Contemporary Developments in Employment Relations (pdf)
Added on 2021-02-20
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Contemporary Developmentsin Employment Relations
Table of ContentsINTRODUCTION...........................................................................................................................1QUESTION 1...................................................................................................................................1Analysis of employment relation, comparison between unitarist and pluralist approaches andthe factors which impact the employment relation ...................................................................1QUESTION 2...................................................................................................................................3Key features of the contract of employment, main sources of UK and EU employmentrelations law and summary of the major developments in employment law..............................3QUESTION 3...................................................................................................................................5Recommendation on the purpose and scope of statutory trade union recognition.....................5QUESTION 4 ..................................................................................................................................5Employee Involvement and Participation...................................................................................5Employee Involvement strengthen employee voice in union and non union representation......6Relation between employee voice and organisation performance..............................................7QUESTION 5 ..................................................................................................................................8Difference between conflicts and misbehaviour.........................................................................8Difference between official and unofficial industrial actions.....................................................8QUESTION 6...................................................................................................................................9Skills for managing grievance or disputes at the work place. ....................................................9Difference between conciliation, mediation and arbitration.....................................................11CONCLUSION..............................................................................................................................11REFERENCES..............................................................................................................................13
INTRODUCTIONEmployment relation is the human resource method which includes honest, fair andconsistent treatment of all the workers by leaders to increase their loyalty towards their jobs andfirm and is also defined as attempt of company towards maintenance of relationship of theemployees and the manager to prevent rising issues or conflicts from different situations atworkplace so that the organisation can focus on its goals and objectives. This file will discussabout indeterminate nature of employee relation, and it will compare between unitarist andpluralist approaches of employee relation along with discussing factors which are affecting onemployment relation. This report will also include essential features of the contract ofemploymentand analysis of the main sources of UK and EU employment relations law-making withexplaining the main developments in individual employment law and notifying the purpose andscope of statutory trade union recognition. This will also highlight the differences in employeeinvolvement, participation and partnership, comparison between union and non-union forms ofemployee representation with describing link between employee voice and organisationperformance. Lastly this report will focus on differences between conflict and misbehaviour, andbetween official and unofficial industrial action with assessing contemporary trends in the typesof conflict and industrial sanctions. It will also advise skills to managers for effective grievanceand dispute handling procedures and will give differences between third-party conciliation,mediation and arbitration (Marginson 2016).QUESTION 1Analysis of employment relation, comparison between unitarist and pluralist approaches and thefactors which impact the employment relation Employment relations :The relation between the employer and the employees is known as the employee relation.If an organization is having good relations programs in their company it helps them to provideequal and fair treatment to each employee this will increase the loyalty and job satisfaction of theemployees towards the company. The employment relation is among the more complex,complicated and delicate problem within the society of modern industry. The nature ofemployment relation are as follows
The existence of the employment relation depend on two parties – employees andemployers.The relationship between the employer and employees changes when the structure andthe environment of organization.Both collective and individual relations are included in the employment relationsThis relationship is developing and dynamic concept(Liao,Wayne and Rousseau 2016). There is involvement of various parties in the employment relations system.The purpose of these relation is to maintain a proper relation between the worker andmanagement of the company. Employment relation is the result of the relation between the employers and theemployees based on their attitudes towards each other.Comparison between Unitarist and pluralist approaches :BASIS Unitarism Pluralism MeaningIt is overview which highlight theinterest which is shared betweenemployees and employer It is an overview of differentdepartments and their legitimateinterest in the organization. Goals and interest The goals and the interest in thetype is common There is a possibility to havedifferent goals and interests Conflicts Conflict are not adaptive in thismethod The conflict are acceptable and theyarise regularly PaternalisticApproachThe method has paternalisticapproach and the loyalty among theemployees are expected This method does not have thepaternalistic approach as well as theloyalty of employees are notexpected(Stokes and Wood 2016).The factors which impact the employment relation :Communication : This is the most important factor which impact the employment relation. If theorganization is having effective communication, the employer is keeping information about theperformance, helping them to adopt changes in policies and structure, guiding and motivatingthem to work hard and the employees are participating in the monthly meetings, information themanagement about the problems faced by them and helping them to revolve the issues in the2
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