C/HR/310. Leadership, Conflict, and Cultural Problems at ELECO

The paper examines a number of problems experienced by the energy company ELECO caused by the conflict within the firm, employment relationships, and cultural issues brought about by regular company acquisitions. Each of these issues is discussed, both practically and in terms of the relevant academic literature, with recommendations being provided throughout.

C/HR/313. Employee Relations in UK Steel Industry

The paper examines the impact of globalisation and new technology on employment relations in the steel industry in Britain. The background and history of the steel industry in the UK are described in terms of sales, employment costs, etc. Industrial and employee relations in the steel industry are examined with respect to unitary theory, collective bargaining, teamwork and training. The role of trade unions within the steel industry is analysed. A foresight of the industry development and trends over the next five years is presented.

C/HR/146. Power of Unions and Wage Inflation

It has been highlighted by researchers that factors like wage comparisons and spillovers between the negotiated settlements of different collective barraging groups have intensified the wage inflation process. On the other hand, there are evidence that properly managed collective bargaining can be fruitful at the macro and micro level by boosting performance of important sectors. This discussion has therefore been aimed at understanding the relationship between collective bargaining and wage inflation with the help of different perspectives and schools of thoughts.

C/HR/129. RyanAir: Employee Relations

This discussion focuses on the low cost airline RyanAir and as a case study of employee relations within a corporate setting. Employee relations is an important aspect of human resource management and considering RyanAir's focus on serving both its customers and its employees, 'people management' would be central to the discussion and analysis of RyanAir's policies. Employees are the major stakeholders within RyanAir and the company's employee strength has also increased in recent years. In fact it can be said that the quality of its service and productivity of the airline are largely dependent on the employees and their relationship with the management. A detailed analysis is done here.

C/HR/124. Report into employee relations at NEHC

This paper explores the employee relationship at a small manufacturing company. It analyses the current level of employee relations and the benefits or otherwise of the company recognising a trade union. There is a description of the legislation pertaining to trade union recognition and an analysis of the advantages and disadvantages to the employer. The paper has found that those employers that have recognised trade unions tend to have a happier and more productive workforce and those trade unions are the best form of protection for the work force. However, there has been a decline in the membership of trade unions as there is a perception that employees are already protected by the legislation.

C/HR/123. What, if anything, can the UK learn from the German system of employment management?

The following work carried out comparative analysis of employment management system in UK and Germany. It identified areas where UK can learn or adopt from German system. The areas covered included historic basis of employment system, industrial democracy for employees through German model of 'Codetermination, facilities to mothers in employment system and policies for ageing employees

S/HR/94. Employee relations in Japan

The paper examines the Japanese methods of managing employee relations arguing whether these methods could be applied in other countries. The drivers of Japan's economic growth over the 1970-1980s are outlined; recruitment and life employment policies of Japanese managers are reviewed.

C/HR/113. Dissertation: Relationship between Flexible Work and Psychological Contract

The dissertation is aimed at providing an analysis of the relationship between the flexible working arrangements offered by the companies in the UK and their implications on the psychological contract of both employees and the employer. The dissertation includes parts like introduction, literature review, methodology, discussion and findings, and conclusion and recommendations. The research uses only secondary data for the purpose of qualitative analysis provided for this research. The dissertation looks at different flexible arrangements adopted by companies in the private as well as the public sector in the UK.

P/HR/332. Diversity problems: homophobic bullying, sexual discrimination and cultural stereotypes

The paper addresses the issues of diversity management including LGB (lesbian, gay and bisexual) equality, the problem of homophobic bullying among school-children and its effects on young LGB people. The issues of discrimination based on sexual orientation are examined with reference to the Employment Equality (Sexual Orientation) Regulations 2003. Other forms of diversity in the working place are discussed highlighting the problem of cultural stereotypes.

C/HR/109. To what extent, and in what ways, do you believe that the UK government should promote social justice and social protection in the labour market? In your answer consider both national and European dimensions.

