to speed up the decentralisation of traditional bargaining frameworks. With much reduced union power and more pro-active labour-management strategies, employees need to have some understanding of how the workplace changes affect them. Employees need to understand how to protect their existing rights and get the best deal in bargaining with their employers. For employers, the climate of change is creating new challenges and opportunities in the management of labour. It is equally important, therefore, that managers and employers have an understanding of the current changes if their organisations are to function harmoniously and profitably.

About the Third Edition

The third edition is a fully revised an updated version of this successful general introduction to Australian industrial relations. The book is designed as an introductory text for students of industrial relations at Australian universities and other post-secondary institutions. It is suitable for second or third level undergraduate programs, as well as postgraduate coursework programs. As in the second edition, the book is thoroughly referenced and each chapter has learning objectives, review questions and a list of key additional readings for the better student. A change of format is designed to improve readability. There is an extensive bibliography, as well as an index of references by author.

Changes to the third edition include the latest local and international statistics and research, a greater emphasis on labour markets and enterprise bargaining, and the inclusion of the People’s Republic of China in the comparative Asian material at the end of most chapters. Of course, the book’s greatest changes involves the inclusion of the radical new industrial relations system introduced under the Work Choices Act 2005. The new legislation seeks to further decentralise industrial relations, to further reduce the already limited power and workplace rights of unions, and to place greater emphasis on individual Australian Workplace Agreements. The role of the Australian Industrial Relations Commission in dispute settlement has also been further curtailed, while a new body, the Australian Fair Pay Commission, has been set up to take over the AIRC’s traditional role of determining minimum wages. The role of state industrial tribunals has been drastically reduced in favour of a single national system. The Work Choices Act 2005 survived a High Court constitutional challenge in 2006, which is discussed in the text. As the new system gradually becomes operative over the next few years, as awards are completely phased out, it has the potential to re-shape the whole industrial relations landscape. The book contains a through analysis of the new Act, and examines the probable impact of the new legislation.

The contents of the book are still structured along the lines of many traditional courses, moving from broad theoretical concepts to the major actors, processes and procedures, and finally to outcomes. However, this book also differs from traditional approaches. First, it continues to communicate the very real and sometimes exciting, sometimes bewildering, changes occurring in the workplace. For example, the book contains an updated look at the high profile case study on the waterfront dispute, MUA vs. Patrick. Who actually won after the dust settled? Second, there is more than the usual exploration of the various theories of industrial relations, providing students with strong intellectual tools to analyse later material. Third, perhaps this book’s most important unique feature is its focus on the Asian regional context. This helps every student participate in the industrial relations debate with greater objectivity and understanding. A final significant feature of the book is the detailed coverage it provides on the practice of industrial relations. There are several case studies, and a sample Australian Workplace Agreement. There are an important chapters on Enterprise Bargaining and Labour Markets and workplace change in Australia, which includes a substantial analysis of the actual content and consequences of enterprise agreements in Australia today. It also includes a practical guide on how to engage in the enterprise bargaining process. There is also a brief chapter on negotiation to give some exposure to the majority of students who will not go on to study a full negotiation unit. The implications of the shift towards more AWA’s in many areas are also explored.

The Asian Context

We are mindful of the fact that many Asian students undertake management courses in Australian universities and, in so doing, undertake labour management units as part of their degrees. We are also mindful that many Australian managers are looking to establish firms in Asia or are having increasing contact with managers in this region. For both these reasons, this book also covers industrial relations practices in five selected, economically significant countries:

Japan, South Korea, Malaysia, Singapore and the People’s Republic of China. China is a significant addition to the book, in recognition of the increasing importance of the world’s most populous country as a trading partner and source of supply of international students in Australian universities. It is hoped that this material will make the course more relevant to students from these countries.

Whilst the book sets out to look at the industrial relations systems of six countries in total, the student should be aware that this is not a comparative study. Such a study is beyond the scope of an introductory industrial relations text. The authors have tried to ensure that the book covers all major relevant Australian material, as well as English-written sources dealing with the industrial relations issues pertinent to the five selected Asian countries.

As in previous editions, there are also a set of overhead transparencies available on disk to adopting lecturers.

Stanley Petzall, Keith Abbott, Nils Timo
January 2007

On-line teaching assistance

For lecturers adopting this book (and their students), an on-line website is available. Just go to: www.eruditions.com/IR

The site contains additional material to keep you up to date and add interest to your course. It also contains valuable teaching resources, links and additional content, such as material on industrial democracy and wage fixing in the four selected Asian countries. The value of a website is that it can be updated regularly, so do not hesitate to drop by.