00029233

Derwyn T Pierre
HURM 430

What is industrial relations?

Industrial Relations is the complex relationship between employers, employees, and the
different institutions and laws that control the workplace. This relationship covers a wide
range of topics, including labour unions, employment contracts, salaries, working conditions,
and the resolution of conflicts between employers and employees. In order to ensure that
workers are treated fairly and have fair working conditions, industrial relations aims to create
a cooperative and fruitful working relationship between employers and employees.

How has the psychological contract changed?

The psychological contract refers to the unwritten, intangible agreement between an

employee and their employer that describes the informal commitments, expectations and
understandings that make up their relationship. Over the years the psychological contract has
evolved, with notable differences between the old and the new.

The evolution of the psychological contract in the realm of employment relations represents
a profound shift in the expectations and dynamics between employees and employers.
Historically, this contract centered on notions of job security and employee loyalty, often
leading to a one-sided commitment, where employees anticipated extended tenures with a
single employer in exchange for their dedication.

In contrast, the contemporary psychological contract now places a premium on employability,

underscoring the significance of attributes such as flexibility, adaptability, and mutual
commitment. Today's workforce seeks opportunities for ongoing growth and skill
development through shorter-term employment arrangements. Moreover, modern
employees emphasize the importance of work-life balance, well-being, diversity, inclusion,
and meaningful work that aligns with their personal values.

What do you understand about industrial relations in terms of Trinidad and Tobago?

Industrial relations in Trinidad and Tobago encompasses the intricate web of interactions
among employers, employees, labour unions, and government institutions within the
nation's workforce. Their primary purposes include:

1. Equitable Employment: Ensuring fair and equal employment practices, encompassing

aspects like wages, benefits, working conditions, and workplace safety.
2. Employee Rights: Safeguarding and promoting employee rights, including protection
from discrimination, unfair treatment, and unjust termination, and the right to unionize.
3. Labour Peace: Maintaining a harmonious work environment by preventing and resolving
labour disputes and strikes that could disrupt productivity and economic stability.
 00029233
Derwyn T Pierre
HURM 430

4. Collective Bargaining: Facilitating negotiations between labour unions and employers to

establish employment terms such as wages, benefits, and working conditions.
5. Legal Compliance: Ensuring employers adhere to labour laws and regulations,
encompassing minimum wage, health and safety standards, and other relevant
legislation.
6. Economic Stability: Contributing to economic stability and growth through a productive
workforce and a balanced approach to worker and employer interests.
7. Social Dialogue: Encouraging open communication and collaboration among
government, employers, and labour unions to address labour challenges, policy
development, and conflict resolution.