Building Employment Relations Teams

International and Comparative Employment Relations - Nick Wailes, Greg J Bamber and Russell D Lansbury An Introduction Employment Relations in Britain - Mick Marchington, Jeremy Waddington and Andrew Timming Employment Relations in the United States of America - Harry C Katz and Alexander Colvin Employment Relations in Canada - Mark Thompson and Daphne G Taras Employment Relations in Australia - Russell D Lansbury and Nick Wailes Employment Relations in Italy - Lucio Baccaro and Valeria Pulignano Employment Relations in France - Janine Goetschy and Annette Jobert Employment Relations in Germany - Berndt K Keller and Anja Kirsch Employment Relations in Denmark - Jorgen Steen Madsen, Jesper Due and Soren Kaj Andersen Employment Relations in Japan - Hiromasa Suzuki and Katsuyuki Kubo Employment Relations in Korea - Byoung-Hoon Lee Employment Relations in China - Fang Lee Cooke Employment Relations in India - C S Venkata Ratnam and Anil Verma

International and Comparative Employment Relations in the Context of Globalization - Greg J Bamber, Russell D Lansbury and Nick Wailes An Introduction Employment Relations in Britain - Mick Marchington, John Goodman and John Berridge Employment Relations in the United States of America - Harry C Katz and Hoyt N Wheeler Employment Relations in Canada - Mark Thompson and Daphne G Taras Employment Relations in Australia - Russell D Lansbury and Nick Wailes Employment Relations in Italy - Serafino Negrelli and Peter Sheldon Employment Relations in France - Janine Goetschy and Annette Jobert Employment Relations in Germany - Berndt K Keller Employment Relations in Sweden - Tommy Nilsson, Tony Huzzard and Olle Hammarstr[um]om Employment Relations in Japan - Yasuo Kuwahara Employment Relations in Korea - Young-bum Park and Chris Leggett Conclusions - Greg J Bamber, Russell D Lansbury and Nick Wailes

The article presents employment and unemployment as predictors of economic security in the context of a social challenge facing the national security on the example of the Republic of Bulgaria. Any decline and negative trends associated with these indicators such as low employment, non-participation of full labor potential in the public production, high unemployment, low minimum and average wages, low labor quality inevitably lead to undermining economic security of the state. The article pays special attention to the level of employment in the economy of the Republic of Bulgaria; the average monthly salary of the employees under labor and employment relationship; the average number of employed persons under labor and employment relationship; the unemployed persons and unemployment coefficients of the population by age, sex, duration of unemployment, ways of looking for work, and unemployment by statistical zones and regions in the Republic of Bulgaria. An analysis is made of the average annual salary of the employees under employment and service relationship

This study examined the impact of employee relations and organizational citizenship behaviour (OCB) on the performance of oil firms in Delta State, Nigeria. the objectives of the study was to ascertain the effect og employee relations on performance of selected oil firms, determine the effect of organizational citizenship behaviour on the performance of selected oil firms and mediation effect of organizational citizenship behaviour on employee relations and performance of selected oil firms in Delta State. A cross-sectional research design was adopted, with a sample of 178 staff members selected using Taro Yamane’s formula. Data were collected through structured questionnaires and analyzed using descriptive and inferential statistics. The findings revealed that employee relations have a significant positive correlation with firm performance (r = 0.469), while OCB showed a stronger positive correlation (r = 0.672). Additionally, OCB served as a mediator between employee relations and performance (r = 0.286). The study concluded that fostering both employee relations and OCB can significantly enhance organizational performance. It recommended that oil firms invest in employee relations programs, promote OCB traits, and integrate OCB into their employee relations strategies for optimal performance outcomes.

