an argumentative essay on Employment Relations in UK

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an argumentative essay on Employment Relations in UK

Need an argumentative essay on Employment Relations in UK. Needs to be 10 pages. Please no plagiarism.Employment relations in U.K, were a victim of improper communication between the stake holders and

Need an argumentative essay on Employment Relations in UK. Needs to be 10 pages. Please no plagiarism.

Employment relations in U.K, were a victim of improper communication between the stake holders and the stake holders pursuing their own interests rather than the common industry interests. As a result the scene was chaotic and conflicts rose between the Union strongholds, managements of various organizations and the Government.

It is almost impossible to single out any part to blame but collectively employment relations suffered greatly, as a result economic growth took the back seat and new employable areas almost vanished.

When situation looked grim and almost impossible to repair dramatic changes took place. Europe, which has adapted well to the call for change in Human relations has acted like a catalyst in the change movement that took place in U.K. Surprisingly, stake holders in Employment relations in U.K, responded positively to the call for change and mended their ways. Situation bettered and employment relations are definitely looking clear and focused to let changes take place. What brought such a sudden change in their attitude is proper dialogue and a establishment of a transparent communication among the stake holders. It is not that there is no communication system previously, They have learnt what are the communication barriers which are hampering the process and they have successfully removed them.

Change Management- the order of the day: The concept – employment relations bring out the participation of stake holders in building healthy and prospective relationships. This academic essay focuses on identifying the stake holders, their responsibilities, roles they have played and the type of transition that has taken place in U.K. In the present day industry to change is the norm of the day. Any organization which has remained static and resisted changes has been phased out. Human Relations Management over the last decade has learnt how to adapt to changing situations and guide the organization towards achievement of its objectives by innovating and changing.

The changes are not without their due share of problems. U.K in the past was haunted by colonialism and a high degree of collective bargaining among the workers. Trade Unions and Labor Unions ruled the roost for most of the period and actually crippled the economy and productivity. However the situation took a turnaround and seems a much brighter scene than the past.

What caused this turnaround is the never say die spirit of the Brits and the positive influence of the European market as a whole on U.K.

Stakeholders in employment relations:

Employment Relations is “Maintaining all possible contacts with the participatory involvement of public, the corporate, the Government and the Unions and generate value for the organization”. (Public & Industrial Relations, P.34, 35, 2005, V.K.Gupta).

I have observed the participation of the all the above said stake holders and the respective roles played by them in the problem phase and the solution phase. Some of the stakeholders are:

i. The Management of various organizations.

ii. Respective Employees and their individual actions.

iii. The role played by Trade Unions & Employee Welfare Organizations.

iv. Policies laid by the Government and

 

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