Unit 3 Employment Relations Level 6 UK CBC College

Conservative policy basically believes in personal duties, free market, limited regulatory body, national defence and traditional value. This believes in that, government needs to cater freedom to individuals so that they will complete objectives without confronting any problems. This policy relies on individual empowerment to resolve troubles.

If there is proper employment relationship, then people will accomplish targets and goals within limited period of time. To maintain relations, strategies as well as policies will be formulated by superior. In addition to this, regulatory body will develop some regulations or laws to make significant relations. Along with this, it aids to reduce clashes and build cooperation amongst individuals in a better way. There are some reference frame will comprise into employment relations. Basically it can be classified into two parts, one is unitary and another is pluralistic frames.

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Unitary reference of frame will define that if there is any clashes arise at workplace then it cannot arise because of behaviour amongst staff members as well as employer (Conway and et. al., 2016). If conflict arise between them then, this will render influence coveted targets of company and they will not be able to attain it within limited period of time. On the other hand, pluralistic frame demonstrates that every team is having proper loyalty as well as respect in regards of their leader. There are two groups which will comprise into this, i.e. labour union and administration. Henceforth, this has been understood that from above both approaches, pluralistic reference of frame is much effective as well as perfect for company. This has been determined that, by reducing role of trade union, duty of HR manager automatically get increased. They have to implement proper laws and legislations at workplace; thus, they will be able to protect rights and privileges of staff members. According to minimum wages act, it is required for an affiliation to cater salaries to workers timely, therefore, they will be able to maintain their standard of living effectually. Minimum wages need to be provided to each employees and this rate is decided by government of UK.

There are many actors which play an important role to maintain employment relations. This will comprise nation state, supra state, management in employee relationship and in addition trade union (Bach and Bordogna, 2016). They all having their own roles which need to be performed by them in a significant manner. Main duty of nation state is to prepare some policies or legislations which aid to maintain an effective relation amongst employees. This will aid them to retain at workplace for maximum period of time. This has been analysed that, in each company, staff is must because without their support it is much difficult for an enterprise to attain desired objectives as well as goals in a proficient manner. It is determined that, there are lots of alterations in policies of government after Brexit which will provide impact to their relations with each other either in a direct or indirect manner (Godard, 2014).

Voluntarism pre 1979, is define general strikes which bought towards the eventual downfall. It evaluated towards the workers performance and better working conditions which may leads in improving the workers performance at workplace. Along with this, union trade are define campaign to bring inflation and which is related with the income policies. IN addition of this previous government also brought incomes policies that define formulate by acts of parliaments.

Management also plays an eminent part to maintain significant relations between staff members. Certain strategies as well as policies will be developed by them as this enables them to keep up an appropriate coordination and cooperation amongst workers. By maintaining this, company will be able to accomplish work within limited time span. As a result, they will generate maximum profits and along with market share. Some targets will be set by higher authority which has to be achieve by employees effectively; therefore, they will be able to fulfil desires of clients in a proper manner. After development of HR department, role of trade union is not destroyed (Guest, 2016).

Neoliberalism is a pro- capitalist economy theory which focus on the free market in which individuals depend their money to attaining better outcomes. Along with this, they maintain their positive relations with their subordinates as workers get enhance their productivity level and efficiency level by reducing all the negative issues and problems at workplace. It also leads in proving same treatment to all the workers who present in the organization so that they effectively perform their task and show their interest in order to maintain ethical environment at workplace.

Apart from all of this, there are some contemporary issues which will be confront by people who are working at workplace. It is must for manager of an enterprise to resolve conflicts of employees without any delay because this may cater impact to their relations directly or indirectly. Each worker wants to do work in flexible working hours as this enables them to retain individuals at premise for maximum period of time. This will motivate them to complete work with extra effectiveness and appropriateness. This has been examined that sometimes due to labour union, biasness will be arising amongst individuals because of favouritism. To eliminate it, organisation will develop a human resource department who needs to sort out issues or develop some policies which will be guide people. They help to maintain an appropriate relation between every staff member in an effective and efficient manner (Cohen, 2016).

New labour- Third way (1979-2010), is define as an effective which helps in proving the right to the employees so that they easily perform their activities to established positive elation with others. Basically it is helps in advocate a vision in which workers are get fair treatment at workplace as they enhance their working abilities at workplace which may leads in establishing positive relation at workplace.

