International Employment Relation Essay | Denmark & France
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Added on 2020-02-24
International Employment Relation Essay | Denmark & France
Added on 2020-02-24
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Running head: INTERNATIONAL EMPLOYMENT RELATIONInternational Employment RelationName of StudentName of UniversityAuthor Note
1INTERNATIONAL EMPLOYMENT RELATIONThe essay focuses on the importance of maintaining a positive relationship between anemployee and an employer. Proper employment relation is needed in order to maintain theworkflow in an organisation. Managing the grievance of the employees is an important aspectthat every organisational manager needs to consider. In a broader context, the relationshipbetween organisations, with the State Government of a particular country is also considered asinternational employment relation. The interference of a State Government can act as a hugedrawback for any organisation. The essay highlights the role of the State Government inmaintaining positive employee relations within the organisation. For the purpose of the essay,two countries are chosen and the contrast between the countries in terms of the working of anorganisation and the roles of the State is analysed. The countries chosen for the purpose of theessay is France and Denmark. Both the countries have a vast population and consequently, theeconomy of the countries is well maintained. Further details about the countries are provided inthe essay in order to understand the working of international employment relation in theorganisations of the countries. Hence, the State Government plays a vital role in ensuring thatorganisational conflicts do not hinder the progress made by the companies. The essay providescontrasting evidence about the role of the unions played within the organisations in the countries.The essay also states the international employment relationship that exists in France andDenmark and takes into consideration the contrasting role of the State in both countries. A validconclusion is provided that summarise the difference between the countries and the impact of theState Government while maintaining and promoting international employment relation within theorganisations. International relations are based on understanding the cooperation made at aninternational level between transitional organisations. The knowledge analysing foreign policy,
2INTERNATIONAL EMPLOYMENT RELATIONways to negotiate with conflicts and disputes within an organisation. Furthermore, it also dealswith the role played by the Unions in bringing about a mutual understanding between theemployee and the employer in the case of conflicts and disputes. As stated by Watson, (2017), itis important for managers and employees to maintain a proper relationship with one another forthe purpose of the organisation. Relationship with the employees is based on legal laws that bindthe services and work provided by an employee in an organisation. The role-played by the Unionmembers as well as the State in protecting or managing relations is based on the interests of thecountry as a whole. Hence, due to this reason, different countries have different ways andpolicies to negotiate with matters related to the international relations. In this context, it can besaid that the unions of France follow historical revolutionary tactics during the labour movementand any conflict issue (Tapia & Turner, 2013). The international relations are fragmented due tothe absence of mutual understanding between the people working in an organisation. Denmark,on the other hand, allows a high involvement of the political system in a matter related toorganisational conflict and collective bargaining (Auer, 2010). This is mainly because of the factthat the Danish market has witnessed a high growth rate due to the existence of an industrialconflict. The role of the unions played in both the countries is described and a comparison ismade to understand the difference.According to Bryson, Forth & Laroche, (2011), the main characteristic of the FrenchUnion is the existence of pluralism, rivalry and fragmentation. This mainly occurs due to thelack of trust and relationship between the different leaders of the Union along with theemployees and the employers. Due to this Unionism in the country have been on the declinesince the 1970s and currently, it is below 8%. The reason behind the decline of the unionism isthe mistrust of the younger generations. Most young employees provided negative feedbacks as
3INTERNATIONAL EMPLOYMENT RELATIONto the existence of unionism. This is mainly because of the constantly changing French economy(Damesin & Denis, 2005). Moreover, the unionism was also biased in terms providing wages aswell as employment. The employees not indulging in work were given payment as much as anemployee engaged in full-time work. This led to a conflict of interests among the employees.Moreover, the union members did not receive extra facilities for providing critical ideas andsolutions during conflict situations. Gumbrell-McCormick & Hyman, (2006) stated that the mostimportant reason for the decline of unionism is the fact that employers wanted to make directcommunication with the employees. This is because the employers wanted to solve anyemployee grievances directly and not involve a third person. In order to prevent the decline ofunionism, the State Government of France set up five national union confederations that weredivided into ideological and religious lines. These confederations were allocated rights that madethem remain independent from the presence of actual unionism. Presently, this process is still ineffect and is the cause for the little unionism that exists in France. On the other hand, the unionism of Denmark is different from that of France. Unlike inFrance, the Danish Trade Unions exist to the present day. The Danish Trade Union wasestablished in 1898 and is the largest and proficient Trade Union in the country. Burroni &Keune, (2011) stated that Trade Unions under the Danish Confederation represent workers bothskilled and unskilled for the public as well as the private sectors. This helps in the reduction ofunemployment rate in the country and ensures that organisations can find talents whenever it isrequired. One of the main reasons for the success of the Trade Unions is the fact that it is dividedinto various categories that represent the requirements of the industries. A mixture of craft,general and industrial unions consist of this conglomerate and aims to concentrate on unions oflarger and fewer units (Hansen & Mailand, 2013). Another reason for the success of the union is
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