Analysis of Employment Relations and Union Membership

This assignment requires an analysis of employment relations, including the impact of trade unions on jobs and pay, as well as the factors contributing to the decline in union membership. It involves reviewing recent studies and research papers on this topic, extracting key points, and synthesizing them into a cohesive essay. The assignment also includes a list of references from reputable sources such as academic journals, books, and online articles.

Employment Relations

Table of Contents
INTRODUCTION...........................................................................................................................1
Employee voice ..........................................................................................................................1
Decline in trade union influence.................................................................................................1
Critical analysis ..........................................................................................................................3
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
To complete any task in the organization there is need of better relationship between the
employees and employers. Through employment-relation, workers receive their rights and
benefits which are related with areas of labour laws and employment security. There are various
changes which can be seen in the UK's industrial relationship after de-regulation and
privatisation (Appelbaum, Batt and Clark, 2013). Due to changes in the economic reforms,
employers now require more efficient and flexible employees so that company's production can
be increased. To make the better relationship there has been rise in new reforms regarding the
employees. Development of human resource management and related committees has made new
strategies for the partnership of employees and employers and to achieve goals of the company.
Following report is critical review of employee voice and decline in trade union and its influence
within UK.
Employee voice
In organization, employee voice is required in the organizational decision-making so that
they can communicate easily and raise their issues. For the firm, this contributes towards
business-improvement, innovation and productivity while for the employees it helps to provide
those better opportunities, greater influence, job satisfaction and growth. Employment relation in
organisation is maintained by the HR managers. They play great role in developing, hiring and
training the employees Lakhani, Kuruvilla and Avgar, 2013. However, employee’s voice is only
considered in the smaller firms, in large organisation they have weak collective voice. In the
firms, employees can easily negotiate for implementing of flexible working positioning. Further,
disabled employees, older workers and those who require special care can also raise their voices.
It has provided great opportunities to the employees so that they can raise their issues in front of
management. Organisation resolves those issues and which helps in achieving increased
performance level and greater quality of work.
Decline in trade union influence
Trade unions play great role in the Public sectors while it has been opposite to the private
sectors. As per the data, there has been fall of more than 6.9% in the labour union who belongs to
the private sectors. Expenditure of vast amount of money, efforts and government influence
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shows influence by labour movement. There are several reasons due to negative perception exist
and create impact on trade union (Why trade unions are declining, 2017).
Around 500 members from different union gather and make partnership towards
important topics. In youth unemployment, migrant crises continuous increase because of some
changes. Decrease in employment rate has taken place due to major change in economy. Total
employment level in the country has declined nearly around 20 m in 1976 (Appellate, Bart and
Clark, 2013). There are many skilled workers who not getting the effective result. Due to this,
the rate of skilled employee decreased.
Union often seems irrelevant so that in good times employees not require unions support
to secure enhancement in wages and other benefits because profits continually increases due to
economy’s prosperity (Wilkinson, Wood and Deeg 2014). On the other hand, in bad times union
cannot protect business members in terms of lay-offs, wages, working conditions, etc. In real
world, union contracts are make things worse. As the workers are skilled and they did not work
on low cost so it is becoming difficult for company to employ skilled people as they incur high
cost for the company. There are still some firms that are attracted towards low cost labour.
Hence, other firms and sectors are still struggling for cheap and effective labour.
Further, union have also bad image which arrogant, disorganised and threat as well. The
labour has been in news due to illegal activities done by them such as employing child as labour
and doing robbery etc. In addition to this, organising campaigns includes corruption to blunt
union with using aura of greed and corruption Kuruvilla and Avgar, 2013
Other reason that influences the labour is the union policies. Change in union policies take place
due to change in political and economic structure in the country. Now it has introduced the
reform of migrating labour and national healthcare policies. Higher investments were added to
support candidates and to solve their problems related to employment. There are so many
workers in south who become deeply reserved and not supportive due to certain causes. They are
totally against the politician those who are not supporting them and their policies as well
(McGrath-Champ and et.al., 2015).
