Option number 1 Describe the functions of the collective agreement

Option number 1
1. Describe the functions of the collective agreement .
A collective agreement is a legal agreement between employers and labor unions that outlines the terms and conditions of employment. It mainly serves to protect the rights of workers by setting out their wages, working hours, benefits, job security, and working conditions. It also provides a grievance procedure that helps in resolving disputes between employers and workers. In summary, collective agreements improve the relationship between employers and employees, promote harmony in the workplace, and protect workers' rights.
A collective agreement is a legally-binding agreement that is negotiated between labor unions and employers to outline the terms and conditions of employment for workers in a particular workplace or industry. The following are the functions of a collective agreement:
1. Sets out the terms and conditions of employment: The collective agreement outlines the terms and conditions of employment, such as working hours, wages, bonuses, promotions, benefits, and job security.
2. Provides job security for workers: The collective agreement provides job security for workers as it sets out the procedures for dismissal and outlines the grounds for termination.
3. Resolves disputes: Collective agreements contain grievance procedures that provide a means of resolving disputes between employers and workers, ensuring that any disputes are resolved quickly and efficiently.
4. Improves working conditions: Collective agreements can improve working conditions by ensuring safe and healthy work environments, reducing workloads, and providing better training and development opportunities for workers.
5. Promotes harmony in the workplace: A collective agreement promotes harmony in the workplace as it provides a framework for the relationship between employers and employees, creating a sense of mutual trust and respect.
6. Protects workers' rights: Collective agreements protect workers' rights by providing due process, legal protection, and bargaining power, giving workers a voice in the workplace and helping to prevent exploitation.
In summary, collective agreements serve as a tool for maintaining fair and productive relationships between employers and employees, providing a framework for the terms and conditions of employment, and helping to prevent and resolve disputes in the workplace.
2. What is charisma?
The term "charisma" comes from the Greek word "charis," which means grace or favor. The concept of charisma originated in the ancient Greek culture, where it was associated with divine inspiration or supernatural power, often granted to heroes or religious leaders.
Charisma refers to a set of personal qualities and characteristics that make a person not only influential but also compelling and charming. It is often regarded as an innate quality that some people possess naturally, but research has shown that it can also be developed and learned.
In terms of personality traits, charismatic individuals tend to have high levels of confidence, resilience, and a strong sense of purpose. They are skilled communicators and can easily engage with others, often using strong body language and an expressive voice. Charismatic people tend to be able to read their audience and adapt their communication style accordingly.
Charisma is often seen as a desirable quality in leaders, politicians, and public figures, as it can inspire and motivate others to action. However, it can also have negative effects if it is used to manipulate or deceive others. As a result, some have questioned whether charisma is a quality that should be sought after in leadership or if it is overrated. Overall, the concept of charisma is complex and multifaceted, and its impact can vary depending on the context and the individual who possesses it.
3. What is a systematic approach?
In the context of personnel management, a systematic approach refers to a structured and organized method of managing employees within an organization. It involves the use of processes, tools, and techniques to ensure that all activities related to managing employees are carried out consistently and in a documented manner.
A systematic approach to personnel management typically involves the following steps:
1. Workforce planning: A systematic approach to personnel management begins with workforce planning, which involves identifying the personnel needs of the organization, both in terms of numbers and skill sets.
2. Recruitment and selection: Once workforce needs have been identified, a systematic approach to personnel management involves developing a recruitment and selection process that is standardized and based on objective criteria.
3. Employee onboarding: Once employees have been selected, a systematic approach to personnel management involves the development of an onboarding process that ensures new employees receive the necessary training and support to become productive members of the organization.
4. Performance management: A systematic approach to personnel management involves setting clear and objective performance goals for employees, regularly monitoring performance, and providing feedback and support as needed.
5. Training and development: A systematic approach to personnel management involves providing regular training and development opportunities to employees to help them acquire new skills and knowledge and progress in their careers.
6. Succession planning: Finally, a systematic approach to personnel management involves developing a succession plan that ensures continuity of leadership within the organization.
Overall, a systematic approach to personnel management helps ensure that all activities related to managing employees are carried out consistently and in a documented manner, leading to a more effective workforce and improved organizational outcomes.