The Conditions for Workers and Peasants Under the...

The Conditions for Workers and Peasants Under the Bolsheviks and Under the Tsars Rule Conditions for workers and peasants were deplorable under the rule of the Tsars, but not to the extent they were under the Bolsheviks. Despite the Bolsheviks claiming their policies were entirely in favour of the proletariat, peasants were forced to face horrific famine and a vast decline in living standards under rule by Lenin and the Bolsheviks. When Alexander II came to power in 1855 he realised that in order to modernise Russia and improve the weakening economy he needed to make dramatic reforms. In 1861 Alexander issued his Emancipation Manifesto, proposing 17 legislative acts that would free the serfs in†¦show more content†¦Under the rule of Tsars peasants and workers had fewer reasons to live in fear than under the Bolsheviks. The proletariat had more liberty and opportunity to express their views, and protest against iniquitous decisions made by the Tsar, as was outlined in the October Manifesto in 1905 which granted the peasants and workers freedom of conscience, speech, meeting and association. The Tsar’s Okhrana (state police) did successfully stop considerable worker/peasant protests such as Bloody Sunday and the October Revolution, but their terror is unparalleled to the fear the callous Bolshevik secret police force, the Cheka, brought to Russian peasants and workers, especially during the per iod of ‘Red Terror’. The Cheka were known to not only capture rebels, but often their families and friends as well. It is reported that entire villages were executed by the Cheka for being even vaguely associated with counter-revolution. Due to the reforms of the Tsars, peasants’ landholdings increased at a slow pace but without violent disturbances, which ensured a steady growth of production and prosperity. This cannot be said about peasant life under the Bolsheviks. Under Bolshevik ruleShow MoreRelated Political Change in Europe in the Modern Era Essay example1700 Words   |  7 Pagesof political and economic philosophers who challenged the power of autocratic government. Russia from Tsarism to Bolshevik Dictatorship Russia lagged behind Western Europe in its economic and political development. In the mid-19th century, Russia remained a feudal society with very little industrialization or urbanization, whose tsar had absolute power. Serfs, peasants who were bound to landowners and had no political rights, comprised the vast majority of the population. Tsar AlexanderRead MoreBolsheviks Seizure of Power in 19173134 Words   |  13 PagesBolsheviks Seizure of Power in 1917 There are many factors that help explain how and why the Bolsheviks managed to seize power in 1917. It was a combination of long and short term causes that together, created a revolution. 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There were food shortages and a demand for land from the peasants. By 1900 industrialisation took its toll and many peasants moved from the country side to work in factories. Still there was unhappiness: workers demanded better working conditions and increased wages. The Tsar knew theirRead MoreWas the October 1917 Revolution a key turning point in the modernisation of Russia?1449 Words   |  6 Pages1856-1964? The October 1917 Revolution is undoubtedly a momentous and extremely important event in Russia’s history, one that ousted the centuries-old Tsardom that ruled over the empire, in favour of the radical communist movement in the form of the Bolsheviks, headed by one Vladimir Iliych Lenin. However, did this sudden move from autocracy to a supposedly more progressive democracy actually bring about the modernisation of Russia industrially, agriculturally and culturally, or was it simply a rebrandingRead MoreWhy Did the Tsarist Regime Collapse in 19172111 Words   |  9 Pagesand the Tsarist regime was due to collapse for and it was inevitable that it would happen soon, it finally did under Tsar Nicholas II in 1917. There were many factors as to why the Tsarist regime collapsed some of the most important were Tsar’s personality, political opposition ,peasants and workers and The World War I. One of the factors that lead the tsarist regime to collapse was Tsar’s personality. Nicholas II was coronated in 1894 but he wasn’t ready to be a Tsar because just in 1881 he witnessedRead MoreKarl Marx and The Russian Revolution Essay example967 Words   |  4 PagesGerman philosopher, is known for his revolutionary political ideas during the Russian Revolution. He established the idea of â€Å"materialist conception of history†, meaning how society and the economy is organized is determined by changes material conditions. He published this thesis in his manuscript called The German Ideology. While writing The German Ideology, Marx also joined the Communist League, an international proletarian organization, and wrote a polemic against P.J. Proudhon’s idealistic socialismRead MoreReasons For The Bolshevik Revolution Of 19173737 Words   |  15 PagesWhy did Tsarism collapse and due to what reasons did the Bolsheviks triumph in 1917? The Russian Revolution of 1917 brought with it the fall of 300 years of Romanov rule and marked the beginning of the transition of Tsarism to Communism, from which Lenin established the Union of Soviet Socialist Republics, succeeded by Stalin. The Revolution is worthy of investigation as it is arguably the most significant event of the 20th century, considering that it helped shape many other subsequent events such

How The Military Health System Will Provide A New...

