Nobody downloaded yet

HR Managing Employee Relations in Contemporary Organisations - Book Report/Review Example

Comments (0) Cite this document
Summary
The case study places greater emphasis upon the employee relation management style at ACME Engineering. The main objective of the paper is to identify the management style that is adopted by ACME in order to administer the organization in an effective and efficient way…
Download full paperFile format: .doc, available for editing
GRAB THE BEST PAPER99% of users find it useful
HR Managing Employee Relations in Contemporary Organisations
Read TextPreview

Extract of sample "HR Managing Employee Relations in Contemporary Organisations"

Download file to see previous pages The role of managers tends to alter the situations. The way they handle the situations is generally dependent upon the styles of the management in the organization. Management styles are basically systems of leadership that are used by the manager to manage the organization in various situations in order to attain the objectives (Rensselaer Polytechnic Institute, 2011).
The paper tries to explore the reasons behind the adoption of a particular management style by ACME. The extent to which the management style is made possible due to the changing context of British employee relations through the 1980s and 1990s will also be discussed in this report.
For the purpose of clarifying the concept of management styles in the context of employee relation, there are two types of styles. One of them is the individualism and the other is collectivism. By the term individualism, it can be understood as the degree to which the company tends to design their personnel policies focusing on the capabilities and the rights of their individual workers. On the other hand, the term collectivism is essentially concerned with the degree to which the company designs its management policies that support the development of collective representation by the employees and permit the employees to participate collectively in the process of decision making. Management style can be referred to as a purposeful choice connected to the business policies. The organization can either focus on one or both the features (Purcell, 2007). ...Download file to see next pagesRead More
Cite this document
  • APA
  • MLA
  • CHICAGO
(HR Managing Employee Relations in Contemporary Organisations Book Report/Review, n.d.)
HR Managing Employee Relations in Contemporary Organisations Book Report/Review. Retrieved from https://studentshare.org/human-resources/1764346-hr-managing-employee-relations-in-contemporary-organisations
(HR Managing Employee Relations in Contemporary Organisations Book Report/Review)
HR Managing Employee Relations in Contemporary Organisations Book Report/Review. https://studentshare.org/human-resources/1764346-hr-managing-employee-relations-in-contemporary-organisations.
“HR Managing Employee Relations in Contemporary Organisations Book Report/Review”, n.d. https://studentshare.org/human-resources/1764346-hr-managing-employee-relations-in-contemporary-organisations.
  • Cited: 0 times
Comments (0)
Click to create a comment or rate a document

CHECK THESE SAMPLES OF HR Managing Employee Relations in Contemporary Organisations

Employee Relations in Contemporary Organisations

... Employee Relations in Contemporary OrganisationsEmployee relations is an important element of human resource management. Blyton and Turnbull (2004) define employee relations as the formal and informal processes of people management in the workplace, which includes all the systems of employer-employee relationships. Employee relations refer to the mechanism through which matters between employees and their employers are resolved to prevent liabilities for the organisation (Ian, 2010). Blyton and Turnbull examined important evolutionary events and their influences on labour in the UK today. The main impetus for employee relations is the need for participation in management and the encouragement of participation as a result... employers...
16 Pages(4000 words)Essay

Managing Employee Relations in Contemporary Organisations:report on the changes in employee relations at ACME LTD

.... This is because the absence of trade unions meant that the flex of muscles and the use of destructive conflicts could disappear. In its stead, a new employee relation system was to be established where co-operation was a priority. Conflicts were more constructive rather than a destructive show of strength and power. Management Approach & HR In most companies, the management are under pressure by the shareholders to provide short term increase in profits. On the other hand, there is the constraint of statutory protections for labour and there is the need to respect employment service contracts and cut costs (Blyton & Turnbull, 2004). This has a...
11 Pages(2750 words)Essay

Managing employee relations

...?Change In employee relations Introduction: Employee relation has been one of the prime issues which the employers have to handle in today’s competitive world. The employee relation is a key concern because employees are the prime source of productivity for any organizations. The paper focuses on the changing aspect of the employee relations and the factors affecting it. Various factors like economical, political, social and technological aspect were considered in identifying the change. The effect of change on the actors in the organization was also considered which involved the employees, the employers, the management, the trade unions and the overall state. The change in employee relations over the last 30 years and its effect... on the...
9 Pages(2250 words)Coursework

