Name Institution Course Instructor Date Employment relations in the United Kingdom Employment relations in the United Kingdom, like in many parts of the world, have a common characteristic of voluntary influence of social entities, with insignificant influence of the state…
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In fact, by 1910, trade unions had the authority to engage in strikes, industrial actions and mass protests, without running the risk of prosecution for any damages resulting from such acts. At the time, there was minimal regulation of safety and health standards for workplaces, with trade unions taking up the role of championing for such rights. With European nation having colonies around the world, the economic context was quite favourable (McCrudden, 2007:259). Acquisition of raw materials, cheap labour and a huge market for industrial products was the defining feature of the European economy at the time. As such, the rise of trade unions, with minimal control from the respective central governments was a common figure. In the United Kingdom, the law at the time allowed for industrial action between employers and their employees, without any interference by the state (Nick, 2010: 111). Perhaps, this was a sort of “immunity” from the provisions of the prevalent common law, which does not recognise such rights. The United Kingdom was among the very first countries to institute industrial relations in its systems (Lewis, 1983: 271). Since this development, the UK has seen a major turn of events over the time, to the present day state of affairs, in the employment and labour market. Perhaps, modern day industrial relations have their basis and growth in the Great Britain, dating back to the early twentieth century. Right from the start of the industrial revolution, the UK has played a great role in modelling labour and employment relations around the globe. In fact, any literature or study, which does not refer to the industrial revolution, will have difficulties in explaining labour relations in any part of the world. In the early parts of the twentieth century, the relations in the industrial sector relied on regulation for the purposes of controlling the wage conflicts between employers and their staff, and the steep competition between industry players as well. The result was creation of the first industrial relations regulation, primarily focusing on addressing the twin problems above (Darlington & Lyddon, 2001: 53). After the world war, there was an increase in the need to produce more for the war-ravaged economy. However, pertinent issues around wages, extraneous working conditions, and deteriorated working environments were a major concern among many industries. With this scenario, in 1968 trade unions came into play, as a channel through which employees in all industries and firms could have level bargaining grounds (Singh, 2005: 165). With these unions, the landscape of industrial labour relation begun to change dramatically, as employees got more power to champion for their rights, especially on wages and working conditions. Trade unions played a major role in determining employment relations in the United Kingdom. The British labour relations fall under three categories, over the last century. Firstly, the volunteer philosophy is an integral aspect of the growth of collective bargaining for workers. Secondly, there was the establishment of trade unions, whose mandate was to champion for the wages, and minimum responsibility of the employers to their employees (Heery, 2010: 80). This was particularly crucial in creation of an independent entity, free from state influence on the affairs of the work place. This development kept the state away from active engagement in the employment
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(“Employment Relations in the United Kingdom Essay”, n.d.)
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(Employment Relations in the United Kingdom Essay)
“Employment Relations in the United Kingdom Essay”, n.d. https://studentshare.org/management/1448531-in-the-last-half-centurythe-uk-has-moved-from-a.
The past decades were marked with the growing tensions in the relations between public sector employees, the government, and trade unions. The reasons of such conflicts are numerous and varied. The changing role of state and the rapid decline in the number of public sector employees over the past years produce significant influence on how the public sector operates.
In proportion of all kinds of temporary work, ratio of agency work is rising in a steep manner, for instance, 13 per cent of agency workers in 1997 increased to 17.1 per cent of all temporary work in 2007.According to OECD’s employment outlook (2002), “European Foundation estimates that in 1998 the top five agencies controlled between 75 per cent and 80 per cent of the market in France, Belgium, and the Netherlands, compared with only 16 per cent in the UK”(cited in TUC Commission,2008,p.15).
Most small firms are managed in a personalised way because owners are attached to them. Consequently, their personalised feelings attached to business make them active in all aspects of their business.
The study leads to the conclusion that the government continued to use a number of laws which aimed at regulating the power of various trade unions. Additionally, the laws established by the government extended the health and safety act in order to meet the requirements set up by the European Union pertaining to the rights of employees.
The existence of an effective employee employer relationship in an organization can reduce the labour turnover and industrial unrest. Employees are interested in working in places where they get higher amount of work satisfaction than working in organization where they get lesser or no work satisfaction.
While experience is usually pegged on age and education, gender may be used as a factor depending on the nature of work available. However, gender bias was notable in the labour market in United Kingdom in the past. A controversial phenomenon in the labour market was the Sex Discrimination Act of 1975, which was not clear on how employment discrimination related to gender could "not be justifiable" (Reeves 2000).
perfunctionary manner that reduced the whole gamut of human resource management and industrial relations to a simplistic problem of wage setting (Zaidi 1994, p. 289). This setting made the field of employee relations become relegated into mere production cost. The autocratic
246). So, how is the history of employment relations in India? It is important to first point out that employment relations in India trace its history to many decades ago; however, the agrarian age was when some sort of formal
This could be for informing their superiors who then reach out to the employers and enlighten them about the issues on the ground. In other cases, when the employees feel that they are not being taken seriously or that they need to appear brave and