There are various people who turn to government, but not take part in to union due to
some basic protection requirement. Hence, employees are dependent on government for their
pensions, healthcare, and protection for discrimination and providing several benefits which was
supported by union.
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However, the labour movement also finds the solution for decrease in labour and various
unions is becoming the danger of their membership decreasing into disconnectedness.
(Kalleberg, Nesheim and Olsen, 2015).
Critical analysis
In respect to determines decline of trade union employee relation influence in critical
manner. As per the view of Appelbaum, Batt and Clark, (2013), trade union is formed by various
members that are other employees working with them in organisation. Main objective of
forming in trade union is to serve the interest of different members. The functioning of trade
union includes assuring payment and raises several benefits in business environment
(Appelbaum, Batt and Clark, 2013). Campaigning in work of trade union assists to make certain
changes in laws within the whole nation that is beneficial to gain right workers in business unit.
String trade union movement also make several benefits towards the workers. Therefore, it
protects them to accomplish effective results within the business environment.
However, Lakhani, Kuruvilla and Avgar, (2013) stated that trade union undertaking
different activities that are as follows:
 Negotiate agreements with various employers on the payment and conditions.
 Determines various changes at workplace in terms of large scale redundancy.
 Discuss with various members and concern employers to determine effective results.
 Accompany with members in various meetings.
 Providing members legal and financial advisers (Lakhani, Kuruvilla Avgar, 2013).
Employment growth: Employment growth is considered through taking different factors
into account. It makes effective results within the enterprise for enhancing performances in
successful manner. In UK two third of private sector continued to operate with 25 or more than
25 employees between 1990 and 1998.
Workplace closures: Workplace closers extent to union which precipitate effective
results for some industries which are dependent totally on labour union.
Pay standards: Effects of various types of union has enforced to set the different
standards for making payment .And payment level has been set according to skills and other
factors are kept in consideration while setting the pay levels.
From the above description, it can be stated that modern law has provided trade union
right to convince the employers in certain circumstances. With the support of statutory
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procedures, there is decline in formation of union has taken place over the past two periods. It
can harvest effect on unions working in organisations. Kersley and et.al., (2013) argued that,
study examines effect of union on the employment levels at workplace and benefits on payment
of employees (Kersley and et.al., 2013).
According to Valizade and et.al., (2016), workplace closures are not transferred so this
represents there is no unemployment in large scale industries. There are so many elements that
have effect probably the closing of workplace. Economic performance perform in the effective
manner in the period of time. Statistical analysis also shows that closure depends on industrial
characteristics, type of workplace and nature of work that need to be managed in business
environment (Valizade and et.al., 2016).
However, Godard, (2014) stated that manufacturing industry has several differences that
aims to close that plants where there is no union. Impact was not clear when union introduces
only manual workers but not rest of the workforce (Godard, 2014).
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Illustration 1: Pay level
Source: (THE IMPACT OF TRADE UNIONS ON JOBS AND PAY, 2017)

According to Kalleberg, Nesheim and Olsen, (2015), trade union continued increase in
pay in the private sector during 1998. The firm that not forming no union makes comparison this
comparison was being made in earlier times as well. It is also demonstrates two types of situation
where multi-union are working and pay agreement has covered minimum 70% employees within
business environment. These conditions are also applied on union bargaining or about 15% of all
private sector employees. There was higher payment is given to candidate working in
organisations where union working than for similar candidates in workplace where there is no
union (Kalleberg, Nesheim and Olsen, 2015).
On the other hand Van Wanrooy and et.al., (2013), argued that smaller group of
employees are works at same workplaces which creates several benefits from the union
bargaining activity. Few low-skilled workers are commonly working for higher paid professional
to delivers effective distribution within the private sector. Higher pay level is direct effect to
union which was less widespread. However, indirect impact is most expensive within the upper
section of pay distribution (Van Wanrooy and et.al., 2013).
In addition to this, Howell, (2016) said that isolated analysis proved that trade union also
related with some provisions with some good advantages in same circumstance to accomplish
higher pay. Benefits also enhanced with sick pay and providing pension as well (Howell, 2016).
However, Conway and et.al., (2016) explored that basic pay adjusted annually for most of the
employees in particular case where trade union determine to pay from more than outcomes.
