Employee Relations And The Workplace

As she sat in her office in Winnipeg, Britney MacPherson thumbed through a textbook on

Whilst the objectives of trades union have traditionally been to maintain and improve the conditions of their worker members, this has more often than not, manifested itself in a conflict and struggle with the “political systems” adopted by the hierarchy of company management. This is certainly evident in the conflict at Riverside. What adds another dimension to the situation is the family connection that exists between Steve and Rod.

Trade unions are associations of workers and are formed with the intention of protecting the workers against exploitation of the employers and also to improve the workers’ conditions. (Chand) This includes making sure that workplaces are safe and that people’s health is not being put at risk through their jobs. There are many trade union organizations working for the welfare of the workers. Manufacturing industry such as Honda Motor Co., Ltd a world’s famous car manufacturing company established in 1948 is also is facing trade union practices from its workers. Some trade unions claim that Honda is unfairly treating their workers. Unite, Britain’s largest union, has told the car manufacturer based in Swindon it is ‘treating

This article examines union response to employee’s needs and concerns. The writers finding suggests that in the short term, unions adopted a strategy of compliance and requirement through the development of hybrid forms of voice, such as staff consultative committees. They further understand that non-union forms of employee representation may not allow employees to express dissatisfaction with the workplace because of employer retaliation. Unions, the research explain would seek to dominate these committees by ensuring that their members were elected as staff representatives, thereby safeguarding the dominance of union voice. The non-union employee representation that was created, however, was constrained as an expression of employee voice. Despite this constrain unions have actively involved in establishing representative structures that give exposure to a broader set of organizational issues than those normally covered by collective bargaining. However, where unions have been weak or entirely absent from the workplace, employers were motivated to instigate alternative voice mechanisms through non-union representative bodies in order to channel dissatisfaction, facilitate communication

Trade union is a form of organization where employees and leaders with common interests join in order to promote and protect those interests. These collective organisations have the role to negotiate with the employers the wages and the working conditions, they also help ease the relationships between employers and employees by diminishing the conflict between them and act collectively when it comes to implement the terms of collective bargaining. As Webbs shows, the trade unions are ‘a continuous association of wage-earners for the purpose of maintaining or improving the conditions of their working lives’(Webb and Webb, 1920, 1). Because the employer has the power in an organisation by having the authority to hire and fire people, the

Employment relation is one of the vital and critical parts of HRM. For making an effective and healthy relationship between employers and employees, it is important to understand the perception of employment relations along with its importance in an organisation (Wang & Chen, 2005). Thus, if an organisation fails to understand its significance of employment relations and unable to manager employer and employee relationship efficiently, this might lead to impact on the organisation power and will deter its strength and profitability. According to Singh (2011), employee relations is basically a study of regulations, agreements and rules through which employees are accomplished with collective and individual group, importance imposed to individual

Ultimately, the evasion of strikes and industrial conflict lies in the hands of management. Management’s response to collective bargaining can yield either positive or negative results; management can use the collective bargaining to expand their knowledge of the production process and improve the operation of the workplace therefore bolstering efficiency, or management can meet collective bargaining with opposition,

The strike-within-the-family context elucidates for the common man the power the workers, when unified, wield over the employer.

Table 1 indicates the relationships between managerial de collectivization strategies and employee responses. Six types of workers resistance are found as join union, informal collective type responses, the covert challenge to management authority, change in the work process, covert disruption to do things differently and withdrawal behaviors. The empty cells in the table told that some of the employee lack of support system to organize resistance. The first strategies which are managerial anti-unionism were highly attacked by the employees in different sectors. This is the famous form of resistance observed. For example, Servo and Tellcorp share the same response. The workers were afraid to face the union directly because the union did not be approved in the firm. The workers were disbanded from joining a union. In TEC where 6 respondents had been interviewed, they must join the union without employer notice. Moreover, a worker from Mini Steels had to forgo his membership threatened by his company. He asked to do so as a condition to receive a compensation provided. Surprisingly, there are also employees who actively join a union said the reasons they joined mainly because of personal interest such as protection and as a matter of principle.

Why do we need to work together and build strong employee relations? (Importance of Employee Relations - Why Employee Relations at Workplace?):

Another actor of employment relationship is union, defined as “a continuous association of wage earners for the purpose of maintaining or improving the conditions of their working lives” (S&B Webb, 1898). The function of union which is let workers join together to organise a union and the union which can empower them in the employment relationship. Union also is “legitimate voice of employees” in bargaining with employers (Nankervis et al, 2005, p.555). Unions like Queensland Teachers Union, Transport Workers Union, Queensland Public Sector Union have been successful in Australia in achieving improved wages and working conditions for employees. People join the union is because of their dissatisfaction with economic aspects of the job, a desire to influence the work environment and also believes that benefits of unionism outweigh the expected cost. According to the case, it shows that health union are battling to secure next year’s pay rise for nurses against a background of public sector cuts. Moreover, in the case, Snow (2009) believes that the union it is appropriate that staff are rewarded through training and pay where there are significant improvements in quality and services.(p 7).Unions have previously called for staff to be rewarded for efficiency savings, but employers have been reluctant to introduce such measures. (Snow, 2009, p.7). From this we can see that union also pay an important role on involvement of managers and business

The collective and individual bargaining systems that are in place in the United Kingdom (UK) and the United States of America (USA) have numerous similarities and differences. This essay concentrates on the extent and location of collective and individual bargaining in these two countries. Collective bargaining is the process whereby workers organise collectively and bargain with employers regarding the workplace. In various national labour and employment law contexts, collective bargaining takes on a more specific legal meaning. In a broad sense, however, it is the coming together of workers to negotiate their employment. Basically,

WORK ACTIVIES is a class that will help you Perform working directly in public, such as serving customers in restaurants and stores and receiving clients. You would need thinking creatively have New ideas, get new designs, create an applications, have relationships with your clients, set up a system and have products set up for you and the clients. You would have to be up-to- date with technically and to apply new knowledge to other people. You have to assist and care for your clients and other people you have to have a Personal assistances, know some medical attentions, be there emotional and support your client , you must have personal care to others and co-workers, help your when you see they may need assisting clients and

British Union was hostile to partnerships with employers in the beginning due to political and economic environment but there was a change in 1990’s when there have been a number of agreements between unions and managements. For example, partnership agreements against membership loss by reducing the employer 's incentive to de-unionize: at Tesco, the shop-workers ' union USDAW increased its membership by almost 20,000 during the first twelve months of the agreement, a rise in density from 51 to 58% (Haynes and Allen, 2000:12). Or in term of wages and conditions, According to TUC, partnership companies offer levels of pay 50% higher than in non-partnership firms and very rarely declare compulsory redundancies because of their commitment to employment policies (TUC Partnership Institute, 2001b).

Human resources are the main drivers for today’s organization in managing employees as strategic plan as company’s objective (Haslinda 2009). Variety notion related with theory, perceptivity and understanding of human resource evolution from Industrial Relations (IR) tradition to Human Resource Management (HRM) has transpired to the present day. IR was considerably have two main division: labor management and mutual negotiation including the method of employment management (Kaufman 2001). The terminology from personnel management, or personnel administration and labor relations has been used by most writers represent IR or employment relations era. The evolving terms of both subject fields has initially started in 19th