Civil in Germany are commonly considered to have special privileges particularly with regard to their employment conditions. This belief is based on the fact that German (Beamte) cannot be discharged, which is an aspect of their employment relationship that attracts attention especially in times when the state of the economy is weak. But does security of employment actually play such an important role in the consciousness of employees? Is security of employment really an outstanding determinant of work behaviour or only one factor amongst many others? And: compared to other employees and due to the security of employment enjoy, do they assess their work situation and their employment relationship differently? In this article we deal with these as well as some further questions. To explain the attitudes towards the employment relationship we present a general model and discuss how the attributes of different types of employment can be incorporated in this model. Theoretical considerations will play a major role in our article. We take this focus deliberately, because the analysis of empirical results demands theoretical interpretation, and because we want to make a contribution to theory development. Our empirical study is based on surveys in eight district courts in Lower Saxony, in twenty-six small and medium sized enterprises and on data from the German SocioEconomic Panel. Key words: Employment Relationship, Civil Servants , Courts, Working Conditions, Job Satisfaction, Theory of Organizational Behaviour 1. Introduction There have been very few studies on the work attitudes of servants. A fact that is somewhat astonishing because the employment relationships of in Germany have some peculiarities that are often viewed as strongly affecting the attitudes and the behaviour of this distinct group of employees. Of special interest are, of course, the differences between German and employees working in the private sector of the economy. We present the results of two studies, which were conducted at eight district courts in Lower Saxony and at twenty-six small and medium sized enterprises in the region of Hamburg. To attain comparability we used identical methods of data collection. For the analysis and interpretation of the empirical results we employed an integrative theoretical approach that - despite the obvious differences in the employment conditions - allowed us to examine whether the fundamental causal relations between the work attitudes remain the same. 2. The service: attributes and reasons for a satisfying employment relationship With the term civil servants we mean employees who in Germany are called Beamte. They are a special group of employees in the service in Germany, who should not be mistaken for those service employees, who principally have the same status as employees in the private sector of the economy. With regard to the labour law, the employment relationship of substantially differs from the employment relationship of other employees. So, for example, have to fulfil special duties and the state has special obligations towards their (Scheerbarth et al. 1992; Werres/Boewe 2006). The have to guarantee the governmental capacity to act, they are strictly bound by the law and they have to show special loyalty to the state. Furthermore, are not allowed to enter into industrial dispute with their employers, for example, by going on strike. The employment conditions are not determined by labour agreements, but by law. The state has to ensure the economic independence of its and give them adequate pension provisions. Civil are entitled to life-long employment, which is a distinctive feature in a world of volatile labour markets. Considering the job security enjoy, it would be surprising if the did not evaluate their employment relationship very positively. …

Abstract: Employee relations shape both the internal activities of organizations and their success throughout business operations. Organizations now see developing strong employee relationships as their main strategy to boost workplace performance and talent retention and create a unified team. Employee relations involve how well organizations handle communication, conflicts, employee feelings, motivation and create unity at work. This research analyzes employee relations by showing how well-managed work connections promote better employee productivity levels. The research study examines employee relations studies to find which elements determine worker actions and achievements. The text explains that both sides must respect each other and show what is happening at work to create a successful employee-employer partnership. The document shows the relationship between positive staff connections and better work performance to demonstrate why Human Resource Management leads organizational performance. This research points out possible issues in employee relations such as communication gaps and cultural barriers plus organizational politics and presents ways to handle these problems. Effective employee relations perform more than basic HR roles by helping organizations make better money through satisfied workers who remain loyal over time. KEYWORDS: · Employee Relations · Workplace Culture · Employee Engagement · Organizational Performance · Productivity · Conflict Management.

The article focuses on the analytical and comparative aspect of legal regulation of international relations in the Republic of Latvia, Republic of Lithuania, and Ukraine. Law of the Republic of Latvia, the Republic of Lithuania, and Ukraine applied to employment relations complicated by a foreign element is authentic. This authenticity means that first, each of the states has its own source of legal regulation of these private law relations with a foreign element different by titles and/or type of legal acts (the Labour Law in the Republic of Latvia, the Labour Law in the Republic of Lithuania, Law of Ukraine "On Private International Law"). Second, the conflict of laws provisions are different in the Republic of Latvia, the Republic of Lithuania, and Ukraine. The study presents the article-by-article digest of the Labour Law in the Republic of Latvia, the Labour Law in the Republic of Lithuania, Law of Ukraine "On Private International Law" meant for legal regulation of international employment relations. Thus, the Latvian legislators assign certain obligations to employers when it comes to seconding employees to work in the Republic of Latvia and abroad. The Lithuanian legislators set: first, the rules to be applied to the employment relations with seconded employees; second, the specifics of regulation of employment relations in diplomatic missions and consular institutions of the Republic of Lithuania; third, the authentic approach to regulation of employment relations when it comes to water, air, and automotive vehicles; fourth, the rules to be applied to individual employment relations; fifth, the rules to be applied to collective employment relations. The Ukrainian legislators point to, first, the authentic nature of legal regulation of employment relations with the Ukrainian nationals working abroad; second, the specificity of legal regulation of employment relations with foreigners and stateless persons working in Ukraine.

