The Impacts of Globalization on International Industrial Relations - Literature review Example

Consolidating and Critically Analyzing the Research Literature Affiliation Student Name: Shixiang Peng, ID: 16330857 Student Name: Yiwei Song, ID: 17352849 Student Name: Yuting tong, ID: 17352938 Student name: Sun, ID: Topic: International Industry Relations Author(s) and year of publication 1. Raghuramapatruni Radha and R.V Reddy, 2012 2. C. Olive and A. Weilier, 2008 3. Isabel da Costa, Valeria Pulignano, Udo Rehfeldt, and VolkerTelljohann, 2012 4. Bernd Brandl, Sonja Strohmer, and Franz Traxler, 2013 Is each research article related to your topic? YES or NO – please circle (if the answer is no to this question you need to find another research paper that is relevant ) Yes the research articles are related to the topic. What are the main contentions of each research paper? 1. (Radha & Reddy, 2012): The conceptual frame work of the impacts of globalization on the industrial relations. 2. (Olive & Weiler, 2008): The responsibility of European council and the significance on human resource management. 3. (da Costa, Pulignano, Rehfeldt, & Telljohann, 2012): The potentials and the obstacles of the Europeanization of industrial relations. 4. (Brandl & Strohmer, 2013): Out flows of investment to Europe and the effects on labor relations and direct investment. List any common concepts (ideas), propositions or theories that have appeared in the literature review of the four research articles. Don’t forget to add a reference (citation) after each point to assist with comparing and contrasting the research articles. According to Radha & Reddy (2012), the effectual IR is a crucial factor for enhanced functioning of an establishment. Based on global dynamism, efficient labour administration associations is essential to establishment’s functioning. The global diversification has altered the viewpoint of IR. Industrial relation is an important component in an organization to plan, develop, create, and market the company. The main attributes of the novel type of employment dealings applied in sophisticated companies comprises work safety main employees. This is augmented with accommodating contracts for tangential employees; wide and demanding jobs based on collaboration; a apprehension for procedure enhancement and satisfying responsibility to other units/sections in the venture; control depending on facilitation and no chain of command. There is incessant expertise advancement; personal functioning evaluation; an accomplishment dependent on rewards structure; and members of staff participation in making decisions via a prescribed board and/or an amalgamation in the type of a sole accord element (Radha & Reddy, 2012). The study conducted by Olive & Weiler (2008) also talks about fundamental means of making decision. This is an important management component in a number of progressing industries. Furthermore, the study dispute that a model that has centralized decision making is adopted by many firms. On the other hand, this model is not essential for corporations therefore there is a necessity for every establishment to assess an efficient model that permits efficiency improvement (Olive & Weiler, 2008). Despite the fact that industrial relations are not guarded by EU laws, The tasks of industrial relations are turning out to be active and dynamic in nature. Over the past century, a number of accord have been made a cross nations. The involvement of EWC through the joint cooperation of trade unions from national to global promotes open dialogue (da Costa et al, 2012). Based on the investigation by Brandl & Strohmer (2013), industrial associations are altering globally. The study focuses on alterations in international industrial associations. This because putting into practice industrial relations in private establishments is far much ineffective when compared with the public sector. That's why efforts to turn public institutions private are set to show the way to unevenness in industrial relations. Other reasons of alterations in industrial relations comprises quality management structures, the incorporation of current accounting system, devolution of the distribution of services, and implementation of individualized structure of administration. All these issues have contributed to what is perceived as the deteriorating industrial relations system (Brandl & Strohmer, 2013). Identify and list key issues that have been discussed in the literature review of each research article. Are there any similarities or differences in the type of issues that have been discussed across the three research articles? For example, have two authors raised similar issues? In Radha & Reddy (2012) research, the main issues are; first is attaing accomplishment. The procedure of globalization has come with a need of augmenting aggressiveness. This will take every nation to be innovative at low cost. This will be varying in steps of industrial progression in every nation. IR is crucial in every stage of progression in adopting alterations necessary. This calls for flexibility and expertise for quality and competitiveness both locally and internationally. Secondly, IR that is effectual aid in improvement of performance in an organization. All enterprises that are competitive have adopted innovation in line with the company’s strategies (Radha & Reddy, 2012) Olive & Weiler (2008) spotted that 750 countries set the council. The main purpose is to straighten policies in the region permitting many nations and industries to join. On top of these, fundamental means of making decision is elucidated as a crucial management component. Furthermore, the study dispute a centralized decision making