Contemporary Developments in Employment Relations

Running head: CONTEMPORARY DEVELOPMENTS IN EMPLOYMENT RELATIONS
Contemporary Developments in Employment Relations
Name of the Student
Name of the University
Author Note

1CONTEMPORARY DEVELOPMENTS IN EMPLOYMENT RELATIONS
Table of Contents
Question 1:.................................................................................................................................3
Question 2:.................................................................................................................................5
Question 3:.................................................................................................................................9
Question 4:...............................................................................................................................10
Question 5:...............................................................................................................................13
Question 6:...............................................................................................................................15
References:...............................................................................................................................17

2CONTEMPORARY DEVELOPMENTS IN EMPLOYMENT RELATIONS
Question 1:
Indeterminacy of Employment Relations:
With an insightful consideration towards the concept of the Employment Relations, it
is visible that the mentioned concept is primarily incomplete or indeterminate. As claimed by
Dundon (2019), there are various factors or benefits from both the part of the employees and
employers that are incomplete in nature. The contracts of employment of the employees are
considered to be primarily incomplete in the design formulation as a large amount of work
that is to be managed by the employees, are left on the managers to decide (Warwick.ac.uk.
2020). The managerial directions inform the employees regarding their operational activities
that are to be done. In such circumstances, a lot job responsibilities or the operational actions
that are prescribed by the managers are required to be executed by the employees. In majority
of the occasion, these comments of the managers or the task distribution specified by the
managers include a lot of tasks that are not mentioned in the employment contracts of the
employees. The signing of the employment contract by the employees in many occasions is
equivalent to signing a blank cheque (Warwick.ac.uk. 2020).
On the other hand, the employers also face the incompleteness of the employment
contracts and that is prominent with the fact that the employers may think that they have
purchased a certain amount of work with the employment contract, however the delivery of
the mutually accepted amount of work largely depends on the ability of the employees to
work. The ability to work of the employees varies in a substantial manner and that creates
uncertainly around the delivery of the amount of work to be delivered. As a result, it is
evident that the act of hiring or the provisions of the employment contract are not necessarily
sufficient for achieving the required or acceptable amount of work and in such circumstances,
the employees are required to be motivated or encouraged by the managers through

3CONTEMPORARY DEVELOPMENTS IN EMPLOYMENT RELATIONS
interventions such as the pride, promotion, threat, competition, discipline, money or loyalty
(Morris, Farrell and Reed 2016). As a result, the nature of indeterminacy of the employment
relations is pretty prominent.
Factors affecting the Employment Relations:
There are various factors affecting the employment relations in the modern world of
trade and they are classified into two broad groups which are the internal and external factors.
Two important internal factors that affect the employment relations are the workplace culture
along with the monetary compensation characteristics and the rewards. As claimed by Kim
and Bae (2017), a positive and productive workplace culture has the possibility of creating a
high performance working environment which has greater potential for accomplishing the
mission and vision of the companies. On the other hand, an inappropriate workplace culture
has the possibility to lead the company towards the increasing conflicts and disruptions in
work. Jacoby (2018), highlighted that the attractive compensation plan and rewards are
crucial for the organizations when it comes motivate and encourage their employees for the
desired enrichment of their performances. On the other hand, the inaccurate formation of the
compensation plan and rewards plan has detrimental consequences for the companies in the
form of the high employee turnover along with a dissatisfied and demotivated workforce.
Two important external factors are the competitors and the government legislations.
The competitor organizations have the possibility of offering higher job roles, higher salaries
and attractive benefits for acquiring the talented employees and the threat of the same has
certainly tremendous impact on the employment relations of any particular company. Along
with that, the frequently changing employment legislations have an important say on the
formulation of the employment relations in the modern world of trade and that is pretty
prominent with the fact that the government legislation influences the formation of the