Tag: IRC Archive Project

The Cycle of Change

Resistance to change often appears when people are at different points on the cycle. Take the time to compare the relative positions on the cycle held by everyone involved; it can help you anticipate potential problems and develop the most appropriate strategies.

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Human Resources Best Practices During a Merger

The author, Julie Anderson, wrote a paper on people management during mergers and acquisitions. This information sheet is extracted from that paper, and discusses the human factors that can be responsible for merger failures.

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Labour Law Leads the Way

Labour relations has always played a leadership role in Canada. Businesses and unions represent vital interests in our communities. Their interactions have set many of the important ground rules by which we live. This is because work and work opportunities are central to us all. It is upon businesses or jobs that we build our lives. The content of labour law is therefore very telling about a society and its direction.

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Managing the Contingent Work Force: Lessons for Success

Many employers are scaling down their regular fulltime, full-year work force and increasing their use of contingent workers to reduce labour costs and meet the fluctuating demands of the global marketplace. But if a contingent work force strategy is to succeed, employers must take steps to alleviate the well-documented negative impact of contingent work on worker health. If employers do not do so, their savings may be offset by a decrease in productivity and in work quality.

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Alternative Dispute Resolution

Where once Alternative Dispute Resolution (ADR) referred to an alter­native to the courts, ADR in the field of labour relations is increasingly being referred to as an alternative to arbitration. The objectives of ADR and the newly emerging Internal Dispute Resolution (IDR) are to settle disputes prior to having to go to binding arbitration over which the parties have little control. ADR and IDR are recognized as giving the parties greater direct voice in fashioning remedies and more timely settlements.

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A Framework for a Formal Mentoring Program

Mentoring is an ancient concept that experienced a renaissance about a decade ago (Goodson 1992, 19). Mentorships are relationships which provide guidance, support, a role model, and a confidante (known as a mentor) for junior organizational members (known as protégés). An effective mentoring relationship is one in which both mentor and protégé develop a productive level of intimacy, enabling the protégé to learn the ropes and adapt to organizational expectations (Burke and McKeen 1989, 1).

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Contingent Work Force Strategy: Guidelines for Success

This overview offers guidelines for managing contingent employees, which may include non-regular part-time workers, temporary workers, independent contract workers, dependent contract workers, and employee leasing arrangements.

The information in these guidelines was extracted from the 1997 IRC Press Publication by Kelly Ann Daly entitled Managing the Contingent Workforce: Lessons for Success, which provides more detailed information on the topic.

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The Changing Role of the Neutral in Dispute Resolution

We are in a period of profound change. The combination of new technology, global trade and recurring recessions has resulted in the demise of many Canadian workplaces and the restructuring and re-engineering of many others. Today's watchwords have become 'flexibility' and 'competitiveness.'

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