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(2008, 2500 words)
The paper examines the concept of HRM defining its basic activities, reviewing HRM characteristics with the focus on strategic HRM and exploring the role of socialisation in the workplace. Theoretical approaches to organisational culture are reviewed arguing that strong socialization leads to harmonious individual behaviours that assist in maintaining competitive advantage of the organisation.
(2007, 1600 words)
The paper examines the conflicts at work offering a review of literature on the distinctions between harassment and bullying, the definitions of workplace bullying and mobbing, classifications of bullying behaviours, the concepts of power and inferiority, the consequences of bullying, etc.
(2007, 3100 words)
ABC Ltd decided to relocate its operations to a new site outside the city centre. The employees are understandably concerned and some of more skilled staff members have already started to look for new jobs. The paper presents a fictitious report by the HR director to the ABC board of managers outlining a strategy that will enable the company to relocate but continue to achieve its employee relations objectives. The problems faced by employees are identified, and suggestions are outlines for how these might be overcome, including suggestions of how to secure the support of other managers for the strategy.
(2007, 2900 words)
This essay is written to present the argument for the importance of the psychological contract in terms of the employment relationship and the problems that arise when there is a violation of this contract. Theorists have discussed whether this contract is a socially construed, part of labour relations, the need for a common interest and purpose or the un-written section of the employment contract. Dunlopian theorists believe that the employment relationship is formed through the business the organisation is in, and not through the management style that is used. Other theorists disagree with some of the content of this argument; they believe the psychological contract is not industry specific; it is individual to each employee/employer relationship. Therefore all organisations construct their own contract of employment both written, spoken and they parts that are accepted without being communicated. The paper concludes on the importance of the contract, and the negative effect of any violations. Common interest amongst the players is vital to keep the psychological contract in tact, and build a relation ship of trust and respect.
(2007, 5000 words)
The paper examines the issues of corporate induction for new employees reviewing academic literature on employee adaptation to new business environments, induction training programmes, the employee/employer relationship, the influence of management styles on employee retention, the concept of psychological contract, etc.
(2007, 2000 words)
The following work compares role of government in determining employee relations in UK and USA. Three dimensions of comparisons are historical perspectives, state as public employer and legislation work.
(2007, 520 words)
The following work briefly summarizes role of USA state in employee relations. It includes historical and legislative factors through which state in USA influences employee relations.
(2007, 1000 words)
The aim of this report is to critically analyze the factors that will influence the management of communication and decision making within W. L. Gore & Associates (Europe) Ltd. It has been suggested by the case study that the company is aimed at the development, manufacture and engineering of products and technology based on polytetrafluoroethylene (PTFF) and other fluroplastics for a wide range of applications for electronic, medical, fabrics and industrial products. The paper is based on the case study "W. L. Gore & Associates" from: Boddy, D. (2005); Case Study: W. L. Gore & Associates, taken from: Management, An Introduction, 3rd Edition; Pearson Education Ltd, 2005, Harlow
(2007, 2100 words)
This report examines the low productivity, union hostility, communication and consultation issues in an organisation undergoing change. Recommendations are given on how to improve ongoing communications, the management of change and employee morale. In addition, it is recommended that a redundancy policy is implemented immediately due to legislation, to develop 'good practice' and inform and aid employees and management.
(2007, 5000 words)
This paper is aimed at understanding the relationship between employee relations and organizational performance. It has been divided into three major sections for the ease of navigation and understanding. First section highlights different important topics surrounding employee relations and how they affect organizational performance. Second section points out different typologies of organizations and the impact of employee relations on their performances. The third section is a case study that provides a practical insight into the relationship between employee relations and organizational performance.
(2006, 3000 words)
The paper examines the problems of employment relationship defining its core concepts and addressing the issues of employee health care, ethics, workplace diversity, etc. Regulation of employment by Government is discussed highlighting the features of the democratic global governance.
(2006, 2700 words)
This paper presents critical evaluation of the view that employees in non-union organisations find themselves in a weak position; deprived of their employment rights, unable to have a voice and experiencing lower terms and conditions than those in unionised organisations. Paper also argues both sides before concluding that employees in non-union organisations are in a weaker position, based on statistical and case study evidence.
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