There was continuous increase in wages in private sector during 1997/98 at that time there was
no union member used to urge on negotiation in salary. When other things were taken into
consideration, union settlement there was less settlement which enhanced payment by
employers. In this way, that particular type of union functioning has contributed to lesser
settlement. Employees get benefited by multi-union representation those who get lesser pay and
better pay as comparable to employees working at non-union workplace. When results measured
on the basis of findings on pay levels, then researcher suggest that ability of unions to influence
or increase wages and salaries in long term has decreased.
Further, Giese and Thiel, (2014) examined that there computation for the company to
form union. Although, in general consultation payment also enhance that make certain changes
in business unit. When rate of employment growth is continuous take place, consultation
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arrangement brought into the EU directives therefore, it seems to unlike with impact on
important matters (Giese and Thiel, 2014).
Employee involvement
However, Lakhani, Kuruvilla and Avgar, (2013) stated that employee involvement to
asked questions about various means that used by managers to involves employees in running of
the business enterprise. It can be determines in the term of following aims to develop
employment relations:
 Generate broader employee awareness in business strategy and performances.
 Enable with employee input towards operational issues.
 Enhancement in employee commitment to the business environment (Lakhani, Kuruvilla
and Avgar, 2013 ).
Within the UK, different issues continuously increasing that reflect to the establishment
of engaging services for success. In addition to this, survey also recorded as a growth in range of
methods with involving employees around 80% at workplace with staff meetings. 66% using
team briefings. In addition to this, 61% information can be gather through financial resources.
Staff survey was also used with 37% of workplaces and problem will be solved by 14% of
workplaces.
Effect of trade union on employment
According to Appelbaum, Batt and Clark, (2013), effectiveness of trade union on
employees and employer perception considered for managing relationship between them. Data
from 1998 research has been taken to analyse the relation between employee relations at
workplace. Unification between these relations and unionisation vary with organisational
arrangement in relation to these arguments and vocal representation. The more positive response
was given to McCarthy's view that union lay representation effectively. Material also helps to
make employment relations that given to employer perspective not with employee perspective.
There is only union effect common across employees and employer which has effective
perception in term of employment relations. Union coverage plays vital role in generating wage
premium in organisation (The impact of trade unions on jobs and pay, 2017).
On the other hand Wilkinson, Wood and Deeg (2014), examined that employee relations
are critical to make successful operations within the organisation. With the help of good
communication channel, each organisation can represent information flow among manager and
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employees. It makes true results in small and large enterprise as well. In the large businesses,
legal rules are take place that engage employee representatives (Appelbaum, Batt and Clark,
2013). However, employee representation can be small form of trade union, joint group of
working and work councils that make direct communication among employee and employers.
McGrath-Champ and et.al., (2015) argued that small companies have not required to elaborated
representational system and legal framework that exclude law to consultation with workers
representatives. Further, it is also regardless of the organisation size which advisable for
employers on the basis of periodic environment (McGrath-Champ and et.al., 2015). It is the
critical for small business enterprise as compare to small organisations that are growing with
rapid rates.
As per the point of Weil, (2014), it is advisable for employees to determine effective
system to provide certain information and consultation on the basis of periodic aspects. It is the
critically analysis for small companies to grow at fast rates that are needed to have an effective
system in business unit. Employee contribution plays an important role for the company that
work under certain circumstances. Worker also represents as union in the form of association of
them. Within the organisation trade union is demonstrate aims and objectives of union leader that
protect and advance interest of its union members It has been done through collective bargaining
with employers. On the other hand Marginson, (2016) explores that major discussion take place
when union leader negotiate with employers on the behalf of its union members. Trade union
demonstrates their role in four categories such as craft, firm, general and white collar organised.
Company union represent their employees in a company. Industrial union represents several
forms of worker that are belonged to that industry. Crafted entity focus on skilled workers in
particular field. White collar organisation stands for professors and teachers, etc. (Weil, 2014).