It has been evaluated that due to demise of trade unions, rights of employees at their workplace had increased due to establishments of various departments (Kim and Bae, 2017). In earlier times, all benefits that was decided by company was not reached to members of trade unions due to undefined authority chain of management and employees were dissatisfied by their work but after some time by taking this type of situation in under consideration, association established various departments to perform their specific task. In this context of employee relations, company settled a body that named as human resource department. After coming this functional area, lots of changes were happened like:

Non-union employment relations were enhanced because workers got the thing that firm is paying attention on same level upon each and every staff member. Trade unions were not effective in handling all issues because there were no proper framework of complaining any problem and sometimes management was not aware about workers problems and due to this situation manpower whom is working in manufacturing department was dissatisfied their type of working and because of getting low attention from higher management side. But after establishment of various departments, company were came very close to every employee that is working in company and by taking this type of decision, organisation were trying to enhance satisfaction level of workers regarding their task (Conway and et. al., 2016). Main motto of this type of judgement is to enhance level of employee and employer relations without having any intermediary like trade unions.

Labour Flexibility and New Pattern of Work are introduced in organisation. In past era, company followed the policy of filling a vacant post by a person but not very attentive for skills that the blank position is required to accomplish all task in most profitable manner. But lots of changes were seen in working pattern of corporation like higher managerial personnel started paying attention on the thing that all task should be accomplished with having required skills and talents and to continue this pattern association constructed a department with responsibility of filling all blank positions with those persons whom should have some sort of virtue and specialisation in order to conduct task and duties. When new person with appropriate skills and virtue were hired then they brought new ideas that make some positive changes in working pattern and this type of action were helped association in carried out all manufacturing functions in more smoother manner that was understandable for each staff member (Bach and Bordogna, 2016).

At the time of trade unions, there were no proper framework was defined in order to file complaints and grievances that were raised among line staff members while completing manufacture functions because workers were not aware about whom they have to contact at the time of any issue and conflict. To solve this type of raised situations, management developed a proper administration to handle this type of situations like a department were established which had a person whom is selected for filing complaints and grievances and then department will look forward on those issues so that conflicts could be managed in most appropriate manner (Godard, 2014). This type of actions was taken for reducing clashes and problems that was on hike because of lack of proper handling. Main cause of eliminations of issues and grievances were that corporation people were granted a help of person that was voice of workers whom contact with functional area that was established for solving problems of manpower in organisation. Emergence of this new administrative department like human resource functional area is a result of demise of trade unions in corporation.

At the time when interference of trade unions in functionality of association, conflicts and clashes among workers were very high because there was no adequate solution was present in environment that is why manpower were disappointed with their work. In order to reduce these type of situations from association, management decided to established a department named as human resource department and from emergence of this functional area, this division is responsible for looking forward for any problems and issues that workforce is facing while conducting their business operations that are allotted to this (Guest, 2016). The new human resource department slowly replaced the voluntarism department and made the work place healthy. Now no demonstrations are done by the labour and issues are solved with discussions among the different individuals.

Demise of trade union had been reflected some positive change in business operations and also bring some smoothness in working pattern by reducing all conflicts and clashes that were faced and fought by staff members who had been working in company specially in manufacturing functions. It can be said that demise of trade unions were brought flexibility in functionality of association by hiring persons with adequate skills and talents who had their own thought process.

Above stated aspects are some contemporary issues that was faced by workers while conducting their working pattern and these problems were efficiently handled by corporation in order to complete all task in certain time duration. Above are some actions and decisions that were taken by association were made some positive improvements in rights of British workers whom are working in corporate area and also made some improvisation in work efficiency by appointing new talents in organisation (Kalleberg, Nesheim and Olsen, 2015).

It has been examined that in United Kingdom when trade union got demised instead of lowering or decreasing wages of workers, firms started giving them opportunities which directly impacted positively on their productivity. It was well known by government of United Kingdom that if they wants to grow and to bettering economical condition it is very much needed to keep employees or workers happy of different organisation that they have in nation (Kalleberg, Nesheim and Olsen, 2015). Away from this, hike was being shown in last few years in UK labour market and it will keep on raising as firms are regularly making policies in favour of them. In nineties, companies have organised a whole new department and named it as human resource which is much concerned with employees of an organisation.