model adopted. The model unessential for corporations therefore there is a necessity for every establishment to assess an efficient model that permits efficiency improvement (Olive & Weiler, 2008). da Costa et al (2012) in their research found that it is recognized by the social partners that the cross-industry level is able to initiate negotiations. However, no European legislation dialogue exists at the level of company. The European Commission intended to offer a specific framework for the companies. Although it is not protected by the EU legislation, the industrial relations activities are becoming dynamic and active for companies. In the past decade, quite a number of transnational agreements have been signed. With the involvement of EWCs and the coordination of the trade union organizations at national, even to global levels, the transnational social dialogues for the companies are promoted (da Costa et al, 2012). Th research by Brandl & Strohmer (2013) acknowledges that industrial relations are changing all over the world. The article focuses on the changes in international industrial relations. This is due to the fact that the enforcement of industrial relations in the private sector is far much less effective as compared to the public sector. For this reason, moves to make public institutions private are set to lead to an imbalance in industrial relations. Other factors which have led to the changes in industrial relations includes quantity management systems, the integration of modern accounting regimes in organizational management, the decentralization of the delivery of services and the adoption of individualized systems of management. All these factors have led to what is now seen as the weakening industrial relations regime (Brandl & Strohmer, 2013). The study illustrates that the industrial relations transformation all over the planet is due to a number of factors majorly from western Europe. The progression is incessant and is augmented by alterations in modern global industrial relations, technology, politics and forces in the market (Brandl & Strohmer, 2013). In our own point the four articles are taliking of the same aspect of the changes in industrial relations globally, the legislations governing the industrial relations, the decision making model that is effective ought to be adopted. Do any of the four research articles use the same method of data collection or analysis? List the method of data collection and analysis for each article and note any points of interest. Three research article by Brandl & Strohmer (2013), and Radha & Reddy (2012) employed secondary research where the researchers collected data from previous literature. Olive & Weiler (2008), and (da Costa, Pulignano, Rehfeldt, & Telljohann (2012) employed secondary research and interviews. In the research by Olive & Weiler (2008), the interviews aimed at studying case studies comprised of 41 groups of organisations in five European Union countries. The data collected was mainly qualitative hence, the main data analysis tool which was used for the identification of relationships which existed between the different sets of data (Olive & Weiler, 2008). In the study by da Costa et al (2012), the data and materials was collected through semi-structured interviews and documents in Belgium, France, Germany, Italy and the UK. A number of transnational agreements signed by the European Metalworkers’ Federation could be found through the related website. According to the organization which had signed the agreements, the transnational agreements are classified as IFAs and EFAs (da Costa et al, 2012). Make a note of who was studied in each research article. Are the participants from similar or different industries /sectors, regions, gender? Note other demographic variables of interest. Brandl & Strohmer (2113) in their research studied several MNCs’ foreign direct investment (FDI) to describe the impact of multinational corporations in process of globalization and The United Nations Conference on Trade and Development (UNCTAD) so as to state the role of multinational corporations in current economy system (Radha & Reddy, 2012). Olive & Weiler (2008) studied 41 groups of organisations sourced from five European Union countries. The case studies carried out was based on agreements with respect to article 13 of the European Works Council’s directive 94/45/EC. The other case studies have a bearing on article 6 of the council’s directive (Olive & Weiler, 2008) da Costa et al, (2012), focused on transnational negotiations and Europeanization of industrial relations, concerning the potentials and obstacles. Relevant disputes about the rights of the workers in transnational corporation are settled in a case by adopting the agreement. Moreover, General Motors Europe and the EWC also meet an agreement with a large number of employees’ benefited (da Costa et al, 2012). Brandl & Strohmer (2013) focused on studying Western Europe. It is noted that Western Europe is home to the advancements in international relations. Therefore; the author saw it fit to use the region as a case study reference (Brandl & Strohmer, 2013). Consider the findings of each research article and how each has contributed (added) to knowledge on the research topic. Write down at least one point for each research paper. Brandl & Strohmer (2013) offers a deep understanding of internal connections among those with relevant potential consequences arising from globalization. It gives the process of globalization with changes among industrial relations in the field of international human resource management (Radha & Reddy, 2012). Olive & Weiler (2008) give an insight into the actual management structures in top companies