This November the nation will elect a new President and the present Defense Secretary Ash Carter may no longer keep his position. As a member of the Defense Secretary’s advisory team, part of your responsibilities is to make sure that the rules and policies stay in tact and that the many details that remain unclear get implemented. One of the main issues addressed should be â€Å"how the military health system will provide care to transgender troops, to include medical support for gender transitions.† You should include some discussion about 1) appropriating funding; 2) key stakeholders; 3) programmatic and or agency accountability and 4) expected and projected outcome. The statistics have shown from the Palm Center’s Report of the Transgender Military Service Commission, that transgender Americans have serviced in the military for years. In addition, transgender are three times more likely to serve in the military than non-transgender. If that is the case, why are transgender people currently prohibited from serving openly, without the fear of disclosures and discharge, as well as, feeling they are treated unequally. Even though, the Defense Secretary Ash Carter announced new rules and policy for transgender troops serving in the military after a year of contentious debate inside the Pentagon because, some senior military leaders questioned the impact on readiness. Therefore, the objective of the Defense Secretary’s advisory team is to make sure that all health-careShow MoreRelatedStephen P. Robbins Timothy A. Judge (2011) Organizational Behaviour 15th Edition New Jersey: Prentice Hall393164 Words   |  1573 PagesOrganizational Behavior This page intentionally left blank Organizational Behavior EDITION 15 Stephen P. Robbins —San Diego State University Timothy A. Judge —University of Notre Dame i3iEi35Bj! Boston Columbus Indianapolis New York San Francisco Upper Saddle River Amsterdam Cape Town Dubai London Madrid Milan Munich Paris Montreal Toronto Delhi Mexico City Sao Paulo Sydney Hong Kong Seoul Singapore Taipei Tokyo Editorial Director: Sally Yagan Director of Editorial Services:

A Mythical Roadmap of the Movie Cars free essay sample

The first stage of separation is the call to adventure. Followed by the refusal of the call and the crossing of a threshold. Call to Adventure: In most situations, this call becomes the subject of the story or the plot of the movie. For Lightning, he thinks his call to adventure comes over the Public Announcement System when the tie-breaking race in California is announced. While this may be the obvious choice, but I don’t think that it is. We need to look at Lightning as the potential hero and observes how he grows over the course of the journey. He doesn’t grow in skill as a driver. He ran his first race at the beginning of the movie a lot better than the race at the end. The call to adventure is not always the destination, but the road leading to the destination. The adventure is in the hero’s growth. We will write a custom essay sample on A Mythical Roadmap of the Movie Cars or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The growth that Lightning experiences is in his ability to have and appreciate friends. As cheesy as it sounds, the call to adventure for this movie is the call to find friendship. Refusal of the Call: The refusal of the call happened during the first race when Lightning refused the help and friendship around him. Let’s admit it, Lightning was a jerk. He alienated the people who tried to help him. Three different crew chiefs quit on him during the one season he’s been racing. His arrogance at the end of the first race was so bad his entire crew quit on him. Another example of Lightnings Refusal was his initial refusal to pave the road he destroyed in Radiator Springs. It was through his paving the road that he learned the lessons of the journey. Crossing the Threshold: The symbolism of the thresholds in the movie are found in the highways that Mack and Lightning re traveling. The â€Å"Mother Road† on Route 66 is significantly more important as it is on the Mother Road that we meet the Threshold Guardian, embodied by the Sheriff. As Lightning is frantically trying to find the interstate and Mack, he speeds pas a sleepy Sheriff’s speed trap. The local sheriff begins to follow him with sirens going. Instead of stopping, Lightening goes through a chain of events throug h the forgotten town of Radiator Spring destroying the main road and other property and landing himself in jail, or the impound. This leads to the initiation phase, which can be summarized by the road of trials, the meeting with the goddess, and apotheosis. Road of Trials: The neat part of the Road of Trials step in Cars is that they are somewhat associated with an actual road, in this case, Route 66 or the Mother Road. As Lightning began to face his trails during the movie, he began by failing them. Lighting’s failure in his encounter with the threshold guardian, the Sheriff, resulted in the destruction of the road. When Doc challenged Lightning to a race, Lightning again failed due to his arrogance and lack of experience racing on dirt. The turning point on his road of trials came in the pasture where he and Mater, the local tow