After trade union when it got demised, enterprises introduced human resource department which is nowadays responsible for recruiting and managing manpower of an organisation. ALDI has a good name in all over world which is selling their world class products in all around globe (Bach, 2016). It has an effective HR department which is helping them in recruiting talented candidates and looks into problems which are being faced by employees who are already working in ALDI. Government of United Kingdom is also rapidly enhancing rates of wages from minimum to maximum so that to workers do not face any sort of issues which is related to funds and easily survive in this world. Unions less influential was expected to reduction of workers but instead of this when firms started showing support it influenced people or citizens of UK to keep on working in organisations which directly enhanced their both profitability and productivity. With the help of this, economical growth was hugely affected in positive manner in previous decades (Rousseau, 2015).

It has been located that in initial years when United Kingdom was formed they used to follow The Anglo-American model in which shareholders were affiliated to firm and then organisation was attached with banks and workers. But, there was no interrelation among them which pushed companies towards focusing on short term profit rather than long term. Globalization and varieties of capitalism affected continental European model where interrelation was being seen in shareholders, banks and firm which helped organisations in making profit that were related to long term. There is a possibility that firms may bring some more changes in favour of workers which will put positive impact on working of employees where they can start giving good competition to each other. This administration of ADLI is rapidly giving support and suggestions to employees of this company and giving them training as well from time to time so that they can enhance their skills and knowledge so that to become more productive at workstation. If United Kingdom is being seen as a company, then employees can be stated as an asset for them. Alongside this, different legislations like equal pay, anti-discrimination, health and safety, flexible working hour acts are some which are being made by government in order to give proper delivery to consumers (Jackson, Doellgast and Baccaro, 2018).

Coalition Policy (2010-2015): This policy includes various sections that have their importance in employment relations. These points are stated as follows:

Flexible Paternal Leave Regulation: In this section, company formulated policies regarding paternal leaves. It means a person can take leave when he became father to support family and to have joy this this made increment in employ loyalty. It raised the power of an individual to be benefited at some special occasions which further reduced the approach to for trade unions. Now employees do not need to for trade unions to fight for their right and hence decreased the trend of unions at work place.

Pay Six Week: In this section, a fix day off in a week for relaxation so that energy level of employees could be maintained. Earlier trade unions used to present their wishes in front of management regarding the leaves. Now the scenario has changed. At the time of joining’s contracts among the employee and employer are made regarding the fixed leaves that will be provided to them.

Minimum Wages Increases: This section defines that there should be an increment in minimum wages act so that an employee could get higher pay and should work with higher efficiency. Now employees are more clear with a process of their increment in wages and do not opt for violence to have increments. They know the criteria which will be followed at work place to grow and hence waits for the right time.

Emergent Conservative Policy: National minimum wages act was coming in force in 1948 and that was presented an idea that every worker who is doing same kind of task should get same level of payment so that partiality could be ignored and equality should be installed in working pattern of corporation. It helped in bringing equality at work place and eliminated discrimination. Now employees were sure that they will be paid for the work which they do and hence they don’t need to refer any unions to get their equal rights.

Conclusion

From above assignment this has been understood that, employment relations are essential for each company as this helps them to maintain their position at marketplace in an effective manner. Along with, they will easily compete with their contenders in market by improving profits as well as sales. If there is proper relationship amongst staff members then, this assists to reduce clashes amongst them. In this manner, coveted targets and objectives will get attained within limited period of time. Instead of this, it has been analysed that effect of trade union is reduced from last some years but this leads to get raised in human resource department.

References

• Bach, S. and Bordogna, L. eds., 2016.Public service management and employment relations in Europe: Emerging from the crisis(Vol. 26). Routledge.
• Bach, S., 2016. Britain: Contracting the state: Public service employment relations in a period of crisis. InPublic Service Management and Employment Relations in Europe. pp. 154-181. Routledge.
• Cohen, R. L., 2016. van Wanrooy, Brigid, Bewley, Helen, Bryson, Alex, Forth, John, Freeth, Stephanie, Stokes, Lucy and Wood, Stephen (eds) Employment Relations in the Shadow of Recession: Findings from the 2011 Workplace Employment Relations Study 2011 Palgrave 268 pp.£ 26.99 (paperback).The British Journal of Sociology. 67(1). pp.185-186.