This paper highlighted scope and strategies through which Government can promote social justice and social protection in labour market. Examples are drawn from UK GovernmentÌs practices as support to the arguments. European viewpoint related to social dimension of labour market is also discussed at the end

C/HR/107. Unitarist Employee Relations in UK

The essay has been produced to discuss and analyze the contemporary employee relations theories and practice in the UK. It outlines the emerging themes and theories in the field within the context of the current workplace settings. It also discusses different theories that have conflicting as well as collective meanings towards the topic of discussion. The essay concludes on the basis of this discussion that how the employees relations have been inclined towards the concept of individualization within the UK.

P/HR/305. Views on social partnership

The paper examines the concept of social partnership reviewing academic opinions about the meanings of the term, the practices of securing employees’ commitment through involving them in decision-making, the role of trade unions as employee representatives, the benefits of partnerships, partnership models, etc.

S/HR/78. Importance of employee induction for organisation

The paper examines the outcomes of a new employee induction providing definitions of the concept, discussing the aims and forms of induction training programmes, and reviewing academic opinions on the subject of employee/employer relationship, organisational learning, the influence of HRM, employee retention, the importance of an effective induction system, etc.

S/HR/77. Is a Trade Union a Benefit or Burden for Organisations?

This paper critically analyses whether recognising a trade union will prove to be a benefit or a burden to an organisation. It starts with a definition and analysis of the history and current state of Trade Unions within the UK. Trade Union Recognition is then analysed to assess the benefits and burdens that may occur as a result; using wide reading to support the argument. The paper finishes by critically evaluating whether the argument is as simple as determining whether recognition is beneficial or not.

P/HR/250. Managers’ logic vs. workers’ logic: theory of employment relationship

The paper reviews the theories of employment relationship discussing the concepts of ‘social man’ and ‘economic man’, the aspects of human relations, the features of ‘informal organization’, and the ‘rational logic’ of managers as opposed to the ‘sentimental logic’ of workers.

S/HR/72. Workplace Bullying is not just harmless fun

Bullying in the workplace has become very topical and is an area which attracts increasing attention from media, legal and academic quarters (Barker, Rayner and Sheehan 1999). Having acknowledged some of the possible reasons for it’s existence, this essay will define and distinguish between the unacceptable aspects of work-place bullying and the comparatively less harmful issues associated with teasing or harmless fun. Within the constraints of this essay it will not be possible to reflect the vast amounts of literature generated on this subject which permeates most organisations either directly or in-directly ( Lee, 2000 ) Emphasis will be placed on examples of some of the effects and implications which are specific or related to bullying at work. While most of this essay’s emphasis will be UK orientated other examples will be used in order to reflect that bullying at work is a global phenomenon. In order to evaluate this topic further comment will be made on what can be done to minimise or reverse any such negative effects for those involved. This should lead to a more informed and objective conclusions that work place bullying are more than just harmless fun or teasing.

P/HR/190. Trade Unions and NHS employee relations

The paper examines the issues of employee relations related to the structural changes in the UK National Health Service (NHS) under the Conservative and the Labour governments. The role of Trade Union policies with respect to free market forces is described.

C/HR/90. The strengths and weaknesses of the trade unions in the UK

The essay discuses different reasons why trade union participation is not very strong in the UK. It is concluded that primarily it is because the manufacturing industry has significantly decreased in size, while service industry grew. It is a lot more difficult to organise a service industry, not only because there are a lot of organisations that are small, the labour force is more educated, but also because the services that are provided by the trade unions are not flexible enough.

C/HR/88. BT: psychological contract

This study is based on an analysis of the psychological contract and its importance within a changing organizational culture. Globalization and evolving management patterns have highlighted the importance of the employee-employer dynamics that may not always be formal and are based on mutual expectations and obligations. In this study we examine the importance of psychological contract within the context of British Telecom and its changing organizational system.

P/HR/176. Dissertation. Implications of workplace romances for organisation management

The dissertation aims to investigate the causes and outcomes of workplace romances regarding them as natural occurrences with possible embarrassing complications, and discussing their challenges for the management. The issues of personal ethics, privacy rights, favouritism towards the partner, sexual harassment, discrimination, etc. are reviewed. The policies of Marriott regarding workplace romances between subordinates and supervisors, and between peers are outlined. The nature of ‘love contracts and ‘consensual relationship agreements is discussed focusing on their legal implications in the UK and the USA. Conclusions are made on the basis of literature review and case studies, about the policies and procedures in regards to workplace romances.