truck, were tipping tractors. Lightning successfully tipped all of the tractors by revving his engine. He was also successful in escaping from Frank the Combine. There, Lightning’s luck changed and he was able to fix the road, learn to race on dirt and redeem himself from his earlier failures. The Meeting with the Goddess: I had a couple of options in picking the goddess who Lightning would meet. Since Lightning is a male, I began looking at the female characters. Had the hero been a woman, I would have included the male characters in my search. One important part of identifying the Gods and Goddesses is to not get hung up on their gender but on how the character fills the role. I first went to Sally Carrera, a 2002 Porsche Carrera, as a possibility for the goddess, but I needed to remember not to confuse the romantic interest with the goddess. The goddess that Lightning has to meet needs to be associated with a trial or test that he had to pass in order to continue on his journey. The character that I identified as the goddess, was not a main character, she didn’t even have any speaking lines. The goddess was Bessie. Bessie is the name given to the road paving machine that Lightning had to drag at a snails pace to fix the road. I chose Bessie because she was the symbolic and literal obstacle that was keeping Lightning in town. To leave town, Bessie would have to be on the other end of the road with smooth pavement behind her. Lightning challenged Bessie’s role as his captor when he tried to speed up the process of fixing the road by quickly laying down the asphalt that he later had to scrape up. When Lightning was put in his place, humbled, and respectful of Bessie’s role as the goddess, he could begin to accomplish the task before him. Apotheosis: The step of apotheosis or becoming the father or god began when Lightning discovered that Doc was a retired race car. Discovering Doc’s Piston Cups and watching Doc race helped Lightning to realize that he could learn something from Doc and he quickly regretted not listening to the advice Doc previously offered. The true point of apotheosis comes during the final race when Lighting takes things learned from his time in Radiator Springs and used it to position himself for the win. This includes driving backwards using rear view mirrors and driving on the dirt infield during a spin-out that helped him take the lead. Even though he did not win the race, or the cup, as Doc had, it was Lightning’s to give up. He became the race car that Doc would be proud to know. The third and final stage of Lightning’s journey is the return, characterized by a refusal to return, the crossing of another threshold, the mastery of two worlds, and the freedom to live. The next three step follow each other in very rapid succession. The refusal came when Mack and the rest of the media came to bring Lightning back to the â€Å"real† world. Lightning didn’t want to go. He had fallen for the temptress, Sally, and was ready to abandon his journey. Luckily for him, Sally told him it was okay to go and he left, returning to the world he left behind. The magic flight out of the fantastical world in this story had been combined with the crossing of the return threshold. Mack the truck carries Lightning out of Radiator Springs and onto California. The events surrounding this is discussed a little more when we talk about crossing the return threshold. During Lightning’s stay in Radiator Springs, he became more attached to the people there. It is easy to imagine that he would give up the California race if that meant he could stay with Sally and the residents of the town. The sweet ambrosia of friendship he tasted there was more powerful that the desire to have the Piston Cup. As demonstrated in the movie, there were three aspects to this rescue from without. First is how the media was notified by Doc of Lightning’s location. Second, is Mack with the media entourage barreling into town to take Lightning away. And third, Harv the agent reminds Lighting about the Race, Dinoco, and his rival Chick Hicks. Doc, Mack, Harv, and the media each helped to rescue Lightning. Reluctantly, he allows himself to be rescued and backs into Mack’s trailer for the magic flight to California. The Crossing of the Return Threshold: In the step of crossing the return threshold, we see the return of the Sheriff in his role as the threshold guardian. He and Sally stopped Lightning from leaving by siphoning his gas tank on his first night in the impound. Later, the Sheriff almost had to go after him before Sally and Lightning went on their ride to the Wheel Well. After Lightning finishes paving the road, and thus completing his road of trials, the Sheriff changes his demeanor and is ready to give Lightning a police escort to help Lightning get to the race on time. In the Sheriff’s role as the threshold guardian, he has released Lightning from â€Å"captivity† and it is now Lightning’s â€Å"refusal to return† that is keeping him there. Lightning crosses the return threshold as he takes his magical flight in Mack’s trailer. One part of crossing the return threshold is that the fantastical world, or the world forgotten, becomes forgotten again. Lightning had become a catalyst of