Employee Relations in the UK - Case Study Example

Running Header: Employee Relations in UK Student’s Name: Instructor’s Name: Course Code: Date of Submission: As illustrated by Edwards, (2003), the last 30 years have seen major changes in the perspective of employee relations within UK organizations. These changes have a lot of importance for the employees as they realize their rights. However, these changes might have some great influence in the future developments of employee relations. Employee relations are the areas of human resource management that involves relationships with employees either directly or via collective agreements whereby trade unions are acknowledged. This relationship deals with the agreement of employment terms and conditions. It also deals with matters arising from employment. Employee relations are concerned with resolving and preventing issues involving individuals that arise due to work situations and affect work situation. It covers employee participation in management decisions, conflict and grievance resolution, trade unions and collective bargaining as well employers/employees relationship. This essay will highlight on various employee related issues that have rose with time. They include the rise of different trade unions, strikes, and industrial actions’ perspective as employees seek for their rights. It will also evaluate on how significant employee relations changes have been in UK. Such benefits include realization of employee rights and fairness, involvement of employees in decision making, rise of labor policy, labor laws as well as increased bargaining powers among the employees. Other significant changes include increased sense of partnership between employees and employers. The essay will also evaluate how these changes influences future developments. This is through an increased balance between employees and employers. Some of the changes that have arisen with time include changing aspects of industrial action among the employees and employers in UK according to Allen, (2003). Industrial action is the collective measure taken by trade unions and other organized labor that reduces productivity in working areas. This occurs as negotiations between employees and employers breaks down where employees take industrial action so as to force employers address their grievances. Industrial action can be referred to as temporary suspension of usual working arrangements that is started unilaterally by management with the goal of exerting force in the determination of the employment relationship or employees whether through their union or not. In UK, industrial action has taken different perspectives to an extent of formation of various acts. In the UK, union laws changes in 1980’s and 1990 have made it difficult for unions to take industrial action like before. This was due to introduction of secret ballots that did not intimidate workers. This was seen as a way of protecting union employees from intimidation from voting in a specific way. Industrial actions have been on the rise for the last 30 years as the employees seek for their rights and good compensation for their jobs. Most of the industrial actions are temporary and are collective involving groups of workers with collective interests. Employee relations have led to shift from collective industrial relations to individual employee relations. It has also led to a decline of industrial pluralism and rising importance of sophisticated unitarism. However, it is important to note that the number of strikes have reduced drastically recently compared to 1970s and 1980s according to Heery, (2002). This has been attributed by increasing number of trade unions that look after the grievances for employees. The main foundations of trade unions activity were equal opportunities, equal treatment, and the fight against unfair discrimination for employees. Trade unions have significantly realized the need to intensify its roles to fight for the rights of the employees. These trade unions have become more aggressive recently towards fighting for the rights of the employees including discrimination and oppressions. Trade unions have taken different directions towards the realization of employees’ rights. The processes and procedures of undertaking a fight for the rights by trade unions have drastically changed as employees shift towards giving their support in the recent years to the unions as their agents to fight for their rights. Trade unions have become more institutionalized. However, the number of employees joining trade unions has declined from three in four 20 years ago to one in every two. Young people employed are not willing to join trade unions. The state has also become more involved in the matters concerning employees’ relations since 1979. This is towards its efforts of enhancing the stability and productivity of the British economy through improved employment levels and improvement of working relationships as well as distribution of economic rewards. The aspects of voluntarism in the employment relationship have diminished with years as employees relations continue to gradually change in different directions. The Britain government current policy has a major aim of achieving a full and fulfilling employment. The changes in employee’s relations have become of great benefit to the employees. Such changes have led to the realization of employees’ rights and fairness in many organizations. Employees are now able to enjoy and realize their rights. Kersley, et al. (2005) argues that the development of labor law and the employment relationship has led to regulation, support and restraining of power of management and the power of organized labor. The health and safety of workers at their place of work have become protected as employees’ relations become more improved. The health and safety of employees has become more improved as health schemes and safety interventions have increased towards improving the working conditions of the employees and their relations with their employers or organizations. Many organizations want to build a new relationship with employees and where appropriate with trade unions. Employees’ relations changes led to rise of new labor policy as illustrated