Management: Emloyment Relationships - Essay Example

These specifically demote the new approaches taken by the management emphasizing on the importance of multi-skilling, team works, employee empowerment and involvement in the achievement of high levels of productivity and quality. The main idea that this project wants to bring forth is the reasons and impacts of the changes in employment relations since the last 30 years. In order to do this it is important to define the meaning of employment relations. It has been defined by Rose (2004), as the study of the regulations between the employers and employees as well as the determination of procedural and substantive issues at the workplace and industrial organizational levels.

In this context special emphasis would be provided to organizations in UK in particular. For this purpose a PEST analysis would be conducted to study the political, economic, socio-cultural and technological factors contributing to the changes. This would be followed by the impact of the changes on the employers or management of the organization, employees and trade unions and the State on the whole. Finally the project would bring out the extent to which these changes have affected the strategic choices in organizations.

Changes impacting on employment relationships in the last 30 years- PEST Analysis Political Political transitions taking place in nations have impacted heavily on the employment relations existing in the regions. Recently the unions in UK have been increasingly associated with the machinery to advise the present UK Government on such issues like minimum wages, employee information and consultations, company reporting etc. The European Union social dialogue also provides major role to the unions to promote social changes.

These unions have also been involved with coordinating their agendas in Brussels. As the Governments of Europe have been increasingly showing their concern and involved in enhancing their legitimacy and are taking actions on labour market issues, their continuous reliance on the network of trade unions continue to exist (CIPD, 2005, p.5). Moreover implementation of the ‘Warwick’ agenda’ is unlikely to allow complete consultation rights for the trade unions on social, economic and other issues.

However, it is true that any before enforcement of any new machinery it must involve the participation of the union representatives and the employer. In the very same way if the Government wants to improve the working conditions in the low paid sectors and tries to promote favourable management practices in the sector the unions also have to get involved in the process. The above scenario demonstrates the influence of political factors on the employment relationship sin organizations (CIPD, 2005, p.7). Economic Since the world economy has undergone dramatic changes since the last 30 years, it is evident that the same would have an influence over employment relations in organizations also.

It is important to make employees adapt to the economic changes and address the external realities positively. Economic growth has instilled competiveness in the industries and organizations which correspondingly demands higher performance from organizations and employees. This has called for more direct