EMPLOYEE RELATIONS Essay Example | Topics and Well Written Essays - 1250 words

EMPLOYEE RELATIONS - sample ExampleIn such instances, intervention of trade conjugations is vital in that it encourages procedures to be put in place so as to create necessary and balanced in alliance thus promoting mutual fellow feeling between the parties. A win-win situation is built between the parties thereby enabling them to earn mutual catch and better progress. A trade union is comprised of employees who need to have their interests organized and represented not only if in the workplace but in addition in the society. The union ensures proper regulation of the barter relationship through incarnate bargaining with the management. Here, employers and employees share powers in conducting employment relationship. The process of collective bargaining opens the live for negotiation between employers representatives and the union comprising of employees, in the aim of regulating employment where they reach an agreement which is, therefore, apply to employees equitably. This tool is mostly used by unions in protecting or improving their portions interests. Therefore, involvement of collective bargaining and power sharing between the two parties has a considerable impact in that it improves the employment relationship and fosters organizational performance (Daniels, 2006 43). The Trade Union and Labour Relations Act governs both perpetual and casual workers who have a common interest in regulating their relationship with the employers. Functions of trade union are broad in terms of job regulation, power, social change, economic regulation, self fulfilment and member services. At times, some trade unions have affiliated with some representative bodies, for instance, the UK Trade Union recounting which depicts itself as the voice of all workers in Britain. It helps members to lobby the government concerning various issues, which include, union, economic and employment Unions have the mandate to challenge managerial rights by restricting employees f rom supplying labour to their employers through the organisation of industrial action (Stephen, 2007 45). Unions have not only a face of monopolising labour supply to the management, but also a voice for their members. In their operation as a collective voice, they spot employees concerns and efficiently develop them to the employer. This enables the management to better treat the employees without having to incur transaction costs. It also impacts an individual employee by overcoming the incentive caper that would cost them by conveying their grievances to management in the absence of the union particularly when the benefit accrues to all workers, for example, public goods like safety and health. In such cases, the employees do not tackle the problems facing them rather they let them foster and find it more convenient to quit their jobs and go in search for some other one elsewhere (Rose, 2008 38). Unions, therefore, are considered to offer a valuable service to both the manage ment and the employees by collecting all employees concerns and passing them on to the employer. This, in most cases, leads to faster and better decision qualification by the management, which solves employees requirements better than in the absence of the union. Effectiveness of a union is gauged by its capability of achieving adapt goals in serving members through workplace representation and