International Employment Relations: State's Role in France & Denmark

This essay delves into the intricacies of international employment relations, focusing on a comparative analysis between France and Denmark. It examines the significance of maintaining positive employee-employer relationships, essential for organizational workflow and conflict management. The essay highlights the roles of State Governments and unions in shaping these relationships, using France and Denmark as case studies to contrast their approaches. It explores the historical context of unionism, collective bargaining, and the impact of State interventions, such as labor laws and social protection institutions, on employment dynamics. The analysis covers aspects like union decline in France versus the success of Danish Trade Unions, the influence of collective agreements, and the State's approach to unemployment and wage negotiations. The essay concludes by summarizing the key differences between the two countries and the varying degrees of State involvement in fostering international employment relations within organizations.

Running head: INTERNATIONAL EMPLOYMENT RELATION
International Employment Relation
Name of Student
Name of University
Author Note

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The essay focuses on the importance of maintaining a positive relationship between an
employee and an employer. Proper employment relation is needed in order to maintain the
workflow in an organisation. Managing the grievance of the employees is an important aspect
that every organisational manager needs to consider. In a broader context, the relationship
between organisations, with the State Government of a particular country is also considered as
international employment relation. The interference of a State Government can act as a huge
drawback for any organisation. The essay highlights the role of the State Government in
maintaining 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 an
organisation and the roles of the State is analysed. The countries chosen for the purpose of the
essay is France and Denmark. Both the countries have a vast population and consequently, the
economy of the countries is well maintained. Further details about the countries are provided in
the essay in order to understand the working of international employment relation in the
organisations of the countries. Hence, the State Government plays a vital role in ensuring that
organisational conflicts do not hinder the progress made by the companies. The essay provides
contrasting 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 and
Denmark and takes into consideration the contrasting role of the State in both countries. A valid
conclusion is provided that summarise the difference between the countries and the impact of the
State Government while maintaining and promoting international employment relation within the
organisations.
International relations are based on understanding the cooperation made at an
international level between transitional organisations. The knowledge analysing foreign policy,

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ways to negotiate with conflicts and disputes within an organisation. Furthermore, it also deals
with the role played by the Unions in bringing about a mutual understanding between the
employee and the employer in the case of conflicts and disputes. As stated by Watson, (2017), it
is important for managers and employees to maintain a proper relationship with one another for
the purpose of the organisation. Relationship with the employees is based on legal laws that bind
the services and work provided by an employee in an organisation. The role-played by the Union
members as well as the State in protecting or managing relations is based on the interests of the
country as a whole. Hence, due to this reason, different countries have different ways and
policies to negotiate with matters related to the international relations. In this context, it can be
said that the unions of France follow historical revolutionary tactics during the labour movement
and any conflict issue (Tapia & Turner, 2013). The international relations are fragmented due to
the 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 to
organisational conflict and collective bargaining (Auer, 2010). This is mainly because of the fact
that the Danish market has witnessed a high growth rate due to the existence of an industrial
conflict. The role of the unions played in both the countries is described and a comparison is
made to understand the difference.
According to Bryson, Forth & Laroche, (2011), the main characteristic of the French
Union is the existence of pluralism, rivalry and fragmentation. This mainly occurs due to the
lack of trust and relationship between the different leaders of the Union along with the
employees and the employers. Due to this Unionism in the country have been on the decline
since the 1970s and currently, it is below 8%. The reason behind the decline of the unionism is
the mistrust of the younger generations. Most young employees provided negative feedbacks as

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to 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 as
well as employment. The employees not indulging in work were given payment as much as an
employee 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 and
solutions during conflict situations. Gumbrell-McCormick & Hyman, (2006) stated that the most
important reason for the decline of unionism is the fact that employers wanted to make direct
communication with the employees. This is because the employers wanted to solve any
employee grievances directly and not involve a third person. In order to prevent the decline of
unionism, the State Government of France set up five national union confederations that were
divided into ideological and religious lines. These confederations were allocated rights that made
them remain independent from the presence of actual unionism. Presently, this process is still in
effect 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 in
France, the Danish Trade Unions exist to the present day. The Danish Trade Union was
established 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 both
skilled and unskilled for the public as well as the private sectors. This helps in the reduction of
unemployment rate in the country and ensures that organisations can find talents whenever it is
required. One of the main reasons for the success of the Trade Unions is the fact that it is divided
into 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 of
larger and fewer units (Hansen & Mailand, 2013). Another reason for the success of the union is

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the fact that it works in a coordinated manner rather than an individual entity. This helps to large
unions to remain dependent during the time of negotiation. A high union density was achieved
and collective agreement became an important element for negotiation in the private sectors. In
the modern day, the existence of competition between the unions has been replaced by the
cooperation among the different union managers (Hassel, 2009). However, due to the minimum
interference of the State the membership has declined to around 50%. This has been predicted as
a continuing trend with the years to come. In this regard, a similarity can be established with
France. The process of international employment relations maintained in France can be detailed
using the effectiveness of the unions.
The international employment relations are maintained due to the existence of various
representative bodies at different levels of an organisation. This includes dealing with the
grievances of the employees, maintaining consultation in the workplace and participating in
collective bargaining method and conflict resolution at the workplace. Thomas, (2016) stated that
one of the main characteristics of the organisations in France is the fact that the delegates are not
allowed to represent any union member. However, the choosing of the delegates is done from the
consent provided by the unions. The local union branch of the State appoints the delegates and
provides responsibilities. Reports suggest that despite the decline in unions, about 38% of the
private sectors in France indulge in unionism. The concept of collective bargaining came into
focus from the development of the international relations in France (Laroche, 2016).
Organisations that possessed a steady unionism encouraged employees to interact and negotiate
the pay and hours. However, there had been times when the decision made by the employer has
been accepted as the final decision. Apart from the collective bargaining system, the State
Government developed a social protection institution. The employees formed the institution with

