MGN410 Case Study: Advanced Energy and Employment Relationships

This case study analyzes the employment relationships at Advanced Energy, focusing on strategies to improve employee relations within the context of a changing energy market. The assignment examines the importance of trust, mutual understanding, and effective policies in fostering a positive work environment. It details the need for new strategies to address challenges faced by newer employees adjusting to technological advancements and increased market competition. The analysis covers the negotiation process for a new employment contract, emphasizing a pluralist approach involving management and employee representatives. Key additions to the new contract include wage increases based on the Fair Work Act 2009, the Work Health & Safety Act 2011, and a discrimination act. Furthermore, the case study stresses the importance of corporate social responsibility, including Aboriginal training programs, addressing global warming, and transparency in wages and taxes. The conclusion highlights how these strategies and contract additions aim to build a strong employment relationship between management and employees, ultimately fostering a more ethical and supportive workplace.

Employment Relationships
Title: Employment Relationships
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Employment Relationships
Contents
Introduction................................................................................................................................2
Advanced Energy – New Strategies for Better Employment Relationship...............................2
Conclusion..................................................................................................................................4
References..................................................................................................................................6
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Employment Relationships
Introduction
The establishment of an employment relationship occurs in a situation when an
employee and employer work together. For developing a positive employment relationship,
there is a need for trust and mutual understanding, which requires the interdependency of
each party. With this interdependent relationship, both the parties benefit. Therefore, for
accomplishing all these different aspects, it is crucial to formulate effective policies and
strategies that can help an organization in increasing the trust between the employees and the
employer. In the organization, Advanced Energy similar attributes and approaches are needed
to improve the employment relations in the organization, which the new employment contract
of the organization should also highlight.
Advanced Energy – New Strategies for Better Employment Relationship
In the organization, Advanced Energy, with the new additions of technologies and the
increasing demand for high standard skills, the functions and the process of the organization
is continuously increasing. This is the need of the hour as the competition in the market is
intensifying. However, the newest and the under-skilled employees of the organization are
facing humongous problems to adjust to these new and continuous changes (Brown, Gray,
McHardy & Taylor, 2015). Therefore, the best approach to handle this issue is that the
struggling employees should be offered with appropriate guidance whenever they are in need.
It is the responsibility of the management to utilize effective leadership skills in reducing the
problems of the employees. The management has to ensure that the employee should be
continuously encouraged and they should not get drowned in failure. The support offered by
the management to the Advanced Energy employees will help in developing a strong
employment relationship between the management and the employee (Carse, 2019). The
management has to act wisely and thus, embarrassing the employee for their failure can
reduce the productivity of the employees massively.
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Employment Relationships
For the formulation of different strategies and the new contract for the employees, in
the negotiation process, the parties that should be involved are the management of the
organization and the employees. In stating that, it should be noted that the new employees of
the organization would not be included in this process. Also, the employees will be
represented by an individual employee of a different section (Elias, 2018). Therefore, for the
negotiation process, the management and employee have to attain the approach of a Pluralist,
as there are multiple sections in the organization. With this approach, the goals and legal
loyalties of both parties can be addressed effectively. This is the reason that only the
management and the employees have been selected for the negotiation process. In this
process, the management has to ensure that they do not utilize the approach of control and
enforcement, but they have to implement an approach of coordination and persuasion (Guth,
2013). Thus, the trade union that is the selected employees from different sections have to put
forward their different needs and demands, but the management and the employees have to
practice collective bargaining to work in harmony and formulate an effective and perfect
employment contract.
In comparison to the old contract, the new contract will include the increase in wages
per hour, according to the addition made in 2018 by the Fair Work Act 2009. It is crucial that
the management includes this new addition to the contract, as this will build a credible image
of the organization in front of the employees, be it old or new. The other addition to the new
contract will be the Work Health & Safety Act 2011. This will help in help in gaining the
trust of the employees and also the potential employees. According to the guidelines of this
Act, the members of the trade union has the permission to enter the premises of the employer,
for any urgent discussion or for clearing any doubts (Roberts, 2016). The other facilities,
which are offered under this act, are that the organization will be responsible for the safety of
the employees and will implement different safety measure and in case of a mishappening,
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Employment Relationships
the management will take all the financial responsibility. Both these aspects have to be
included in the new contract as due to the growing pressure on the employees due to the new
addition of employees and different training, this can act as a driving force and can encourage
and motivate the employee to improve their performance. Also, one addition which will be
made in the employment contract is the discrimination act (Rodgers, 2014). With this act, the
employee will have the opportunity to report against any unethical or immoral act, and the
employee will have the opportunity to get the needed justice. All these additions will be
implemented in the new employment contract from July 2019.
For improving employment relations, advanced energy also has to develop an image
of being a corporate social responsible organization. The organizational approach of the
Aboriginal training program can be utilized in this approach that the organization does not
discriminate amongst majority and minority (Sella, 2015). Along with it, the organization
Advanced Energy should address the current issue of global warming by informing the
communities it is functioning in to utilize energy appropriately and people should develop a
lifestyle, which functions around saving energy. The organization should also inform the
communities and the employees about the different measures which will be taken to increase
the usage of renewable energy. The final step that the organization should take is informing
the communities about the fair wages the organization provide its workers and also, the
different taxes Advanced Energy pays every year, as to fulfill all the legalities, as to
showcase that the organization fulfills all its corporate social responsibilities (Van Peijpe,
2012).
Conclusion
Thus, with all these different strategies and the various additions to the new
employment contract, the organization Advanced Energy will set the foundation for a strong
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Employment Relationships
employment relationship between the management of the organization and the employees.
The additions made in the employment contract will increase the level of trust, which the
employees have in the organization, as the organization is addressing some unethical and
immoral issues, which are commonly practiced in numerous organization. In addition, the
organizational strategy of displaying themselves as an organization that fulfills its corporate
social responsibility will help in enhancing the employment relationship even more.
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Employment Relationships
References
Brown, S., Gray, D., McHardy, J., & Taylor, K. (2015). Employee trust and workplace
performance. Journal Of Economic Behavior & Organization, 116(1), 361-378.
Carse, A. (2019). The Contract of Employment. Industrial Law Journal, 1(1), 1-8.
Elias, P. (2018). Changes and Challenges to the Contract of Employment†. Oxford Journal
Of Legal Studies, 38(4), 869-887.
Guth, J. (2013). Simon Deakin and Gillian S. Morris, Labour Law Astra Emir, Selwyn's Law
of Employment Richard Painter and Ann Holmes, Cases & Materials on Employment
Law Simon Honeyball, Honeyball & Bowers' Textbook on Employment Law Malcolm
Sargeant and David Lewis, Employment Law Brian Willey, Employment Law in
Context. The Law Teacher, 47(1), 112-116.
Roberts, R. (2016). Employment contracts. BSAVA Companion, 2016(4), 14-15.
Rodgers, L. (2014). Public Employment and Access to Justice in Employment
Law. Industrial Law Journal, 43(4), 373-397.
Sella, A. (2015). 2015/19 Successfully appealed pre-transfer dismissal revives employment
contract retroactively, causing contract to transfer (UK). European Employment Law
Cases, 1(1), 10-16.
Van Peijpe, T. (2012). EU Limits for the Personal Scope of Employment Law. European
Labour Law Journal, 3(1), 35-53.
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