life and energy culminating with everyone in Radiator Springs cruising under the neon lights. When Lightning had left town, Doc finally got what he originally wanted. After a tongue lashing from Sally, Doc quietly sat there as everyone left him alone. He sat there thinking about what he had done as the neon lights turned off, one by one. The world forgotten returned to its anonymity as Doc sat on the darkened road, under the traffic light’s flashing yellow signal. Perhaps the saddest moment in the movie. Master of the Two Worlds: The second to last step in the journey is when the hero becomes the master of the two worlds. This is done by finding the ultimate boon and sharing it with those around him. Since the Ultimate boon in the gift of friendship, it is shared in two situations. First, Lightning shares his friendship to the residents of Radiator Springs when he becomes the customer of all of their stores. They share their friendship back when they show up to be his pit crew. Most notably is Doc acting as the crew chief. Lightning did not show his friendship to Doc in the same manner as he did to the others until he helped King across the finish line. Another large sharing of friendship is where he arranges for Mater to take a helicopter ride over Radiator Springs. Freedom to Live: The Freedom to live is shown primarily in the epilogue after the race. Lightning has merged his two worlds together and can now freely live in the racing world but still be with his friends, especially Sally. Lightning literally puts Radiator Springs back on the map when he moves his racing headquarters to the small town. Also, Lightning becomes a new man, or car, as shown by his new paint job, inspired by the classic 1957 Chevy. In many ways, I have found this journey to be similar to that of Gilgamesh. Gilgamesh begins his journey at home as the restless king. He soon meets his helper Enkidu and the two of them go off on their adventure to the forest to defeat Humbaba. Enkidu dies. This prompts the grief stricken Gilgamesh to cross the Threshold of Adventure to seek the answer to immortality. While in the underworld/other world Gilgamesh passes many tests before he meets Utnapishtim and his wife who help him find the magical flower of everlasting life. But Gilgamesh loses the magic plant in his Peak Experience to the trickster snake who steals immortality for itself. So Gilgamesh returns home with the boon, the understanding that immortality is reserved for the gods and that he is human. He will experience death and he realizes that he must live his life and enjoy it. So he writes down his tale to spread the word to his people. As a result, Gilgamesh’s journey comes full circle just as Lightning McQueen’s had in the movie. For this reason, I have concluded that all heroes must use the phases of the journey mentioned in this paper. Though the sequence of the steps may change, they are almost always taken.

What Is Meant by Employer Militancy Essay Example

What Is Meant by Employer Militancy? Essay MGTS2607 Essay What is meant by employer militancy? How have employer actions towards trade unions changed since the end of the 1980’s? Why have Australian employers undertaken this change of approach? Student: Samantha Freeman Student Number: 41022715 Tutor: Dr Tom Bramble Due Date: 16th September 2008 WORD COUNT: 1,900 This essay will answer the three essay questions put forward. Firstly, it will briefly explain what is meant by employer militancy. It will outline the main features of the aggressive approach adopted by employers in their relations with trade unions since the 1980’s. Secondly, this essay will describe the changes in employer actions towards unions. It will outline the different phases that have occurred during the change as well as discussing trends which illustrate the growing tendency of employers to either confront or avoid dealing with unions or circumvent dealing with them completely. Lastly, this essay will put forth reasons as to why Australian employers have undertaken this change of approach. It will outline multiple factors, such as economical, political and changes in legislation that will help to explain this change in approach. This essay will also incorporate the decline in trade union coverage as both a result and a cause of this change in approach. Since the 1980s, Australian employers have become increasingly hostile towards trade unions over and due their perceived excessive involvement in bargaining for employment conditions, arbitration and disputes. We will write a custom essay sample on What Is Meant by Employer Militancy? specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on What Is Meant by Employer Militancy? specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on What Is Meant by Employer Militancy? specifically for you FOR ONLY $16.38 $13.9/page Hire Writer This has created the phenomenon that’s been termed employer militancy. Alexander et al. (2008:97) define employer militancy as ‘willingness of employers to use legal action to secure punitive damages against a trade union’. It is an aggressive anti-union approach, in which employers actively seeking ways to marginalise trade unions, with the help of their employer