Labour Market Dynamics and Diversity

2.2 Assess the purpose of labour market regulation.

Debates about labour market flexibility in the UK have appeared polarized. Employment regulation is often regarded as bad for job creation (Blanchard, 2014). However, it is always good for employees. The truth is not the same as what people may think. All marketers need rules, and the labor market is no different.

The marketers are there to make sure that the market works, protecting workers from the rogue employer, and employer from dishonest employees. The greatest fear of corporations is employment tribunals. The worry is bout the cost of going to a tribunal when despites arise in the workplace, putting them off employing people in the first place. There needs to be a reduction in the cases, by increasing mediation use and the expansion of the Acas pre-claim conciliation service (Peter, 2010). F It is also about making work worthwhile for prospective employees.

The purpose of labour market regulation is also to reduce the working hours for employees. While this part of a wider trend towards reduced working hours, it is likely that this regulation has some effect on reducing long hours.

To enhance workers’ employment protect the welfare and improving work conditions.

2.3 Evaluate changes in labour market composition and diversity.

Labour market composition and diversity acknowledges the reality that people differ in many ways, visible or invisible, mainly age, gender, marital status and social status, disability, sexual orientation, religion, personality, ethnicity, and culture.

Some corporations are reluctant in employing and promoting female employees and ethnic minorities, especially for senior positions. However, in the recently, there has been a marked rise in female participation in the labour market.

Unemployment has reduced, and there has been the increase in labour market flexibility.

Diversity improves the quality of management’s decisions and provides innovative ideas and superior solution to organizational problems.

5.1Explain the differences in employee involvement, participation, partnership and information, and consultation.

Employee involvement

Employee involvement is the soliciting views of the employees, their opinions, and ideas to realize the talents and involvement of employees, but without the sharing of power in the final decision-making outcome. Factors that lead to the success of employee involvement include;

Leadership: the value of having a senior level champion of employee involvement in the organization. It is important for the managers to lead by an example in involving their employees.

Consistency: the importance of cohesive and consistent approach to employee involvement

Trust and openness and quality of individual relationships.

Employee participation

It involves the sharing of power between employees and management, in the making of joint decisions.

Employee Partnership

This is a concept that is taken to suggest collaboration usually amongst management and trade unions in light of the fulfillment of shared and separate interests. It refers to employers and employees or their representatives working in a collaborative way to take decisions and plan action.

information and consultation.

The need of information is to enhance downward communication from management by systematizing the information received by employees.

Consultation and joint decision making both aim to improve decision-making processes by drawing upon employees’ expertise and considering their interests.

5.2 Compare and contrast union and non-union forms of employee representation in contemporary society.

Unions have played a significant role in the past and today’ world scenario. Unions do not just work for employees, in a way, they help the employer by minimizing turnover ratio, help reducing hiring and training costs associated with new employees. Because of these reasons, many times organizations prefer to have unionized set-up for employee voice preconization. Unions offer benefits to both employees and employers. Union helps employees to motivate by demonstrating them promotion ladder in the organization but also their relation to state and civil society. Union encourages its members to be part of social welfare organizations and take the given advantages. Union provides a platform for employers to make good relationship with its employees and make critical and constructive agreements for the welfare of the employees.

The union has more rights as compared to the nonunion representatives but their goal is to protect the rights of the employees and there should not be any injustice done to them regarding work agreements. The nonunions representatives make the employees’ views known to the management, help strengthen both 2.2 Assess the purpose of labour market regulation.

Debates about labour market flexibility in the UK have appeared polarized. Employment regulation is often regarded as bad for job creation (Blanchard, 2014). However, it is always good for employees. The truth is not the same as what people may think. All marketers need rules, and the labor market is no different.

The marketers are there to make sure that the market works, protecting workers from the rogue employer, and employer from dishonest employees. The greatest fear of corporations is employment tribunals. The worry is bout the cost of going to a tribunal when despites arise in the workplace, putting them off employing people in the first place. There needs to be a reduction in the cases, by increasing mediation use and the expansion of the Acas pre-claim conciliation service (Peter, 2010). F It is also about making work worthwhile for prospective employees.

The purpose of labour market regulation is also to reduce the working hours for employees. While this part of a wider trend towards reduced working hours, it is likely that this regulation has some effect on reducing long hours.

To enhance workers’ employment protect the welfare and improving work conditions.

6.1 Distinguish between conflict and misbehavior, and between official and unofficial industrial action.

Conflicts result from real or perceived opposition to one’s values, actions, desires or general interests. Conflict is the state of discord caused by actual or perceived opposition of needs, values or interests between people working together, whereas misbehavior is any intentional action by workers, that violates the core work or societal norms.

The official industrial action is whereby the trade union has authorized or endorsed the action. This gives staff taking official industrial action a minimum level of protection. The staff has additional protection if the industrial action is protected, that is, the union has properly balloted its members. However, the unofficial industrial action is that which is initiated directly by employees without official trade union authorization. Sometimes as a spontaneous show of dissatisfaction, and sometimes as a revolt against the negotiating stance adopted by either of the two sides. Stuff involved in unofficial industrial action have no protection at all.

6.2 Assess contemporary trends in the type of conflict and industrial sanctions.

Office romance

Increased public displays of affection are making co-workers uncomfortable, leading to accusations of favoritism. It may occur, especially if it is a supervisor-subordinate relationship. If the relationship goes awry, one party may seek to exact revenge on the other.

Role conflict

Individuals performing multiple tasks in an organization are subject to personal and interpersonal conflicts.Personal conflict results from strain and anxiety.

Interpersonal conflicts are caused by inconsistent demands from work colleagues, for example, an employee might be asked to serve on several time-consuming committees while at the same time give out more production in their work unit, or when the individual finds that they are expected to meet opposing demands of two or more separate members of the organization

6.4 Distinguish between third-party conciliation, mediation, and arbitration.

It is a method in which the disputing parties involved present their disagreement to one arbitrator or panel of private, independent and qualified third party arbitrator. The judge determines the outcome of the case. It differs with the others in that the impartial third party is asked to make a decision on the dispute.

Mediation is a method whereby a neutral and impartial third party, in this case, the mediator, takes charge of the dialogue in a structured multi-stage process to help parties reach a definitive and mutually satisfactory agreement. The mediator assists the disputed parties in identifying and articulate their interests, priorities, needs and wishes to each other. It seeks to rebuild and repair an employment relationship through an impartial and independent intermediary.

Conciliation is another dispute resolution process in which positive relationship is built between the parties of the dispute. Conciliation is a method utilized in common law nations, in Italy, and is more well known idea there than is radiation.Conciliation tries to individualize the ideal arrangement and right gatherings towards a tasteful standard agreement. It is not at all like arbitration in that conciliation is a great deal less antagonistic proceeding; it tries to distinguish a correct that has been damaged and quests to locate the ideal solution

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