Employment Relations: Analyzing Economic, Political and Social Impact

This report provides an analysis of employment relations, focusing on the influence of key economic, political, and social developments, particularly within the context of Apple Inc. It describes labor market institutions and legal frameworks, examining their historical development and impact on employment relations structures and processes. The report evaluates the current employment relations system in terms of its implications for economic and social performance at both national and organizational levels, highlighting the importance of factors such as trade unions, collective bargaining, labor laws, and social development in shaping employment relations. It also covers the role of labor market institutions, legal frameworks like minimum wages and employment protection, and the processes involved in maintaining positive employee relations. The report concludes by emphasizing the dynamic nature of employment relations and the importance of ethical conduct and human rights.

EMPLOYMENT
RELATIONS

Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY ..................................................................................................................................1
A brief historical account of key economic, political and social development that impact
employment relations...................................................................................................................1
Description of labour market institutions and legal frameworks in relation to employment
relations historical development in employment relations structure and processes....................3
Evaluation of current employment relations system in relation to implication for national and
organisational level economic and social performance...............................................................5
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
Employment relationship is termed as lawful agreement between employees and their
employees. It exists when an individual performs work under specific situations in exchange of
remuneration. Through employment relations, an enterprise creates and maintains a affirmative
relationship with its employees. (Ackers, 2019). It aims at forming and delivering individual
practices which acquire and hold up positive working interactions between company and its
people. The key to employment relationship is that it enables organisation to determine
elaborated activities after employees have been selected. The emergence of employment
relations is result of development of job rules which provides evident circle of providing
employers with adaptable job allocations. The chosen organisation for this report is Apple Inc.
which is an American multinational technology company specialises in consumer electronics and
online services and main headquarter is located in California, US. There are around 150,000
employees worked for this organisation all around the world.
This report highlights a brief past account of key economic, political and social
development which impacts employment relations. It covers a detailed description of labour
market institutions and legal framework in accordance with employment relations structure and
processes. This report evaluates the current employment relations system in terms of implication
for national and organisational level economic and social performance.
MAIN BODY
A brief historical account of key economic, political and social development that impact
employment relations
Economics is considered as issues related with inflation, unemployment and growth.
These policies impacted highly employment relations as all organisation have been influenced by
deregulation. Labour market forces largely influence wages, working conditions and salaries. In
an ideal situation, demand for employment meet with its supply. The degree to which demand is
unattended is the extent to which employment unions exercises power over working conditions
and pay (Allen and Wood, 2018). Industrial relations became necessarily concerned with trade
unions, collective bargaining and industrial activities. These factors had the disposition to reckon
world of work with robust and production sectors of employment. Economic growth is essential
for maximising productive employment as it is the joint outcome of rise in employment and
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labour productivity. The effect of economic growth on productive employment generation
depends on rate of growth which transforms into productive jobs. Indicators like unemployment
rates, labour force participation rates, employment to population ratio and elasticity of
employment in terms of output helps Apple Inc. in providing valuable insights into economy's
overall development performance. Development in economic situations in employment relations
encompasses Apple Inc. to employ more number of workforce and undertake transitions such as
more women working on part time or fixed contracts. Labour laws within Apple Inc. regulates
employment relations by providing employees protection and benefits as well as right to
collectively bargain procedures and roles. In addition to that, laws associated with labour in
Apple Inc., imply costs, influence wages, employment, allocation of resources and also influence
attributes like trade, welfare, demand and investment.
Political intervention in employment relations has gradually became a generalised facet
of contemporary capitalism. Trade unions are the firms which are based on membership of
employees in several trades, occupations and profession where major aim is on representation of
its members at workplace (Barker. and Christensen, 2019). In initial stages of political
development of employment relations, trade unions functioned as rate payers associations,
maximising the wages of members who become electors by encompasses required qualifications.
Political elements comprises of political institutions, government systems, philosophy, ruling
elite and opposition in direction of labour issues. For example, several communist nations before
adopting new political philosophy, the employment relations were to great extent controlled by
government. But, unions are now at helm of labour activities, the employment relations and is
represented by labour unrest. Majority of trade union are governed by political parties, thus the
employment relations are highly shaped by gravity of engagement of political parties in activities
of trade unions. The legal framework within which employment relations functions is determined
through government and its agencies. These comprises of elements such as trade union
representatives, employers and selected employees. Within Apple Inc. the political framework is
the political imposition on employee and employer relationship. For instance, the amount of
hours fixed for an employee to work per week and fix wage that an employer is liable to pay to
an employee for certain amount of work. The government can directly or indirectly engage in
employment relations processes within Apple Inc.
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Social development within Apple Inc. involves managerial prerogative, joint regulations,
law, customs, practices and individual bargaining. Employment relations exists in web of social
relations which are considered to be transient, passionate, intense, familiar and institutional.