Managing Employee Relations in Contemporary Organizations

...? Managing Employee Relations in Contemporary Organizations Lecturer: Address: Managing Employee Relations in Contemporary Organizations 1. Identify the management style used by ACME (cite evidence from both the case study and academic literature to justify this) ACME takes on a modern approach to employee relations, the system does take on a new meaning of relations with employees. The first thing that is associated with the system is the adoption of a team approach to the employees (Williams and...
8 Pages(2000 words)Assignment

Potential Role(s) of HR And HR Professionals In Contemporary Organisations

...?Critically examine the potential role(s) of HR and HR professionals in contemporary organisations The role(s) of Human Resource, or HR for short, and that of HR professionals are widespread, as it involves multitude of ways through which the employees of an organisation are optimally managed. In an organisation, there will be a separate HR department or HRD, with a set of HR professionals, or in other cases one or two HR personnel, without any specific department. Whatever be the number of HR...
5 Pages(1250 words)Essay

Managing Employee Relations

...to, power, on the other, is archaic. It disallows the effective management of a diverse workforce, implying diversity of interests and objectives, and hardly facilitates the adoption of a TQM paradigm, as would enhance an organisation's competitive strength within a globalised business environment (Morrison, 2006). The changes which globalisation has induced upon domestic employee-employer relations have rendered pluralism obsolete. 2.2 Multinational Employee-Employer Relationships An organisation has a relationship with numerous strategic publics and as far as multinational corporations are concerned, globalisation has lent to the...
14 Pages(3500 words)Essay

Managing Human ressources: eMPLOYEE RELATIONS

...around and when they see that the other people do not respect the organizational rules and policies, they vehemently detest such conflicting scenarios in essence. Some employees report the same to their higher management ranks while others take these things within their strides and move on, on a constant basis. What is most important is the fact that employees should balance these factors so that there are no impediments within the related domains and they work for the positive results that the organization envisages essentially. Procedures find out the exact ways through which details of the policies are followed within the organizational realms. Similarly a procedural...
8 Pages(2000 words)Essay

Managing employee Relations

...Managing Employee Relations- Marks and Spencer Introduction Marks and Spencer’s has been one of the largest retail markets in the UK and the employeerelations that exist within the company have both positive and negative aspects. Marks and Spencer’s employee relations have always been influenced by the conventional system of industrial relations. The company now has 65000 employees all around the world out of which 80% of the staff works directly on the sales floor. M&S is amongst the top 6 retail suppliers in the UK and have extended their operations in 29 different countries. Most of the stores are mainly franchises but...
10 Pages(2500 words)Essay

Managing Employee Relations

...Managing Employee Relations Introduction In this globalisation and technology driven era, business industries have been developing rapidly. With thegrowth in the commercial sector, there are several companies operating in dissimilar industries that desire to get exposure amid the global customers. Thus, to attain this objective, companies often seek for active participation from their stakeholders. Amongst these stakeholders, employees’ involvement and their wider participation is deemed to be quite effective. It will be vital to mention that Employee Involvement and Participation (EIP) are preferably considered an important part for building the...
13 Pages(3250 words)Essay

Managing Employee Relations - British Airways

...Managing employee relations: The case of British Airways BY YOU YOUR SCHOOL INFO HERE HERE Introduction Employee relations at British Airways have undergone significant changes, due to a variety of different factors both internal and external. Changing legal systems, higher volumes of airline competition, and generic social attitudes have driven these changes. After airline deregulation, British Airways has struggled to maintain a competitive identity and hold solid ground with employees as competitive entities began adopting value-added business models where employees are considered paramount resources to sustained...
10 Pages(2500 words)Case Study
sponsored ads
We use cookies to create the best experience for you. Keep on browsing if you are OK with that, or find out how to manage cookies.

Let us find you another Book Report/Review on topic HR Managing Employee Relations in Contemporary Organisations for FREE!

Contact Us