Influence of the EU on industrial democracy in the UK

This presentation explores the influence of the EU on industrial democracy in the UK, including the benefits for employees and businesses. It discusses the involvement of employees in business operations, the promotion of globalisation, and the emphasis on ethical working. It also examines methods used to gain employee participation in decision making and the impact of human resource management on employee relations.

Employee Relations

TASK 4.1
Influence of the EU on industrial democracy in
the UK

Employee Relations
• Employee relations is the
relationship shared by
employer and employee
at the workplace. The
success and failure of the
organisations is
dependent upon the
relationship shared by
their the workforce in the
organisation.

EU and Industrial Democracy
• Industrial Democracy: It
means involvement of
employees in the business
operations.
• European Union (EU):
EU is a unique political
and economic ion of 28
countries that is primarily
located in Europe.

Influence of The EU on Industrial Democracy In
the UK
• EU has influenced a lot on industrial democracy.
• The unions are perceived as an institution, whereas
employees gets benefited from the same.
• EU promotes globalisation, where organisation can see
this as an opportunity to expand its business.
• EU provides better working environment for the
businesses to carry out its operational, manufacture and
selling activities.
• EU policies ensures companies emphasizes on ethical
working, the fair trade has developed over the years.

Cont...
• EU protects consumer interests and rights.
• Companies focuses on sustainable development.
• EU protects the environment from global warming
and other pollution issues.
• EU provides better working environment to the
companies.

Task 4.2Task 4.2
Methods used to gain Employee participation andMethods used to gain Employee participation and
involvement in decision making processinvolvement in decision making process

Methods used to gain Employee participation inMethods used to gain Employee participation in
decision making processdecision making process
• Sharing of Informations
• Development of
Individuals
• Commitment to Quality

Cont...
• Consultation
• Financial and
board level
participation
• Motivation

Task 4.3
Impact of Human Resource management onImpact of Human Resource management on
Employee relationEmployee relations

Impact of HRM on Employee
Relations
• Human resource management plays an important role in
employee relationship.
• HRM does affects the relationship of employer and
employee.
• Managers ensures active participation of employees in
various activities organized by the management.
• Employees plays a crucial role in success of any
organisation.
• Mangers should motivate their employees at the workplace.
• Motivated employee will definitely be able to work more
efficiently and effectively.

Cont...
• Managers can give motivation in forms of incentives, bonus,
rewards and promotions to employees.
• That will encourage the employees to perform better and it will also
create a healthy competition within the organisation.
• These motivation factors influence others as well to perform better.
• Mangers should allocate the responsibilities equally to the
employees as per their interest level.
• There should not be any discrimination at workplace regarding sex,
colour, religion etc. managers can enhance the skills and knowledge
of employees through training and development programmes.
• By organising management events and management games
employee relations can be improved.

REFERENCES
Blyton, P. R. and Turnbull, P. J., 2004. The dynamics of employee
relations. Palgrave Macmillan.
Boella, M. and Goss-Turner, S., 2013. Human Resource Management
in the Hospitality Industry: a Guide to Best Practice. London:
Routledge.
Condliffe, P., 2012. Conflict Management: a practical guide.
LexisNexis Butterworths.
Bruining, H. and et.al., 2005. The impact of business ownership change
on employee relations: buy-outs in the UK and The Netherlands. The
International Journal of Human Resource Management. 16(3). pp.345-
365.
Choy, L. H., 2012. Assessing earnings management flexibility. Journal
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