Employee behaviour towards unions have changes over time which results in positive attitude
towards work. Social attributes like groups creed, values, behaviour, status had highly influenced
employment relations in early stages of industrialisation (Chan and He, 2018). These give rise to
employment relations as master and servant as well as high caste or low caste. But the
emergence of both industrialisation and globalisation, these attributes have slowly lost their
importance. Within Apple Inc. employers do not ask for social groups their employees belong to
as the management believes in diversity in organisation. The firm provides equal opportunity to
both men and women as well as provides them same wages. Social development in employment
relations also includes maintaining a satisfactory work life balance. In Apple Inc. employees
simply handles their job roles and also able to fulfil their role as family members. The
organisation provides good working conditions to its employees so they would not feel burnt out
and gives them necessary holidays so they can go on vacations. Employers of Apple Inc. highly
considers making social environment secure at workplace. Providing better employment
relations influences employee health in positive way , their productivity and their communication
with organisation.
Description of labour market institutions and legal frameworks in relation to employment
relations historical development in employment relations structure and processes
Labour market institutions are concerned with policy interventions or corporate
enterprises which intervene in wages and employment determination. For example labour
unions, regulations on minimum wages, employment protection practices and active labour
policies of market (Cullinane, 2018). An essential part of labour economics has been associated
with issue of labour market institutions, their engagement and its influence on labour market
outcome. Legal frameworks of employment is associated with job contract, common laws, rights
and liabilities of both employers and employees, statutes and agreements. Employment relations
system was presented by the degree to which rights and responsibilities of employees and trade
unions were reverence in law. Labour laws provides comprehensive framework to regulate terms
and conditions of employment relations. Labour market institutions have emerged over time and
have influenced several attributes of employment relations related to unemployment or minimum
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wages. These institutions have use broad variety of data sources such as collective time series for
people working, panel data of employees and employers. Minimum wages is one such legal
framework that is followed by Apple Inc. in their organisation where the employers are liable to
pay minimum amount of remuneration to employee for their performance. Labour market
regulation performs an essential role in safeguarding employees interest. It allows Apple Inc. to
facilitates protection to its employees in dynamic business world and ensures that the
management follows all rules in favour of its employees. In addition to that, it looks at role of
regulation in operationally describes employment status, widening protection beyond standard
employees practices and maintains power control between employers and their employees.
Key prospects of legal frameworks in employment relations is clearly deriving
employment status of employees in labour market regulation. Employment status represents as
entrance to several employee rights and securities involving employment and social protection.
It states that policy and law enforcement should reduce opportunities for misclassification of
workers. Several times employers misclassify employees with attempt to obviate employment
regulation, obligations of tax and employees representation as well as to transform threats onto
employees and attain competitive advantage. Labour market institution clarifies and revised
regulations and guidelines for determining employment status (Harley, 2018). This helps in
minimising the scope of grey zone among self employment and employee status which means
that employees who share specific characteristics of employment in both forms. Thus legal
frameworks reduces the scope of grey zone which further minimises uncertainties for both
employees and employment and minimise litigation. Adoption of labour market regulations in
Apple Inc. will allow firm to benefit employees in grey zone and provide them fair pay,
appropriate working time, occupational health and security, anti discrimination regulation and
employment protection. Apple Inc. have also developed unemployment insurance as significant
part of their welfare institution. Dismissal of employees on grounds of misconduct, an employer
can terminate employment without serving written notice provided through disciplinary inquiry.
Strengthening penalties for organisations which failed to comply with regulation can also assists
in addressing false self employment. In case of situations where abuses are minimal, organisation
may have less incentive to accurately classify employees. Employment protection comprehend
set of regulations related to labour contracts which restricts employer's ability to dismiss an
employee without providing notice and their wages.
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Employment relation process are associated with steps undertook by management after
mutually consent for employee union. It helps in regulating how management manages
processes, challenges and employment relations with its employees. The role of this process is to
produce a affirmative surroundings for employees with hope to keep them loyal and to get them
more engaged in their work. Within Apple Inc. employers strives to maintain a robust employee
relation process by promoting an open dialogue which provides employee a constructive ans
transparent environment (Harsh and Prasad, 2020). Its major focus is on solving issues faced by
employee within workplace. The management of Apple Inc. focuses on firm's mission and values
so that the employees can align their values and experiences with them. Employees in the
organisation often feels proud of their own achievements as their employers motivate them more
than criticise. Apple Inc. employers timely offer career development to its employees so they feel
happier when they work towards company goals.
Employment relations structure comprises of rights, discipline, counselling, engagement
and communication. The major intent of structure is to develop employee relations now and in
future so that the partnership and continuous development can take place in organisation.
Purpose of this structure is to agree that both employer and employee work in mutual interest to
produce, observe and handle employee relations structure. In order to enhance employee
relations within Apple Inc. employees represents continuous communication, consultations and
negotiation in properly agreed forums. Its aim is to work co-operatively and resolve all
challenges at earliest possible (Howell, 2021). The management of Apple Inc. takes on
appropriate training so that all employees and employers relations can improve the operations of
structure. Employers of Apple Inc. ensures that all the departments of firm follows the set
structure of company to enhance the relations of employees with their employment prospects.