organisation. There are several main features of a militant employer, behavours such as offensive lockout (Briggs, 2004:110) aims to reduce the bargaining power of the unions. Most of the heaviset impacting changes to the industrial relations system began to manifest in the late 1980’s. The process started with the ‘managed de-centralisation’ of the ‘second tier system’, where for the first time, representation for employees in regards to their wages and conditions of employment were able to be negotiated directly by employers and their associations and unions (McDonald and Rimmer, 1989 as cited by Cooper, 2005: 159). Prior to the 1990s, awards were a central and distinguishing feature of labour regulation in Australia (Bray et al, 2006:45). Awards were technically a form of state regulation which was determined by the decision of a third-party arbitrator appointed by the government (the Australian Industrial Relations Commission) in resolving disputes between registered organizations. As Bray and Waring (2006) explain, awards were in a realistic sense, the result of a complex structure of joint decision-making in which employees, their unions, employers, their employers associations, governments and tribunals contributed to the regulation of employment conditions – primarily wages and wage rates. The failure of the Second Tier to moderate macroeconomic pressures in combination with the rising pressure from business groups such as the Business Council of Australia encouraged parties within the system to develop new procedures. The most significant among the new procedures was the possibility of a more decentralised system (Wooden and Sloan, 1998:178) which provided greater opportunities for employers and workers to negotiate directly over wages at the enterprise and workplace level, without the unions. The AIRC was unhappy with the new collective bargaining principle, and worked hard to obstruct the implementation of it. It was through these actions that the changes in the Industrial Relations Act 1988 were first made. These amendments reduced the ability of the Commission to become involved in the enterprise bargaining process, and inevitably lead to the passing of the Industrial Relations Reform Act in 1993. These ammendents included, among other things, the introduction of a non-union/collective bargaining system in the form of Enterprise Flexibility Agreements. The intention of the 1993 Industrial Relations Reform Act, for example, was to make enterprise bargaining the main process for determining wages and other onditions of employment. Awards continued to provide effective regulation for employees who were not enjoying the benefits of enterprise bargaining, even if award wages rose slowly and fell well behind wage increases in enterprise agreements (Bray etc al, 2006). The Business Council of Australia’s strong support for enterprise bargaining and for a weakened role for arbitration tri bunals gradually became the mainstream position among most Australian employers, even among those who had previously supported centralized bargaining (Thornthwaite and Sheldon, 1996). This was the first time in history, in which the unions were excluded from having any involvement in all forms of agreement in relations to employment conditions in the federal jurisdiction. It was at the time of this introduction that it became evident that these agreements would allow employers to begin to de-unionise their operations and to accelerate their move towards a non-union status. The most radical industrial relations reforms of the past 20 or so years was brought in soon after the election of the Howard government in 1996. Whilst speaking at a Young Liberals’ Conference he alluded to his goal of de-centralising Australian employment relations. ‘The goals of meaningful reforms, more jobs and better, higher wages, cannot be achieved unless the union monopoly over the bargaining processes in our industrial relations system is dismantled’ (Howard 1996, quoted in van Barneveld Nassif, 2003). Not long after this, the Howard government was elected into power. Soon after the government was brought into position, The Workplace Relations Act 1996 was introduced. This Act cut back the content of awards significantly. This ended up forcing the unions to go about trying to protect workers’ entitlements by attempting to push award stipulations into enterprise agreements. (Cooper, 2005: 160). The act drastically cut short the ability of the Australian Industrial Relations Commission (AIRC) to intervene in industrial disputes and introduced rather heavy fines for unions attempting ‘unprotected’ action, such as strikes. The Act also introduced individual Australian Workplace Agreements (AWAs) which excluded unions. Cooper, 2005: 160) With the implementation of the new Workplace Relations Act 1996, Australian unions lost their monopoly bargaining rights (Bray and Walsh, 1998: 373). This, among other changes in the Act made it a lot more difficult for the unions to access or to represent workers, but it made it easier for employers to choose whether, and to what extent, they would negotiate and bargain with collective representati ves of their employees. Along with changes to industrial legislation, unions have also had their right to access workplaces, members and non-members restricted. Since 1996 union officials have had right of access only when they had union members at a site and then only when they gave employers notice of their intention to visit. As outlined by Wooden and Sloan (1998), the number of registered agreements has continued to increase since 1991 when formalised collective agreements first became possible. Between October 1991 and October 1997, approximately 15,000 federal agreements had been formalised by the Australian Industrial Relations Commission, with the number of employees estimated to be covered by these agreements reaching 1. 