C/HR/78. Methodological Critique of the Article on “Gender and Class Relations in Tourism Employment”

This paper presents the methodological critique on the selected article of Michael Ireland on “Gender and Class Relations in Tourism Employment”. The work is produced in essay format and formulates a detailed critique of the paper that is based on both secondary research and primary research data. The essay includes the description of the research study, evaluates the theories and methods employed by the author. Critically analyses the methodological approach, research finings and conclusions.

E/HR/22. HRM and employee relations in Britain

The paper reports on the HRM and employee relations at the EFG Company. A review of the current employment legislation in the UK is provided; work-life balance practices across Britain are described highlighting their benefits.

C/HR/72. Impact of ‘Modernisation Reforms on the Public Service Employee Relations

The report looks at the impact of ‘modernisation reforms introduced by the Labour Party in 1997 on the employee relations in the fire service. Much of UK government policy since the 1980s has been dominated by a reform agenda based on privatizing, commercializing or marketing public sector provisions. Since 1997 this agenda has focused on the ‘modernisation of key public services including health, education, local government and the civil service. The analysis provides an account of the implementation of these reforms in the fire service and how they conform to the ‘hard HRM practices.

C/HR/63. Government and Employee Relations

The following work explores impact of government in determining employee relations. It scrutinizes linkages different phases of UK government from 1960s till 1990s and the ideological perspective like ‘collectivism, ‘corporatism and ‘individualism. Later link between legislations and these ideologies were examined. In the last brief discussion of problems that may limit governments role in employee relations has been carried out as well.

C/HR/62. Psychological Contract in Contemporary Workplace and Employee Involvement

The following work explores concepts of psychological contract and contemporary workplace. It scrutinizes linkages between employee involvement through empowerment, participative problem solving, job enlargement and enrichment with employee motivation and satisfaction. Later recommendations are discussed through which organization can develop credible psychological contract in which employee is given first priority.

E/HR/15. Toyota Manufacturing UK: business development and HRM ideology

The paper critically analyses the development of Toyota Manufacturing UK examining the challenges and benefits of starting up a manufacturing business at a Greenfield site. The Japanese and British management ideologies are discussed highlighting the differences in approaches to employee relations. Japanese and British HRM strategies concerning employee training and trade union membership are compared with the reference to Toyota UK.

S/HR/55. ‘The 2002/3 Fire-fighters Dispute shows that the Radical and Pluralist Frames of Reference are as relevant as ever! Discuss. Consider how relevant it is to contemporary employment relations. Use examples from industries and organisations.

This paper examines the relevance of the radical and pluralist frames of reference to contemporary employment relations. It draws on the 2002/2003 fire fighters dispute to illustrate that whilst employees often have different interests and frames of reference from those of their employers, there has been a decline in industrial action over the past 20 years, suggesting that the frames aren't as relevant as they once were.

P/HR/113. How do we communicate with each other?

The paper looks at the ways we communicate with each other at our workplace. Various forms of internal communication are singled out concentrating on written messages. The author offers a classification of the types of written messages outlining various forms of feedback that provide for the interactive exchange of information. Non-verbal forms of communication are described, namely, body language, tone of voice, physical appearance, etc.

S/HR/40. Bullying in the workplace

This report looks at the increasingly common issue of bullying in the workplace and how it affects both an organisation and the individual. Using a recent survey carried out by the CIPD, entitled Managing Conflict at Work, throughout the report I will look at what employers are currently doing to tackle the issue and suggest possible improvements that could be made, and also look at any other trends which are highlighted by the results. I will also be looking at the Anti-Bullying/Harassment measures used by the Highways Agency, Leeds and Solihull Metropolitan Borough Council.

P/B/251. Globalisation: creating new forms of employment relationships within organisations

This paper analyses the nature of globalisation and argues whether it is successful in creating new forms of employment relationships within organisations, including organisational structure and management style. Paper analyses the impact globalisation has on competition between industries and the nature of the psychological contract.