ABSTRACTThe author investigates how the equity relationship between fund company and brokerage firm as well as employment relationship between analyst and brokerage firm affect affiliated fund stock portfolio holding and the affiliated analyst's objectivity. By using the specific data of such equity and employment relationship, the author finds that equity and employment relationship do matter in fund portfolio holdings and analyst objectivity. Specifically, analysts tend to release more optimal ratings on stocks that have been hold by the funds, and the funds tend to significantly reduce the stocks in their portfolio once the analysts have announced high ratings on the stocks. Moreover, the analysts in employment relationships with majority shareholders of funds and with a low reputation reveal worse objectivity. In addition, from the point of abnormal return, analysts in employment relationships with majority shareholders of funds and with a low reputation damage the interests of common investors.

The employment relationship is by its very nature premised on the foundation of inherent inequality between the employer and the employee. The employer by virtue of the resources at its disposal is in a stronger position than the employee. One of the strong criticisms levelled against the common law has always been its indifference to this unequal division of power. The common law tends to deal with a contract of employment on the basis that it is an agreement entered into voluntarily and on equal footing bythe employer and the employee. Unsurprisingly, the common law regards terms that regulate the employment relationship as being freely entered into by the contracting parties. This assumption overlooks the inherent inequality that characterizes the employment relationship. It is on account of this assumption that the common law can be mostly associated with unfairness when it comes to the employment relationship. Nowhere is this assumption clearer than in cases of dismissal. In relation to dismissal all that the common law demands is that the dismissal must be lawful. This requirement is easily met if the employer merely provides the employee with a notice of the dismissal. Under the common law there is no mention of fairness as a requirement for a dismissal. In order to address the deficiencies of the common law, the legislature has enacted labour legislation like the Labour Relations Act (66 of 1995, hereinafter “the LRA”) which seeks to bring in some equilibrium in the employment relationship. It must also be said that the LRA provides partiesinvolved in the employment relationship with a framework within which employment issues must be addressed. This has resulted in a situation where in some instances there is a collision between the common law and the LRA. The critical question that emerges is whether the rights and remedies of the employees in the event of a breach of contract must be exclusively determined within the framework of the LRA. If the answer is in the affirmative then it means that the common law has lost some of its relevance in employment issues. This case note seeks to analyse the tension between the common law and the LRA in the context of employees withholding their labour on account of a breach of contract by the employer. It also seeks to analyse the implications of the approach adopted by the Labour Appeal Court in National Union of Mine Workers on behalf of Employees v Commission for Conciliation Mediation and Arbitration ((2011) 32 ILJ 2104 (LAC)).

The Oxford Institute for Employee Relations (OXIFER) is a small research and teaching community based at Templeton College, Oxford. It aims to link advanced research with teaching and the widespread dissemination of findings, focusing primarily on the role of management in employee and industrial relations and examining aspects of employee relations. Four research projects are currently under way. The first, Development and Dissemination of the Industrial Relations Audit, involves identifying an organisation's existing industrial relations practices and comparing and contrasting these with the desired position as perceived by senior managers or a joint body of senior managers and union representatives. Line Management of Industrial Relations uses data from the audits conducted in the first project to study the industrial relations role of line managers. The Management of Employee Relations in the Multidivisional Company focuses on the strategic choices open to senior line managers and personnel management. Management of Change and the Contribution of Industrial Relations Training aims to gain a better understanding of the process of change in a variety of organisations with particular reference to the contribution which industrial relations training in its broadest sense can make to change. Common themes running through the projects are methodology, employment relations and the management of change and the apparent current managerial concern with quality.

Negotiation versus unilateralism in employment relations - how labour, business and government act and interact and what it means for competitiveness framing the employment relations context - how employment relations structures influence business and labour strategies industrial adjustment at the enterprise - how management and labour navigate change at the work place industrial adjustment and skills development - how employee training processes and outcomes reflect and influence adjustment strategies negotiation versus unilateralism - why German managers like collective employee representation employment relations in Eastern Germany - how the negotiated model works out of context decline of the negotiated model? what's wrong and what's right with the German model negotiating competitiveness in the United States - building on the strengths of American employment relations.

The presence of COVID-19 movement control order (MCO) and working instructions from home contribute to a flexible working arrangement. Work from home (WFH) is likely part of the ‘new normal’ as the global community continues to fight COVID-19. The question arises as to how the employment relations takes place while working from home due to MCO and whether technological facilities and smart devices have successfully created harmonious and effective employment relationships. This paper aims to explore how WFH during MCO can affect employment relations in Malaysia. Based on qualitative online survey data with 725 respondents and analyzed using the reflexive thematic analysis technique, this study found that four major elements influence employment relations, namely: Digital Transformation, Digital Communication, Support (institutional & social), and New Working Style. These elements can either strengthen and at the same time weaken existing employment relationships. The study also showed that the success of WFH on employment relations is a concept of relationships that exist based on trust and this is shown through a symbol of cooperation that is trusted on the commitment of work given. Therefore, it is the responsibility of each member of the organization to put in their utmost and maintain smooth and harmonious employment relations. Employees and employers with the support of the Government should join hands to overcome the challenges of COVID-19 and ensure that the new work style of WFH efficiently functions for the betterment of everyone, society, and the nation at large.