4 million by late 1996, or 64 per cent of employees within the coverage of the federal awards system. In 2004 the Howard government won an increased majority in the House of Representatives as well as complete control in the Senate. Not long afterwards, the WorkChoices bill was passed. This new act further reduced the power of the AIRC as well as diluting the standards against which workplace agreements were to be c ompared to before becoming into effect. It also assisted in the creation of individual employee contracts and abolished the unfair dismissal protection for any business that had less than 100 employees working for them. WorkChoices restricted unions’ ability to take industrial action as well as being able to enforce collective bargaining. It also made organising any non-union worksites significantly more difficult than in had been in previous years. When WorkChoices was implemented, the process for unions in taking legal industrial action became difficult, costly and had the potential of making both unions and their members susceptible to significant fines and tort damages. In contrast, due to WorkChoices, employer access to protected lock-outs is almost unlimited. Under WorkChoices there was no requirement for employers to take any steps at all to negotiate with a union, regardless of the percentage of their employees who were either union members, or had expressed their wish to enter into a union collective agreement with their employer. This new legislation gave employers the ability to marginalise unions, avoid unionisation as well as basically having the ability to circumvent the unions completely. Changes in legislation, a growing aversion toward unions from the both the previous, and the newly elected governments, as well as the growing managerial prerogative have made it difficult for the unions to now try to organise workers, to bargain o behalf of or be able to ‘effectively’ represent workers. The changes to rights of access and the different legislative changes as well as employers’ increasing willingness to enforce the legislative provisions have led a shift in the balance of power between unions, and employers, where employers are no significantly stronger than the unions. This essay has explained what is meant by employer militancy, and outlined the main features of the approach adopted by employers since the 1980’s. It has also outlined how employer actions have changed over the last 30 or so years. It has also explained the different factors that have contributed to this change in employer strategy overall when dealing with the unions. ? Reference List Alexander, R. , Lewer, J. , and Gahan, P. 2008. Understanding Australian Industrial Relations. South Melbourne: Thompson. Australian Government. 2005. WorkChoices: A simpler, fairer, national workplace relations system for Australia. Commonwealth of Australia. Parliament House. Canberra Bramble, T. 2008a. MGTS2607 Lecture 4, 14th August 2008. Bramble, T. 2008a. MGTS2607 Lecture 5, 14th August 2008. Briggs, C. 2004. The Return of the Lockout in Australia: a Profile of Lockouts since the Decentralisation of Bargaining. Australian Bulletin of Labour, 30 (2): 101 Briggs, C. , and Cooper, R. 2006. Between Individualism and Collectivism? Why employers choose non-union collective agreements. Labour and Industry, 17 (2): 1-24 Bray, M. , and Walsh, P. 1998. Different paths to neo-liberalism? Comparing Australia and New Zealand. Industrial Relations. 37 (3): 358-388 Bray, M. , and Waring, P. 2006. The Rise of Managerial Prerogative under the Howard Government. Australian Bulletin of Labour, 32 (1): 45-62 Cooper, R. 2005. Australian unionism in a de-collectivised environment. University of Sydney Paper Lansbury, R. D. , Wailes, N. , and Yabeck, C. 2007. Different Paths to Similar Outcomes? Industrial Relations Reform and Public Policy in Australia and New Zealand. Jounal of Labour Research. 28 (4): 629 Thornthwaite, L. , Sheldon, L. , and Sheldon, P. 1999. Employer associations and industrial relations change: Catalysts Or Captives? Allen Unwin. Van Barneveld, K and Nassif, R. 2003. Motivations for the Introduction of Workplace Agreements. Labour and Industry, 14 (2): 21-38. Wooden, M and Sloan, J. 1998. Industrial relations reform and labour market outcomes: a comparison of Australia, New Zealand and the United Kingdom in G. Debelle and J. Borland (eds. ), Unemployment and the Australian Labour Market: 169–203. Sydney: Economic Group, Reserve Bank of Australia and Centre for Economic Policy Research, Australian National University,