Outcomes of a Collapse in Collective Bargaining

Although Fox's paradigm is still relevant in some respects, precisely the values and beliefs with Australian's hold today are still closely linked to the frames of reference. However, there has been a collapse in collective bargaining in the majority of the world. In 1990 it was seen that employers developed a new system to deal with conflict, which was private arbitration. Employees were required to use this system of resolving conflicts and disputes instead of pursuing court action or administrative agencies. 

Collective bargaining has also been replaced by the introduction of a Fair work Act in 2009, which reflected a broad agenda to restore 'balance' by reducing the capacity of members by utilising legal contracts. Collective bargaining for unions are seen as a significant role in Fox's description of his frames. Particularly in pluralism and radicalism beliefs of workplaces. With his theory, the key to understanding the relationships within an organising is created through the analysis of interest of employees and how parties interact with similar interest. It is essential to understand that the decline in collective bargaining should change the paradigm as it changes the way Australians today are thinking. However, this does not mean that some aspects of the frames are still relevant; they need to be analysed deeper. Secondly, since the research into Fox's Frames, the current problem seems to be that the theory is centred on the inner life of the workplace and forget to look at the linkage between employment and society. This also encompasses the fact that the paradigm should be expanded to include new social aspects in industrial relations as Fox's fails to encompass the new scholar's research.

Fox’s Framework has some issues in today’s society. The main issues with Fox's original Framework are that Fox shortens two separate systems of structural constraints and incentives, the market and internal social organisation of work, from assuming that the management has little said in the social organisation of the company. Fox assumes that there is very little room for managers in organising roles within the organisation, and significant exempts of social organisation are determined by industrial society. Fox's second issues are his failure to mention that from specific perspectives the range of organisation structure and role behaviours play and therefore the industrial relation policy options might be more extensive than fox once anticipated. Researchers believe that fox has not considered the possibility that as well as regulating the need for structured role behaviour, workers ad managers may see it as unnecessary compared to the physical necessities to put food on the table and provide for their family. These two issues play fundamental roles in whether Fox’s Framework is relevant in contemporary Australia. Fox's ideology of the unitarist and pluralist frameworks was too simplistic and did not consider the range of managerial behaviours manifested in both frames. It is essential that to note that these issues make it difficult for his theory to be relevant, however, due to new research Fox's Framework has been extended to account for these issues and expand into the 21st century . This allows the ideological Framework to broaden and be used to analyse industrial relations in general.

Overall, Fox's frames of references are still considered relevant to an extent in Australian Contemporary work relationships. Australian's still rely heavily on the morals and values of their employer and society in their everyday lives and still impact their decisions although these frames must be extended to more than just the three which were developed over decades ago. Australia's Industrial relations has changed and developed incrementally since 1966. Including more women in the workforce, decrease in union participation and many more factors which impact such dealings within an organisation. Fox's paradigm fails to incorporate different potential relationships between the market and management of an organisation and the legitimacy of the social structures. Without the incorporation of these two issues, it is hard to consider Fox's frames relevant fully. Although, his frames still relevant and can be seen in the high value of management and work is a central part of life for most Australia's, however, Fox's frames do not go into enough depth on the relationships within organisation's collective bargaining.