by Millward, Bryston & Forth, (2000). In 1997-2010, new labor policy was committed towards encouraging greater adaptability at work. This was a great achievement and benefit to the workers who became more satisfied with their jobs. It also deepened the sense of partnership between employers and employees. Employers and employees became more open to each other. This has led to higher satisfaction of employees and enhanced relationship between them. Labor policy as a result of employees’ relations changes has led achievement of fairness at work. This fairness has been achieved as minimum labor standards have been achieved including minimum wages. These changes have led to expansion of employment protection legislation that favors and looks after the needs of employees. There has also been increased flexibility for both parties as work intensifies. Increased relationships between employees and employers have led to less exploitation of workers as more employees become more skilled. The employees’ relations changes have become more beneficial as employees become more involved in decision making of their organization together with their employers. Employee involvement has made employees more confidence and comfortable as they work. Employee involvement varies according to scope or range of decisions subject of participation. It also varies according to level at which participation takes place as well as purposes and outcomes. Employees’ involvement in problems solving adds value to the relationship between employees and employers (Oxenbridge, Brown, Deakin & Pratten, 2003). Increased involvement of employees has led them feel integrated into the organization hence part of the organization. Employees’ participation or involvement includes communication with involved employees either through written or audio visual communication. Face to face communication is another characteristic that has risen recently. Employees have gotten chances to explain their problems and available solutions. Employee relations have become more controlled by managerial regulations. This has led to majority of those in work to have basic terms and conditions that are determined by those managerial regulations as illustrated by Mike, (2007). This makes it clear for the employees to know the conditions under which they are working on. Employees are able to realize their working borders which has led to reduced cases of conflicts that arises when working terms conditions are not clear. Employee relation changes have led to steep decline of collective bargaining for the employees. Collective bargaining is a method of determining terms and conditions of employment and regulating the employment relationship. This utilizes the negotiation process between management and employees representatives anticipated to result in an agreement that may be applied across a team of employees. Employees’ relation changes have given powers to employees to bargain for each problem individually in any conflict related case or problem. This is in terms of resources division as well as distributive bargaining in a win or lose scenario. Employees have got the rights for individual bargaining of any problem that arises among them. Bargaining for each specific issue or problem has made employees to able to bargain in economic situation locally, nationally, and internationally. Bargaining power has enabled the improved industrial relations among the employees and their employers. Employees have been able to bargain for the improvement of their skills in their working areas. Employees’ relations changes have significantly increased their skills as their employers seek to improve their knowledge and skills when their relation intensifies. Employees’ relations changes have reduced to a large extent by which the employees are discriminated. These discriminations have reduced in the last 30 years in situations where employments are being offered, during promotion offerings, payments, training, and opportunities offering. All genders have been able have been able to fight against direct discrimination including favorable treatment on the grounds of sex. Such cases have reduced drastically as employee relations become more realized. The employees have also realized their rights to an extent that they cannot be discriminated indirectly in order to justify their job demands. Employees’ relations have improved to an extent that occupational segregation by gender has been realized by employees. This segregation has reduced drastically even for the women employees. Employees’ relations change have led to increase in the number of women employed as employers realize women deliver the same quality of services as men. Changes in employees’ relations have increased the number of women towards seeking for employment. This has also led to rise of different preferences of working that includes home centered with approximately 20percent preference. Work centered is also another preference with 20 percent and adoptive working that includes adoptive work and home work comprising 60 percent. The changes have led to rise of flexibility for many women who now prefer working part time. Initially, women used to work full time like their male counterparts a trend that has changed with flexibility and changes of employee relations. Improved employees relations have also been realized by the employers in an effort to attract, motivate, and retain high quality staff by the organization as illustrated by Ackers, (2002). Many organizations have taken initiatives towards improved employees’ relations as way of keeping employees happy. This has gone to an extent of employers being compensated for the extra hours they work. There has also been introduction of work-life balance practices in attitudes and culture across the organization as the relationship between employer-employee moves from being traditional command and control to a more balanced with employees having more independence. The employees are getting a lot of time and energy to pursue other interests alongside their jobs including studies. The employment relationship that has developed recently has some elements of co-operation as well as potential for conflict. The employers are enjoying