Employment Relations CIPD Term Paper

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[. . .] This decline concerned only the recognized unions which had members at the workplaces. However, it was WERS 2004 that for the first time asked the managers if they recognized the trade unions that didn't have member in their workplace an d by doing this they for the first time broke the link between recognition and membership. The above mentioned scenario can take place if the workplace is basically a part of some larger organization that ultimately recognizes all the other sites or if the employer is a part of an agreement which is industry wide. The workplace recognition unions' proportion increased from 27% to 30%, when all these workplaces were included in the ones that were covered by the traditional measure. The number of employees recognized by the unions who worked in the establishment also increased from 48% to 50%.

The amount of the workplaces where the members belong to the recognized unions and can approach the lay representative whether in an organization or on site was not at all different in 2004 than it was in 1998 (68 per cent), but it was noticed that the access that the members of the recognized unions had to the lay representatives was less in 2004 as compared to 1998 as it was 55% in 1998 and 45% in 2004.

On an overall basis it was noticed that there were 13% work places where the union representatives had been present in 2004 and these workplaces had 39% of all the employees.

Another form of the representative voice has been the Joint consultative committees which were present in 14% of the workplaces in 2004 and had 10 or more employees in each of those places. The larger workplaces had the workplace- level joint consultative committees as it was easier to interact with all the staff there. Overall it was noticed that in 1998 there were 46% of the employees who worked in the workplaces that had workplace-level joint consultative committee but this had decreased to 42% in 2004.

The stand-alone non-union representatives are another type of the representative voice that deals with the employees who don't have a specific constituency as it has not been determined by the union membership and they are not as such a part of the joint consultative committees but they still do represent the opinion of the employees to managers. It was noticed that 5% of the workplaces had the stand-alone-non-union representatives, it was also seen that they were definitely found in the workplaces where there were other unions present but the only places where they weren't present were the ones where the other unions had their own representatives.

Recommendations based on Workplace Employment Relations Survey 2004 and the CIDP report

With regards to the declining trade union representation, it is often said that freedom mostly progresses in a very faltering fashion with a step backward for every two steps forward. But in the case of the freedom of association it is very evident from the facts that have been mentioned above that this is not a passing phase rather these restrictions might stay there if something isn't done about them. It can be clearly noted that only the countries that are very rich in natural resources or are involved in the global have seen the decline in the associational rights (ICFTU, 2006).

On a general note -- with regards to union policies at the national level -- both the European trade unions as well as the ones in United States should play a more important role in helping and supporting these unions which are under a lot of pressure and are publicizing the incidents of abuse being done to the workers. The democratic governments should make sure that they bring up the topic of the repression of associational rights at all the relevant international forums consistently such as; the UN Human Rights Council and also the regional entities like the OSCE and OAS. Lastly the methods that are being employed by the majority of companies in suppressing their workforce and ultimately the civil society should be differentiated by the democratic community along with the decline that is occurring in the associational rights of the workers (Kirchner, Pascal and Michael, 2010).

With regards to trust… [END OF PREVIEW]

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Employment Relations CIPD.  (2011, October 22).  Retrieved February 22, 2019, from https://www.essaytown.com/subjects/paper/employment-relations-cipd/7573592

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"Employment Relations CIPD."  22 October 2011.  Web.  22 February 2019. <https://www.essaytown.com/subjects/paper/employment-relations-cipd/7573592>.

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"Employment Relations CIPD."  Essaytown.com.  October 22, 2011.  Accessed February 22, 2019.
https://www.essaytown.com/subjects/paper/employment-relations-cipd/7573592.