focussing on wider questions of social relations‚ it has historically concentrated on worker and employer organization and collective behaviour‚ workplace conflict over work-related matters‚ and (in particular) the regulation of the formal employment relationship‚ whether via the law or collective bargaining. Thus‚ for example‚ during the 1980s‚ IR research in the UK was dominated by analyses of the effect of the Thatcher administration’s labour law reforms on collective bargaining and industrial action
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progress‚ the government implement legislations to ensure good working conditions and safety which affects the union. Labour Relations legislations such as Employment Act (Cap 91)‚ Industrial Relations Act (Cap 136) and Trade Unions Act (Cap 333) (MOM‚ 2014) have provided guidelines for employers and basic needs for the employees’ employment‚ rights and benefits‚ causing union membership rates to decline. Section 27 of the Trade Unions Act (Cap 333) further decreased the value of unions as it deemed
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PSYCHOLOGICAL CONTRACT AND EMPLOYMENT RELATIONSHIP Harold Andrew Patrick Coordinator OB and HRM‚ Institute of Management‚ Christ University‚ Bangalore haroldpatrick@christuniversity.in Abstract Psychological contract refers to mutual unwritten expectations that exist between an employee and his/her employer regarding polices and practices in their organization. Psychological contract influences the job attitudes and performance of employees. This study is aims at developing a deeper understanding
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The relationship between employers and employees has long been the subject of widespread study and debate within the business world. This employment relationship can be defined as a complex system in which social‚ economic and political factors combine with an employee who exchanges mental and manual labour for rewards allocated by the employer (Encarta Encyclopaedia Deluxe. 2004). Industrial relations and human resource management advocates have traditionally held different views on the subject
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remained dominant. This essay aims to analyse the role of the state in the management of the employment relationship as well as its future role in the development of this systemin China. Characteristics of employment relations in China are now diverging across different ownership forms‚ industrial sectors and groups of workers. Due to the poor representation by unions as well as employer’s associations‚ employment relations in China are shaped largely between the employer and workers‚ with the majority
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The Changing Role of the Relationship Manager The relationship between wealth managers and their clients is not what it used to be. Public opinion of the financial sector‚ as a whole‚ has become sharply critical—people are outraged by the inability of the industry. Clients have become far less trusting and increasingly likely to jump to another wealth manager. But the relationship between RMs and their clients has actually changed well before the onset of crisis. Rise of the Product-Push Model
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To Pay or Not to Pay Computer Literacy INF 103 Amy Gee 10/14/2013 When your professor asks you to write a research paper‚ your reaction usually is not “I wonder what goes into the software and databases I will use to do my research paper?” Well‚ at least that’s not where my mind goes. Although it is a good question. Are they reliable‚ scholarly databases? Or are they people like you and I just writing things on the World Wide Web? Let us look a little further into these questions
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Medina Human Resource Management Prof. Billy Case Study: Changing the Pay level at Eight Crossings 4/23/13 1) How did the change in pay level at Eight Crossings affect the ability to attract and retain a high-quality workforce? The change in pay level at Eight Crossings did not have any affect on the ability to retain the high-quality work force. The work force was grateful after CEO Maher explained the situation of why the pay level had to be cut. Maher could have done what many others
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Employment at Will When we are dealing with the employment relationship between employers and employees‚ ethical issues are most likely to emerge. Especially‚ if a manager fires a worker without a proper reason‚ critics will follow this employer’s behavior. In Patricia Werhane’s paper‚ “Employment at Will and Due Process”‚ discusses two doctrines which are Employment at Will (EAW) and Due Process. It also addresses some justifications and objections for EAW‚ and shows Werhane’s supportive view
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Employment-at-will Obviously‚ incomplete are not only an issue for economists investigating the efficiency of transactions. It also imposes a problem in legal conflicts over employment contracts. In some typical cases‚ US American judges often resort to the „employment at will“ principle. Write a short essay (not more than one page) on 1) what this principle means‚ The employment-at-will doctrine avows that‚ when an employee does not have a written employment contract and the term of
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