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the assistance from the five union representatives. This institution protects the funds for social
security, pension, and unemployment insurance and so on. The problems that arise in the welfare
of the social protection system are maintained in these securities along with the problems of the
inability of social partners to undertake reforms without the intervention of the State
Government. Mehaut, (2005) stated that the right to strike is imposed on the members of an
organisation any time if a proper negotiation does not take place.
After analysing the international employment relation of France, a detailed yet
comprehensive analysis is required to be done in the case of Denmark. Ilsoe, (2016) stated that
collective bargaining was considered as the most reliable method of solving disputes that arise
between employee and employers. This normally arose due to improper payment and working
conditions in the workplace. The State has formulated the labour market and welfare policies for
the subsequent development of collective bargaining. The market features of Denmark include a
coordinated approach that is based on the development of policies. Coordination exists among
the Trade Unions that make it difficult for the State to interfere. Any violations of workplace
rules lead to negotiation between the employees and the employers. Hence, Gooderham et al.,
(2015) stated that Denmark is considered as a negotiated economy. It has been seen that about
85% of the market covers the collective agreement policy. Although some workers are covered
by individual contracts, the private sector covers about 75% of workers working under the
collective agreement scenario. Ibsen, (2016) stated that such a system increases the advantage to
develop a scope of improvements. Standards are set by public and financial sectors in order to
attain social welfare elements used for making collective agreements. The State is of the belief
that major conflict in organisations sets up premises for new collective bargaining models. This
can be used in order to understand the effectiveness of these models and make further

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recommendations about the use of the collective agreement. Thus, Denmark adopts this approach
to maintain proper employment relation and ensure that the interference of the State is less. In
this regard, the role of the State in both France and Denmark can be critically analysed.
According to Rose & Melander, (2016), the State intervenes in the organisational
matters of France. This is because the French people believe in maintaining the historical
process that has been the highlight of the evolution of industries in the country. This intervention
prevents employers and unions to indulge in voluntary collective bargaining and make a mutual
agreement that may benefit the organisation. The formulation of industrial law has formed a link
with the collective agreement that exists in the organisations. The link is based on the content of
collective agreement and the results that arose due to the tripartite discussions. Rose & Pineau,
(2016) stated that since the State is a major employer, it possesses the power to put pressure on
the pay scales of the employees working in the private sector. The State has taken considerable
measures to reduce the rate of unemployment in the country. The unemployment is mainly
caused among the young people and the people working for a long time in an organisation. The
main reason for the high unemployment rate of this group of people is the fact that organisations
look for experienced yet young candidates. Thus, it becomes difficult for this group of people to
find proper employment in the sectors. Concerning this, two programmes were created that
aimed at providing jobs to the people. This includes the "Jobs for Young People" and the Aubry
Law that defines the 35-hour work law. The Aubry Law provided the much-needed boost to
collective bargaining and provided encouragement to negotiate about wages and recruitment of
people (Milner, 2012). In the modern day, the State has managed to compromise rather than
impose its decision in the managerial activities of a company.

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Thus, it can be seen that the State plays a major role in the organisational development
and international employment relation in France. However, in the case of Denmark, this is a
different scenario. As seen from the above discussion, the employment relations in the
organisation are managed by the Trade Union. The State pays little or no heed to the process
of work that goes on in the organisations. However, Wagner & Refslund, (2016) stated that the
role of the State is important in order to maintain the political as well as the economic scenario of
the country. One of the key roles played by the State is providing support to the legislations that
govern the rights of the employees. The rules related to the rights of the employees, collective
agreement and industrial conflicts are fixed to keep in mind the interests of both parties. Despite
this, the State plays a small part in the functioning of an organisation (Ibsen, Høgedahl &
Scheuer, 2013). The legislation laid down by the State is limited when it comes to organisational
context. This includes no legislations that govern the formal registration of trade unions in the
organisations. Apart from this, no fixed law related to the minimum wage of an employee exists.
This can cause serious problems for the employees as most employers can refrain from providing
the minimum wage for the work done. Madsen, Due & Andersen, (2016) observed that the
political intervention is mainly due to the European Union demanding the legislations of the
country. In the matters of labour market policy, the State encourages opinions from the unions
and the employer association. However, the State ensures that unemployment is reduced by
recruiting people to work for the public organisations.
Thus, it can be concluded that maintaining proper relation with the employees require
the use of certain techniques. These techniques come in the form of mutual understanding among
the employees and the employers along with interference from the Trade Unions. The contrasting
technique adopted by the State Government of France and Denmark are of significant

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importance while analysing the role of State in employment relations. It can be seen that the
interference of State in order to protect the historical progress of organisational development in
France is a countering technique to the limited interference of the State of Denmark. This can be
considered as a debatable topic as most people believe that interference of the State is necessary
for the development of an organisation. However, others believe that organisational matters
particularly private organisational matters need to be dealt by the members of the organisation
itself. The role of the Trade Union in this regard can be effective in maintaining negotiation
between the employer and the employee. The State Government of France and Denmark adopt
different techniques in order to mitigate the grievance of the employees. In the case of France,
the rate of which the unions have declined led by the State to take control of organisational
proceedings. However, there have been improvements concerning the increased number of
unions. In the case of Denmark, the less interference of the State makes the Unions and the
employee association strong.

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