the atmosphere of co-operation that they are being awarded by their employers. Their atmosphere of working has become more conducive and pleasing to an extent that employees don’t feel strained or neglected under any circumstances. This has led to rise in interest that fosters co-operation and partnership as a way of engaging workers. This has led to rise in confidence among the workers as they are incorporated towards decision making of the organization. It is important to note that the changes in employee relations may influence developments in the employment relationships. The employers, managers and other organizational leaders will have to do according to the will of the employees in terms of improving their working conditions. The continued realization of employees’ rights and the aggressive rise of workers union will have a great impact towards decision making of any organization according to Heery & Noon, (2001). Employees shall become even keener with their working conditions while constantly seeking for reassurances from their employers. Employees shall feel more comfortable and as part of the organization and management part. Communication between the employers and employees shall become extensive and transparent. Employees will get more chances of training and developing their skills in their areas of work. The voluntary practices are likely to increase even more in future in many organizations as young people try to get chances to increase their skills and work capability. There is likely to be more involving labor policy that will be committed towards looking for the welfare of employees. These will ensure there is increased fairness at the work. The policies will outline clearly what the employees need to be provided with and how they should be protected at all aspects. The new policies will also emphasize on the need for increased sense of partnership. The employee relation might become more of a ‘family-friendly’ relationship between the employees and employers. The fight for employees’ rights is likely to become more individual. This is an indication that individuals will be approaching their own problems or issues in a more individualistic manner. The changes in employee relations will likely to make individuals have employment contracts and relationships with their employer that is free from state interference or artificial bargaining standards interference. However, there is likely to be tighter laws controlling strikes or industrial actions by the employees. Employees are more likely to become participative at all levels of decision making of their organizations. Their involvement is likely to felt in almost all aspects of organization activities according to Waddington, (2003). In conclusion, the employee relations have took different directions as time moves in United Kingdom in the last 30 years. The realizations of employees’ rights have become more realized. The employees are becoming more involved in decision making as well as becoming more participative in the managerial activities of their organizations. The employees’ involvement has increased drastically to an extent of reduced number of strikes making employees develop a negotiable or consultative ways of seeking solutions to their problems affecting them. Trade unions have increased in participating towards solving the problems affecting employees as a result of poor relations with their employers. Trade unions have continued to look and resolve for the issues affecting the employees regardless of their positions in organizations. Employees’ relations have led to increased awareness in terms of being treated fairly by their employers. . The development of labor laws has led to regulation, support and restraining of power of management and the power of organized labor towards employees. Labor laws declared clearly on how employees should be treated by their employers. It has declared on the need for the involvement of employees in decision making as well as in other matters concerning the organization. There is rise of labor policies looking in a deeper perspective on the issues affecting the employees. Employees have become more comfortable as their relations with their employers involve them in decision making. This has led to higher production by those employees. The change of employee’s relation changes for the last 30 years is very likely to have some impacts even in the future. The employees are more likely to fight for their rights that are more likely to be individualistic other than through the groups. There is also likely to be enhanced and extensive communication between employees and employers as they fight for their rights. Improved employee relations have significantly led to increased productivity of services and products. This is a result of employee’s perception that their rights have been realized. References Ackers, P 2002, ‘Reframing employment relations: the case for neo-pluralism’, Industrial Relations Journal, vol. 33, no. 1, pp. 2-19. Allen, R 2003, Economic Development of the UK, Oxford University Press, Oxford. Edwards, P 2003, Industrial Relations: Theory and Practice, Blackwell, Oxford. Heery, E & Noon, M 2001, A dictionary of human relations. Oxford University Press, Oxford. Heery, E 2002, ‘Partnership versus organizing: alternative futures for British trade unionism, Industrial Relations Journal, vol.33, no.1, pp. 20-35. Kersley, B., et al. 2005, Inside the Workplace: First findings from the 2004 Workplace Employment Relations Survey, ButterWorth, New York. Mike, L 2007, Exploring employee relations, Butterworth-Heinemann, London. Millward. N., Bryston, A, & Forth, J 2000, All Change at Work? British Employment Relations 1980-1998, as Portrayed by the Workplace Industrial Relations Survey Series, Routledge, London. Oxenbridge, S., Brown, W., Deakin, S. & Pratten, C 2003, ‘Initial responses to the statutory recognition provisions of the Employment Relations Act 1999’, British Journal of Industrial Relations, vol. 41, no. 2, pp. 315-334. Waddington, J 2003, ‘Annual review article: Heightening tension in relations between trade unions and the Labour government in 2002’, British Journal of Industrial Relations, vol. 41, no. 2, pp.335-358. Read More