Employee Law and Relations

GRIN Verlag
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Seminar paper from the year 2011 in the subject Business economics - Business Management, Corporate Governance, grade: A, Harvard University, language: English, abstract: The last forty years in Britain have been characterised by enormous changes that have led to the consequent change in the role of legal regulations and the employment relationship at the work place. There exists an explicit transformation from the traditional legal abstention of the state to the use of individualistic legal employment rights to protect workers. The change in employment relations in Britain is traced to the adoption of new statutory rights for individuals by the Labour government. In the 1960’s the employment relations in Britain were best described as Voluntarist as the public policy at that time envisioned abstention of the state. Trade unions and Employers had to consult to reach any conceivable agreement, and this gave trade unions colossal power in protection of the workers’ interests. Coats (2010) identified that the state at the time had the sole responsibility of regulating aspects of child labour, safety at work and payment of wages in low-income industries. According to Dickens (2009) the shift from collective bargaining as the distinct method of regulation of employment is because of the conservative governments between the years of 1979-1997. The said governments concentrated on increasing of managerial control and freedom to take independent action. The labour governments then took over and employed a different approach through the introduction of minimum employment standards of regulation that were aimed at promotion of equality at work places. The changed attitudes of employment relations by European Union and the introduction of National Minimum Wage in 1999 led to the expansion of statutory rights. The affected aspects included rights relating to working time, consultation of employees and antidiscrimination hence positively affecting the rights of atypical workers (Dickens 2009). Current Problems in Employment Relations in Britain
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Additional Information

Publisher
GRIN Verlag
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Published on
Mar 13, 2013
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Pages
12
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ISBN
9783656390022
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Best For
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Language
English
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Genres
Business & Economics / Management
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Content Protection
This content is DRM protected.
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Eligible for Family Library

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Seminar paper from the year 2011 in the subject Communications - Public Relations, Advertising, Marketing, Social Media, grade: B, University of Michigan, language: English, abstract: The concept of internet,necessitated by communication technology and the effect of globalization have transformed the contemporary society as regards business operations, governments, banking institutions, individuals, educational institutions, international organisations and subsequently provided consumers with adequate information which is instrumental in determining their choice, rights and knowledge acquisition (Layton, 2007).With such technologies consumers are adequately informed and thus stand at a key position of critically determining their product choice and preferred product (McNab, 2004). With the increased use of internet the modern consumer is well informed on the organizations visions ,missions, strategies, products and management issues, since such information is easily accessible through internet technology through out the world(Layton, 2007). Indeed analysts concur that, the consumer does benefit from such information but what is more, important especially to the organization, it’s the positive impacts tied to such a strategy (Berry, 2004). In this case access of organizations information’s by consumers is both a boon and a detrimental effect. Under this ideation it’s imperative to note that the benefits for indeed surpass the limitations. This study will critically evaluate the use of internet by organization and consumer for information sharing and the subsequent impact it has on the organization as well as the consumer. With internet,geographical barriers are rapidly vanishing into oblivion. This concept has led to immense disarticulation in organisations all over the world. Indeed, the revolution in the pattern of universal communications technological systems has led to creation of contemporary approaches in the global economy. Currently its, participation in the information economy has become the revised set and elementary prerequisite for economic growth (Berry, 2004). The advent of internet indeed, opened new opportunities and opened the world virtually to new ideas and ways of doing things.Analyst posits that the business world has had great benefits from technological innovation tied to the internet and telecommunication. Just picture this, some decades back consumers could only obtain information from the markets but with technology the concept of electronic marketing has become a reality and subsequently connected organisation to millions of consumers worldwide, bridging the gap between physical availability and purchasing.
Master's Thesis from the year 2011 in the subject Business economics - Business Management, Corporate Governance, grade: A, University of Portsmouth, language: English, abstract: Family business succession is an antagonistic concept, which continues to constipate, the subsequent survival of businesses both family owned and non-family owned, mostly because of lack of planning and poor, abortive and ineffectual succession planning strategies. Thus, Effective succession planning is a critical component of the future success and survival of family businesses. However, choosing the right successor within a family business is not an easy process. Research suggests that it is important to achieve some form of match between the firm and the successor, but it is unclear how important this is, or what factors should be matched. This study draws on a positivist, deductive research paradigm, and the use of quantitative methods and data analysis, to examine how important it is for family business to have successors trained in the particular field they are entering. In so doing, it focuses on the skills, education, knowledge, experience, and commitment of the potential successor. A sample of 15 family business successors and future successors in Saudi Arabia’s city of Jeddah was used. Data was collected through use of questionnaires sent to identified incumbents and potential successors and subsequently analyzed through use of quantitative statistical data analysis instruments such as SPSS and presented inform of graphs and tables. It was backed by secondary data from previous research and books. The findings, showed that indeed, it is critically important to have successors, trained in the field the family business operates in and that successor attributes do affect the eventual performance of the firm, either positively or negatively. In particular, the research identified accounts knowledge and education as one of the asymptotic skills, a successor ought to posses. The paper recommends among others, that proper succession planning be adopted by family businesses while transferring business to the next generation and strongly recommend family businesses owners to evaluate successor attributes such as knowledge, competency, training and performance in preparing for succession.
Bachelor Thesis from the year 2011 in the subject Business economics - Business Management, Corporate Governance, grade: B, , language: English, abstract: Implementation of work-life programs, as promoted by many organizations, aim at attracting better employees, increasing performance and productivity of employees, reducing work-to-life conflicts, and reducing the rate of employee turnover. Still, other organizations implement work-life programs because of the regulations by governments or other bodies. This research paper examines how work-life programs enhance employee retention. There have been extensive studies on this issue as work-life practices continue to increase in their importance and adoption. However, there has been varying results regarding the effectiveness and benefits of implementing work-life programs. Whereas some researchers have reported positive results, others have established negative results. There are those who have also found no difference at all. In our study, we reported positive outcomes of work-life programs in relation to employee retention. We propose through the paper that organizations that have not adopted work-life programs do so, although they have to modify the programs and practices according to their specific needs. This is because work-life programs, apart from enhancing retention, increase productivity, reduce costs, and create competitive advantage to the organization.............................................................................................................................................................................................................................................The purpose of this research was to examine how work-life programs enhance employee retention. Many companies are presently initiating work-life programs as way of improving their working conditions, and attracting or retaining their employees. Many companies have realized that employees need more flexible working conditions to successfully manage work related issues and family issues, and with the global recession many companies suffered financially and can no longer continue to offer financial compensation. However, with increased rate of employee turnover in many companies, work-life is used to develop loyalty and enhance employee retention. This study used both primary and secondary research methodology. Primary research involved an interview of 55 employees. The employees selected were from different organizations, but below management level. Secondary research entailed literature review from previous studies on the same subject.
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