Evaluation of current employment relations system in relation to implication for national and
organisational level economic and social performance
Employment relations system is dynamic in nature as it transforms with tasks of jobs
within given employment. Within Apple Inc. the management creates team and aids in creating
an surroundings which allows all to work with their full potential. The system of employee
relations comprises of interviewing employees in their native language and without presence of
management to ensure that their observations aligns with their experiences. Apple Inc. is
committed to valuing highest standard of labour, human rights as well as environmental and
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ethical conduct. The organisation believes in creating a culture where employee from any
background belongs which sparks progress and innovation in direction of comprehensive
workforce and better world. Apple Inc. undertook a inclusive communication plan for both
internal and external (Lansbury, and Bamber, 2020). The firm has adaptable communication
structure in form of inverted pyramid where information streams from lower departments to
upper. Current employment relations system of Apple Inc. also comprises of incentive
compensation which the management utilises to motivate employees. This involves bonus pay,
which comprises payment on attaining the objectives of tasks assigned to employees.
But with all that, sometimes the situations of conflicts arises at workplace due to clash of
interest, point of views, goals or values. These can cause full breakdown of employment
relationship if one employee thinks to continues the conflict. In positive approach, conflicts can
result in productive growth when managed and resolved properly by employers of Apple Inc.
Sometimes organisation lacks resources to attain goals of each employee within firm. The
predetermined division of firms with functional lines makes it difficult for employees to look at
bigger picture of organisation and instead they tries to increase their own department outcomes.
Conflict resolution process is a mutual agreement to address the problems and explore
resolutions. It is an effort to comprehend the point of views and concerns of opposing employees
or employers (Regalia and Regini, 2018). It is associated with examining transformations in
behaviours, attitudes and approaches to work in both the sides which will diminish negative
feelings.
The employers of Apple Inc. can undertake several strategies to manage conflict within
workplace. First of which is accommodation where one employee give in without operating
through the conflict. It comprises of cooperative efforts and requires sacrifice from one of the
party. Employees plays down their differences with employers and encourage more on common
features. Second strategy is negotiation which is also known as comprising strategy that
comprise of moderate extent of group action and positiveness. In this case, both the sides
presents their positions and strives to reach a stage of acceptable compromise. Another strategy
is collaboration which needed high degree of group efforts on both employee and employer part.
This involves discussing extent of employee objectives and need (Wright and Kaine, 2021). This
strategy takes certain time but it helps the firm to address the underlying challenges of conflict
situations. This results in making a long lasting and productive conflict resolution strategy.
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CONCLUSION
From the information presented above, it has been concluded that concept of employment
relations focuses on regulation of work thus it takes into account broad economic and social
impact on relative power of capital and labour. Employment relations address the problem of
timely availability when new customers arrive within company. It is build on employee's
agreement to be accessible to initiate certain kinds of work their employee directs. This involves
that jobs should be assigned to mutual satisfaction of parties in order to obviate issues that arises
frequently in employee classification and transfer. Employment relations revolves around
economics which is detailed through approach on how employment relations take economic
transactions all over world. Labour market institutions are termed as policy interventions which
comprise of labour unions and unemployment insurance. Their role is to provide flexibility in
wages, in employment contracts and in minimum hours. Employment relations structure involves
open communication between employees and employer, showing gratitude, giving consistent
feedback and appreciation. The goal of employee relations is to form legal framework which
defend firm and employee while making a productive workplace. Effectively carried out
employment relations promotes the need and culture of an organisation as well as helps in
reducing interruptions and resolve challenges in time.
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REFERENCES
Books and Journals:
Ackers, P., 2019. Neo-pluralism as a research approach in contemporary employment relations
and HRM: Complexity and dialogue. In Elgar introduction to theories of human
resources and employment relations. Edward Elgar Publishing.
Allen, M.M. and Wood, G., 2018. Institutional theory and employment relations. In The
Routledge Companion to Employment Relations (pp. 125-141). Routledge.
Barker, K. and Christensen, K. eds., 2019. Contingent work: American employment relations in
transition. Cornell University Press.
Chan, C.K.C. and He, Y., 2018. The transformation of employment relations in contemporary
China 1. The Routledge companion to employment relations. pp.402-417.
Cullinane, N., 2018. The field of employment relations: a review. The Routledge Companion to
Employment Relations. pp.23-36.
Harley, B., 2018. Sociology, the labour process and employment relations. In The Routledge
Companion to Employment Relations (pp. 81-92). Routledge.
Harsh, H. and Prasad, A., 2020. Employment relations and perceived organizational
performance: the moderating role of technological intensity. Employee Relations: The
International Journal.
Howell, C., 2021. Rethinking the role of the state in employment relations for a neoliberal
era. ILR Review. 74(3). pp.739-772.
Lansbury, R.D. and Bamber, G.J. eds., 2020. International and comparative employment
relations: National regulation, global changes. Routledge.
Regalia, I. and Regini, M., 2018. Trade unions and employment relations in Italy during the
economic crisis. South European Society and Politics. 23(1). pp.63-79.
Wright, C.F. and Kaine, S., 2021. Employment relations in Australia. International and
Comparative Employment Relations: Global Crises and Institutional Responses, p.105.
Young, D., 2020. “I was never trained to do any of that”–personalisation and the impact of the
“customer” on employment relations in voluntary sector social care. Employee Relations:
The International Journal.
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