in Europe. There is a need for the establishment of a framework that enables organisations enhances healthy relationships between the management and the employees (Olive & Weiler, 2008). da Costa et al (2012) show the necessity of implementing the task of international industrial relations. Although quite a large proportion of agreements are not protected by the EU legislations, it still benefits the rights of workers in transnational companies, including the health and safety rights, and human rights. The agreements could significantly protect the rights of the companies, including their workers (da Costa et al, 2012). Brandl & Strohmer (2013) give an insight into the factors affecting international industrial relations. From the research, one is able to acknowledge the whole issue of management and policy making (Brandl & Strohmer, 2013). Compare the findings of your group’s four research articles. Are there any similarities or differences? In the four research articles, the prominent similarity is the quest for all round industrial relations. Radha & Reddy (2012) articulates that industrial relations ought to be adopted progressively so as to counteract with globalization impacts. In addition, the alterations needed ought to offer steadiness and cooperation between employees and the employers. There must be equal participation of workers in the advantages arising from the growth and development of the company. Olive & Weiler (2008) found out that the interaction between employees and the management is largely influenced by joint working groups. It was established that joint working groups are set with a view of enabling an organisation deal with specific management and operational issues. On this point, European Work Councils have an important influence on the interaction between employees and the management. Another similarity is legislation. Radha & Reddy (2012) pointed out that industrial relations require guidelines, policy, and work practices. da Costa et al (2012) assert that the agreements of transnational company is increasing, while most of which are not protected by the EU legislation. However, the certain agreements are truly helpful to protect the rights of workers. Moreover, relevant strategies should be adopted and coordinated to ensure the transnational agreements could be performed in order to better serve the development of the transnational companies (da Costa et al, 2012). In as much as the governments are focused on enacting policies which are good for the economy; it has to take into consideration the changing face of industrial relations, thereby ensuring that the polices do not lead to weak employment relations (Brandl & Strohmer, 2013). How have these research study contributed to the broad knowledge on this topic? Radha & Reddy’s (2012) study offers a background of industrial relations and globalization in order to provide the relationship amid those related definitions. Additionally, a deep understanding of internal connections with potential consequences which come from globalization. The contribution is the illustration of the process of globalization with changes among industrial relations in the field of international human resource management (Radha & Reddy, 2012). The research conducted by Olive & Weiler (2008) give an insight of the actual management structures in top companies in Europe. One point that has come up strongly is that there is a need for the establishment of a framework that enables organisations enhances healthy relationships among management and employees. A standardised industrial management approach in companies is emphasized for increased benefits the employees and management (Olive & Weiler, 2008). da Costa et al (2012) suggest that strategies in the industrial relations are necessary since it indicates the importance to maintain industrial relations. The union of the industrial relations helps to better develop the companies, while the division could lead to the falling of the company. The function of industrial relations acts as the major factor for the future development of the company (da Costa et al, 2012). Brandl & Strohmer (2013) provide insight into the factors affecting international industrial relations. Readers are able to acknowledge the whole issue of management and policy making. In addition, changes in the international business world have a key impact on international industrial relations. For this reason, caution should be taken to ensure that employment relations are always at their best (Brandl & Strohmer, 2013). Compare the suggestions for future research across the three research articles and note any similarities or differences. Do the authors of the three research papers concur (agree) on the future direction of research on this topic. Note any differences in the recommendations for future research directions Radha & Reddy (2012) recommended a better collection of specific data and to provide detailed examples to help understand this topic. There is need for some critique thoughts (Radha & Reddy, 2012). Olive & Weiler’s (2008) suggestion for future research is that there need to focus on finding major European Works Councils position in a particular firm. This will be specific and avoid general study (Olive & Weiler, 2008). da Costa et al (2012) proposed that future research should contain other industries, not merely restricted to the metal industry. Moreover, the data and materials should be large to better illustrate the idea (da Costa et al, 2012). Brandl & Strohmer (2013) suggested future research be carried out in a different continent such as Middle east. This is where focus in connection to labour issues is concentrated (Brandl & Strohmer, 2013). Read More