Employment Relations in Sweden

Globalisation is not a new phenomenon, but has rapidly accelerated to become a key trend, due to the changes in policies and technological developments, that have subsequently stimulated increases in trade, investment and migration (Mortimore, 2001). Economies have been released both domestically and internationally, changing the market by providing more ability to trade between countries. This infers that world markets are becoming increasingly integrated, and such integration is being facilitated by the emerging rapid changes in communication, computer and transport technology (______) . The changes instigated by globalisation implicate a variety of adaptations to businesses, which ultimately affect employees. As such, research within Australia, provides noted evidence of income inequality due to the effects of globalisation on the labour market.

Executive Summary: Employee relation keeps the business in track. As employee or workforce is the main asset of a company, every company tries to maintain good relationship with the employees. Here ASDA/Wal-Mart has joined in the conflict with the employees regarding trade union. As a result they have faced many problems. In this assignment we have discussed What ASDA/Wal-Mart could do in that situation what are the ways to keep effective employee relations.

Within the global business environment one thing is constant and inevitable, the need for change and the effort and focus that it requires. The need for change can be attributed to various factors; two that immediately come to mind are globalization and advancements in technology.

The business activity of companies in most industries is affected by the process of globalization. The need of globalization was determined by the necessities of companies that had to address markets in other countries in order to expand their business. In addition to this, they had to reduce their costs by hiring employees from other countries, and by outsourcing some of their processes to other regions.

It is unbelievable that in few years how Globalisation has influenced in all type of business around the world. There are some businesses that have been affected in this matter for example the Information Technology boom is developing everywhere including poor and developed countries. As a result of that, we are communicating more than ever before, we can share all types of information through Internet, we can buy, sell all kinds of services and products, in other words we can make business at any time and anywhere. However, this improvement has a positive and negative impact, because there is anything hidden all our personal information can be seen for anyone else. On the other had as I mentioned above the benefits are endless.

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

Therefore, this paper is direct toward what is the different between equal opportunities and managing Diversity, what is globalization’s consequence for industries, HRM in international’s values and organization behavior. Besides, it reflects that how it can link to change between European and australia. This paper not only direct toward how an organization can expand its international business opportunity and globalization, but also get the analysis how an company create new environment to richer solute their problem which with the advent of globalization between European and Australia.

Two industry examples on how globalization is effecting industries and their employees would be the

Since the Industrial Revolution, the workplace has changed from materials being hand-made to people now programming machines, lowering the risk and stress of the individual. From then, the workplace has adapted further with machinery now being limited to factories for the building of cars, and more office/computer based work now becoming the more prominent. This can be seen as a positive view on Globalisation as it has reduced risks and stress (as outline before). A further notion is that the workplace has now become more globalised, with

The unprecedented growth in trade, investment and technology over the last 50 years has led to the economic, political and cultural integration of the world that today we recognise as globalisation. The accelerated rate at of this process is having overwhelming consequences in the life of individuals, organisations, countries and the environment. Likewise, these forces are leading to a change in people’s sense of belonging, adding an additional sense of responsibility for mankind and the planet as a whole. Business is no exception.

How significant a role do multinational corporations (MNCs) play in today’s UK economy in terms of their impact on employment relations (ER) and labour conditions? This is the question the paper attempts to evaluate through drawing on academic literature and empirical evidence from the 2004 Wers survey. The first section profiles MNCs in the UK, currently dominated by US and German firms. Following this, there is a brief analysis of employment relations in the UK. The third section reviews literature from leading commentators on the subject, highlighting contrasting views and evidence of foreign IR and ER practices. The fourth section looks at key factors that influence the way labour is managed within MNCs subsidiaries. The country of

Globalisation is disputably the most vital factor currently shaping the world economy. Although it is not a new phenomenon (waves of globalisation can be traced back to the 1800s) the changes it is bringing about now occur far more rapidly, spread more widely and have a much greater business, economic and social impact than ever before.

Managers are looking to globalize operations, developing new markets for their products for better strategic business outcomes. Consumers have better access to a greater variety of goods and services and competition to reach to the new markets with the right product is getting stronger among businesses. Globalization also gives businesses better access to a global workforce, enables them to tap into international raw materials and financial resources. As the world economy is fast becoming a single interdependent system, businesses have competitors, customers, employees from anywhere in the world.

In order for an organization to achieve its set goals and objectives, it requires resources. These resources include land, capital, labor and entrepreneurship. Labor is a valuable resource because it carries out the operations of the organization. This enables the organization to achieve its mission and vision. Labor refers to people who work in an organization, in other words, the employees. However, for these employees to be productive, they must have good relations with fellow employees and management. Healthy employment relations aid the employees to deliver best performances, which in turn enables the organization to attain the set goals and objectives.

Apart from differences in values, the emergence of HRM is further attributed to the pressures experienced in the product markets during the 1980-1982 recession in the United States of America; the decline of trade unionism; challenges emanating from overseas competitors especially Japan and declining rates of innovation in American industries .These developments sparked the desire to create a free work situation in which the employer and employee worked towards the same goal - the success of the organization. Elsewhere in Europe, the emergence of HRM has been linked to the internationalization of competition as a result of gradual reduction of barriers to trade globally and the reform of the public sector involving privatization of state corporations that had the effect of marginalizing trade unions. Pinnington & Edwards (2000), explain that in the UK in particular, such change was meant to introduce a business and market culture into a bureaucratic and an inefficient public sector and stimulate competition, which the UK was losing to the rest of Europe. The government engineered political as well as economic