Employment Relations in Organisation : Report
Added on 2020-07-23
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EMPLOYMENTRELATIONS
ContentsINTRODUCTION.....................................................................................................................................2LEGISLATIONS DURING THE ADMINISTRATION OF THATCHER..............................................................3THE POST WAR BOOM ..........................................................................................................................6DEFEAT OF OBSTINATE UNIONS............................................................................................................7TRADE LIBERALISATION AND GLOBALISATION......................................................................................8INCREASING RISE OF INDIVIDUALISM....................................................................................................9THE ROLE OF INSTITUTIONS.................................................................................................................10CONCLUSION.......................................................................................................................................11REFERENCES.........................................................................................................................................12
INTRODUCTIONIn global the historical terms, crisis-whether at individual, group, organisation or state level-is a product of mismatch between the ideal (what is expected) and reality (actual experience).There are certain obligations expected from the parts of both employers and employees, whenthere is a deviation of such expectations from reality, crisis by way of workers’ strike may setin. Most developed societies of the world have witnessed indicators of economic crises-including strikes- at one point or the other in their stage of social progress, Britain is not anexception. There seems to be a historical consensus that strike activities got their height in the1970s where over 10 million of working days were lost to strike, beginning of decline instrike activities started in early 1980s, and since then, there has been a tremendous drop in therate of strike in Britain. The table below may suffice:Source: Lyddon, 2007; Hale, 2008.The factors that led to such decline are my concern in this essay. Such factors areinnumerable, but here, we will briefly discuss forces some of the factors
1.Legal framework of Thatcher’s administration2.The post war boom and deflation3.Defeat of obstinate unions4.Increasing rise of individualism5.Trade liberalisation and globalisation6.The role of institutionsLEGISLATIONS DURING THE ADMINISTRATION OF THATCHERBefore the coming of Thatcher in 1979, the system of work was completely different inBritain, many employers in different sectors had got into agreements of union membershiphaving a specific trade union. The arrangement of such agreement was that employees weremandated to join the union and refusal of any employee to be part of the union may lead tohis/her dismissal by the employer, and such firing was considered right. In fact, it wasperceived to be irrational and uncalled for to employ a worker who was not a member of theunion. In other words, getting a job is contingent upon being participant of “correct” union.In relation to trade union the law gave absolute protection to a union calling a strike whichcomes under industrial action. Requirement for ballot of any kind and need of notice was notessential to employer for timing of any strike or anyone called out. It was perfectly lawful totake secondary action,so to support a dispute union in one industry could take strike. Tosupport a dispute secondary actions were taken and proper legal step could be taken.Administration of Thatcher in the 1980s initiated a law that sought to ensure that actions oftrade unions are reflections of the interests or the agitation of a preponderance of employees.
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