Employee Relations in Germany Introduction This paper would elaborate on the manner in which employee relations in Germany have undergone a change, over the last twenty years. For this purpose, it would carry out an analysis of the roles being played by key actors, as well as the role played by them in bringing about this change…
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When compared with the corresponding scenario of several other zones of the Globe, it is being seen that, in Germany, the law strictly controls employee relations. Here, a reference needs to be made to the several condemnation laws that have been in vogue in the zone (Germany), since 1945. As a direct consequence of all those laws, lot of importance is now given to the aspect of industrial democracy and harmony. But subsequent to the reuniting of East and West Germany, several major economic and other issues have manifested. In Germany, for companies with manpower numbering over two thousand, it is legally mandatory that, apart from management board, they have also a supervisory board.
Since the initial half of the 1990s, the employers in Germany started to get disillusioned with the country’s model related to employee relations. As a matter of fact, the region (German) adhered to this model for a very long time. It was being strongly opined by many that, the duration for which the model has been in vogue was too lengthy and hence, it can no longer be relevant to the modern scenario. It is high time that the German Model is modified and reformed, in accordance with the corresponding standards of the present millennium....
The model has ensured that the employees were provided with right training programs, not to mention the aspect of aptly motivating the manpower. Also, it has to be stated that it (German Model) enabled the employees to have access to key information pertaining to their respective workplaces, courtesy the related laws and stipulations. (3) Roles played by the key actors At this point, it would be worthwhile in having a brief look at the roles played by the key actors, in terms of employee relations. The following are the four categories to which these key actors pertain to: state, managements, employees and worker unions & councils. It is not at all an exaggeration in maintaining that, the state played an extremely crucial role, with regard to the conventional German Model. By bringing out rules and laws that were aimed at the well-being of employees, the state made sure that they (employees) are assured of an amicable environment. Also, the state ensured that the managements meticulously adhere to all the corresponding laws, lest the workers’ interests are ignored. All these laws governed issues of utmost relevance to workers, such as working hours, bonuses, leaves and compensations, among many others. (2) & (3) Here, it needs to be stated that the role played by the managements is also noteworthy. The company managements scrupulously abided by all the norms and regulations pertaining to welfare of employees, and thus making sure that the workforce has literally no reason for complaint. The managements shared information with their respective employees, and this in turn enhanced the motivation level of the personnel. They were more than happy that due importance was being given to them, and
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