We write, we don’t plagiarise! Every answer is different no matter how many orders we get for the same assignment. Your answer will be 100% plagiarism-free, custom written, unique and different from every other student.
I agree to receive phone calls from you at night in case of emergency
Please share your assignment brief and supporting material (if any) via email here at: firstname.lastname@example.org after completing this order process.
Important Note: Your order at Assignment Bank is protected by Consumer Law UK; also, we use 3rd party merchant support “PayPal” for all online transactions to provide you with the most protected online buying experience.
0% Plagiarism Guaranteed & Custom Written
Summative Assignment Eight: Contemporary Development in Employment Relations – Notes:
(Structure assignment around the 6 questions and include examples, not too many is needed, but good quality examples. Review PowerPoint slides before the assignment breakdown as are good examples of Trade Union conflict & can also review hot issues)
Q.1: Provide a brief analysis of the indeterminacy of employment relations and an assessment of the factors which impact on employment relations. In your analysis, briefly compare and contrast unitarist and pluralist approaches:
Guidance – Factors Impacting on Employment Relations
1.1: Distinguish between ‘labour’ and ‘labour power’ (indeterminacy of employment relations);
1.2: Define and explain the differences between unitarism and pluralism and the implications for employment relations;
1.3: Give some examples of other factors affecting employment relations; (such as culture of the organisation; nature of work style; leadership etc)
Q.2: Briefly critique the key features of the contract of employment. Identify the main sources of UK and EU employment relations law and include a brief summary of some of the main developments in individual and employment law:
Guidance – Employment Contact and Sources of Law
2.1: Define what a contract of employment is and make reference to express and implied terms;
2.2: Give examples of the institutions that regulate labour market activity and two sources of employment law-making (e.g., labour market government);
2.3: Provide a brief review of developments in individual employment law (e.g., common law; statute; EU).
Q.3: Provide a brief summary on how you would advise on the purpose and scope of statutory trade union recognition:
Guidance – Statutory Trade Union Recognition
3.1: Explain the meaning and types of trade union recognition and the consequences for organisations;
Explain the difference between voluntary and statutory recognition and the meaning and relevance of collective bargaining;
Explain when statutory recognition and/or derecognition of a non-independent trade union may occur: (ACAS –good example of government recognition & Trade Union Congress).
Q.4 Clarify the key terms used in employee involvement and participation. Explain the extent to which they can strengthen employee voice in a union and non-union context. Provide a brief assessment of the link between employee voice and organisation performance:
Guidance – Employee Involvement and Participation
(Involvement usually is on an individual basis)
4.1: Define key the terms used;
4.2: Explain the variation between union and non-union contexts;
4.3: Provide a brief assessment of the link between employee voice and organisation performance with reference to academic research.
Q.5 Briefly explain the differences between conflict and misbehaviour at work and between official and unofficial industrial action. In your answer, give a brief review of some contemporary trends in the type of conflict and industrial sanctions:
Guidance – Conflict and Misbehaviour
5.1: Describe a range of conflict and misbehaviours: (First, give examples of types of conflict and then give examples of misbehaviours);
5.2: Differentiate between official and unofficial industrial action. Then (briefly review) give some examples of contemporary trends in the type of conflict in UK and Europe.
Q.6: Explain what is required to advise, coach and guide line managers in the skills for handling grievance or disputes in the workplace. Distinguish between third-party conciliation, mediation and arbitration:
Guidance – Guiding Line Managers
6.1: Explain what is required to advise, coach and guide line managers in the skills for effective grievance- and dispute-handling procedures;
6.2: Define and include a brief evaluation of the usefulness of third party conciliation, mediation and arbitration.
The first question from where you have to start answering is Q.1: Provide a brief analysis of the indeterminacy of employment relations and an assessment of the factors which impact on employment relations. In your analysis, briefly compare and contrast unitarist and pluralist approaches
Get all these features for £83.00 FREE
View our samples written by our professional writers to let you comprehend how your work is going to look like. We have categorised this into 3 categories with a few different subject domains