From the above critical analysis, it can be stated that trade union also represent protecting
and improving of employees that create employment relation and positive impact on the
business. It helps to management to recruit employees within the enterprise with diverse social
and economic background. Therefore, it also assists to accomplish successful outcomes that
accomplish goals and grow faster (Kalleberg, Nesheim and Olsen, 2015). Employment relation is
the best element to enhance business performances and outcomes in successful aspect. Therefore,
every enterprise has responsibilities and duty to take proper care for their employees and
provides them several benefits to make sustainable results. Beside this, employees also
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determines their important to take participation in each goal and objectives through share ideas,
opinion, taking responsibilities, etc.
CONCLUSION
From the above report, it can be summarized that employment relationship is the crucial
factor to make successful results within the business environment. In this context, there
employee role required to make successful results with development of the organisation and
relationship as well. In respect to contributes participation of different employees, organisation
has benefits to make successful results in positive aspect. Furthermore, it also concluded about
implications of trade union that create positive impact on the business performance. Moreover, it
articulated critical analysis of trade union in employment relationship within the creative aspect.
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REFERENCES
Books and Journals
Appelbaum, E., Batt, R. and Clark, I., 2013. Implications of financial capitalism for employment
relations research: evidence from breach of trust and implicit contracts in private equity
buyouts. British journal of industrial relations. 51(3). pp.498-518.
Conway, E. and et.al., 2016. Demands or resources? The relationship between HR practices,
employee engagement, and emotional exhaustion within a hybrid model of employment
relations. Human Resource Management. 55(5). pp.901-917.
Giese, K. and Thiel, A., 2014. The vulnerable other–distorted equity in Chinese–Ghanaian
employment relations. Ethnic and Racial Studies. 37(6). pp.1101-1120.
Godard, J., 2014. The psychologisation of employment relations?. Human Resource Management
Journal. 24(1). pp.1-18.
Howell, C., 2016. Regulating class in the neoliberal era: the role of the state in the restructuring
of work and employment relations. Work, employment and society. 30(4). pp.573-589.
Kalleberg, A. L., Nesheim, T. and Olsen, K. M., 2015. Job quality in triadic employment
relations: Work attitudes of Norwegian temporary help agency employees. Scandinavian
Journal of Management. 31(3). pp.362-374.
Kersley, B. and et.al., 2013. Inside the workplace: findings from the 2004 Workplace
Employment Relations Survey. Routledge.
Lakhani, T., Kuruvilla, S. and Avgar, A., 2013. From the firm to the network: Global value
chains and employment relations theory. British Journal of Industrial Relations. 51(3).
pp.440-472.
Marginson, P., 2016. Governing work and employment relations in an internationalized
economy: the institutional challenge. ILR Review. 69(5). pp.1033-1055.
McGrath-Champ, S. and et.al., 2015. Global destruction networks, the labour process and
employment relations. Journal of Industrial Relations. 57(4). pp.624-640.
Valizade, D. and et.al., 2016. A mutual gains perspective on workplace partnership: Employee
outcomes and the mediating role of the employment relations climate. Human Resource
Management Journal. 26(3). pp.351-368.
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Van Wanrooy, B. and et.al., 2013. Employment relations in the shadow of recession: Findings
from the 2011 Workplace Employment Relations Study. Palgrave macmillan.
Weil, D., 2014. Fissured Employment: Implications for achieving decent work. In Creative
Labour Regulation (pp. 35-62). Palgrave Macmillan UK.
Wilkinson, A., Wood, G. and Deeg, R. eds., 2014. The Oxford handbook of employment
relations: Comparative employment systems. Oxford University Press.
Online
Four Reasons For The Decline In Union Membership, 2017. [Online} Available through:
<http://www.cleanlink.com/cp/article/Four-Reasons-For-The-Decline-In-Union-
Membership--15514>. [Accessed on 4th August 2017].
The impact of trade unions on jobs and pay, 2017. [Online} Available through:
<https://www.jrf.org.uk/report/impact-trade-unions-jobs-and-pay>. [Accessed on 4th
August 2017].
Why trade unions are declining, 2017. [Online} Available through:
<https://www.economist.com/blogs/economist-explains/2015/09/economist-explains-
19>. [Accessed on 4th August 2017].
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