This article examines whether the EGP (Erikson–Goldthorpe–Portocarero) schema and its reliance on employment relations remain relevant in today’s post-industrial labour market. Ongoing shifts in work structures and employment conditions may challenge the relationship between employment relations and class distinctions as defined by EGP. Prior studies have validated that employment relations correlate with EGP classes; however, they have not explored other class-defining factors, potentially overlooking important dimensions. Building on this, the present study employs Lasso regression – a machine learning method – and leverages indicators encompassing employment relations, work conditions, skills and socio-demographics to enable a comprehensive, albeit exploratory, analysis of factors underlying EGP class. The findings reveal that class distinctions may be shaped more by job characteristics, sector and gender than by the theoretically proposed employment relations. The results suggest a conflation of employment relations with tasks within the EGP schema, highlighting the need for re-evaluation as the labour market evolves.

Employment in UK retail banking has begun to decline as all the major institutions shed workers. Technological, organizational and market‐driven reasons for the job losses in the major clearing banks are discussed. Irrevocable long‐term changes in employers' industrial relations and human resource strategies are identified as necessary accompaniments to pushing the current retrenchment through in the context of a developing general crisis in employment relations.

It is increasingly apparent that models of industrial relations developed by the industrialised market economies in Europe and North America cannot be readily transferred to newly industrialising economies (NIEs) in other parts of the world. Certainly, the impact of US or European- based multinational enterprises (MNEs) have had a significant influence on the NIEs of Asia. Furthermore, the growing outward-orientation of economies in the Asian region means that they are likely to be increasingly influenced by aspects of western-based employment and industrial relations practices. It is important to emphasise that countries in the Asian region have not adopted a uniform approach to industrial relations or other firm- related policies and practices. This is clearly evident in the case for the three countries represented in this symposium. Yet many economies in the region have shared some similar characteristics which include: a high degree of investment in human capital, a welfare-oriented state, relatively weak (and historically repressed) industrial relations institutions, a high degree of economic coordination by government and the lack of an independent trade union movement. However, in many cases, increased economic development is facilitating greater democratisation and a higher degree of labour market institutionalisation as evidenced by the emergence of minimum wage laws, health and safety regulation and independent dispute settling mechanisms. Even trade unions appear to be gaining a greater level of autonomy and influence in some countries where they were hitherto illegal. A study of the changing nature of employment relations in newly industrialising countries of Asia, inspired by an MIT-initiated study led by Tom Kochan and coordinated by Anil Verma et al (1995), emphasised the linkage between economic development and industrial relations. A series of parallel studies were conducted in eight Asian NIEs which revealed a variety of approaches being used to adjust their economic development, labour and human resources strategies to a new global economic order. (1) However, all countries faced a similar question: what is the appropriate mix of industrial relations, human resource and economic policies for adjusting to a higher value added economy? Are new state policies, company practices and union strategies needed to move to a higher wage, higher productivity strategy for further economic development? The evidence from the research project suggests a link between the process of economic growth and policies in the area of human resources and employment relations. As shown in Figure 1, a less developed country begins the process of industrialisation by creating some initial conditions conducive to investment. In industrial relations terms, this may translate to low wages and possibly low unionisation. This situation may attract initial investments by firms which can take advantage of such labour market conditions. However, with increased investment, the initial labour market conditions inevitably change and there are pressures for higher wages and possibly unionisation. These may be called secondary conditions of the labour market because they follow the initial investment surge. However, this reduces the initial advantage which attracted the new investment in the first place, so other inducements are needed in order to retain attraction to external investors. This creates a critical juncture in the development process and places pressure on the existing industrial relations system. The secondary conditions provide the state with strategic choices. On the one hand, it can undertake a series of measures that will maintain the advantages of the initial conditions. These policies may include wage controls, as well as the suppression of unions and collective bargaining (as has occurred in countries such as Malaysia and Indonesia). Alternatively, the state may encourage employers to link wages to productivity and to upgrade skills by investing in training and education. …