P/HR/105. How Might 'National Culture' Influence the Employee Relations Strategies of Foreign Owned MNC's in the UK?

This paper investigates How Might 'National Culture' Influence the Employee Relations Strategies of Foreign Owned MNC's in the UK. Paper refers to various 'national culture' infoluences including Hofstede. Secondly, given the differences in culture, paper discusses whether employee relations strategies of foreign owned MNC's in the UK will be influenced.

P/HR/96. UK Employee Relations

The essay analyses and discusses the UK employee relations legal framework in particularly in the context of calculation of employee numbers

P/HR/80. To what extent have employee relations improved for employees since the election of a Labour government in 1997?

This essay analyses how employee relations in UK has changed since Labour government came to power in 1997.

P/HR/81. Identify the main forms of worker resistance. To what extent do management control strategies generate new forms of worker resistance?

This essay identifies the main forms of organisational resistance separating them into collective and individualistic resistance and the extent to which management control strategies generate new forms of worker resistance is analysed.

S/HR/16. The Information and Consultation Directive

This report is discussing the information and consultation directive (1998), History and Definition of the Information and Consultation Directive, the Reasons for adoption of the Information and Consultation Directive before implementation in March 2005. How would it going to work for any company. What about confidential information? What can employer do to make the workforce feel valid? Future prediction. What benefits could arise for you as employer by adopting the directive before implementation in 2005?

S/HR/15. Employment Relations: Review and comment critically on the arguments advanced both in favour of and against the introduction of a statutory minimum wage

This essay discusses whether the introduction of the minimum wage has been successful, it concentrates on three main areas. Firstly, what impact has it had on pay and poverty - has it helped to reduce the pay inequality in the UK? Secondly, what has its impact been on employment - has it caused an increase in unemployment? And lastly what has the impact been in organisations - how have managers reacted and has productivity decreased as a result of the minimum wage? the debate is supported through the use of two case studies and finishes with a conclusion on whether the minimum wage has been successful or not.

P/HR/60. The Information and Consultation Directive as a benefit for managers and organisations

The paper aims to identify how the Information and Consultation Directive can be introduced as a benefit for managers and organisations from involvement with employees

P/M/163. To what extent and in what ways might the study of motivation assist management in maintaining and achieving a high level of performance from their employees?

P/HR/26. Conflict Resolution in Work Teams. Conflict in work teams is inevitable but does not necessarily impact a teams performance negatively, and the successful use of teams can be the cornerstone of good management as long as constructive solutions are implemented along with open-minded communication within the group. Discuss.

Conclusion: We have learned that conflict, although inevitable, has many origins and that our ability to recognize the good from bad is a learned skill. Conflict exhibits itself sometimes unexpectedly and has many faces, even in the best teams, in the best of companies. Our goal must be to recognize early, through self-assessment, and avoid situations that lead to negative conflict, and at the same time, be prepared to manage and/or diffuse it when it cannot be avoided. Above all, good leadership, and team communication skills are needed to overcome and facilitate the resolution process.

P/HR/36. Conflict Management and Resolution of conflicts in Teams

This paper looks at the management of conflicts and identifies the ways in which conflicts in teams could be resolved. Analysis of different types of conflicts is presented (emotional, cognitive, constructive and destructive conflict).

P/HR/40. Psychological contract

The paper describes the nature of the psychological contracts, their importance and outlines the main conflicts that can be occurred.

P/PS/10. Select any two approaches to personality. Imagine two managers. One believes one approach is correct; the other supports the other approach. Examine the probable impact of their beliefs on the way they deal with other people at work.

P/HR/45. Employee Relations vs. Fire-fighter strikes

This essay attempts to identify what are the main effects that can be caused by the fire-fighter strikes, what is the resolution and whether these strikes repeat the history.

P/HR/48. Internal Communications in the organisations

This paper looks at the internal communications, their importance, communication media, communication structure. Investigation takes place regarding the responsibility for the Internatal communications in the organisation and model for Internal communications. Paper generally outlines how Internal organisations can help in achieving commitment and increasing organisational effectiveness.

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