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时间:2021-09-10 00:00 来源: Essay代写

摘要:本文是英国assignment范文,主要内容是分别讲述集体谈判与联合协商的基本内容,并且在实践过程多进行对比和比较。......

随着组织社会化程度的不断提高,一个组织面临的是复杂的和竞争的经营环境。维持一个组织的长期发展,这是不足以完全依靠管理层的决策。因此,现代学者和企业越来越重视如何发挥智慧和员工的积极性,让员工有机会参与决策。他们提出了一系列的理论和法规,如员工的发言权,集体谈判,联合协商等理论。本文将比较和对比的做法,集体谈判和联合协商的基础上员工的语音框架和理论,以帮助了解这两个员工影响管理决策。

 

1.0 Introduction 简介

With the increasing degree of socialization of organizations, the operating environment that an organization faces is complex and competitive (Kwon, Farndale and Park, 2016). To maintain the long-term development of an organization, it is not enough to rely solely on management's decision-making (Constantin and Baias, 2015). Therefore, modern scholars and enterprises pay more and more attention to how to exert the wisdom and initiative of employees’ and give employees the opportunity to participate in decision-making (Venkataramani et al., 2016). They propose a series of theories and regulations, such as the theory of employee voice, collective bargaining, joint consultation and so on. This essay will compare and contrast the practices of collective bargaining and joint consultation based on employee voice frameworks and theory to understand how these two help employees to influence management decision making.

 

2.0 Body 正文

 

2.1 Employee voice

Venkataramani et al. (2016) define employee voice as employees’ expression of work-related opinions, information and views based on the purpose of collaboration. Employee voice includes views expressed when employees are not satisfied with their work and constructive views under normal circumstances on improving performance of an organization.

Behavior of employee voice is rather complicated, and the existing researches mainly study it from the following three dimensions.

According to the content of employee voice, Constantin and Baias (2015) divide employee voice into prohibitive voice and promotive voice. Prohibitive voice proposed to address the existing problems to improve them, promotive voice refers to new working paradigms put forward by employees to challenge the current situation.

According to the division of ways of employee voice, Kwon, Farndale and Park (2016) divide employee voice into considerate voice and aggressive voice. Considerate voice will take into account employees’ own interests and the interests of the organization, and aggressive voice is more consideration of personal interests.

According to the motive, Venkataramani et al. (2016) divide employee voice into defensive voice and acquiescent voice, prosocial voice. Defensive voice refers to the recommendations put forward actively for self-protection, which may not be beneficial to the organization. Acquiescent employee voice is a negative expression of their views. Prosocial voice is a proactive expression of staff’s suggestions which are profitable for the organization.

 

2.2 Compare and Contrast of Collective Bargaining and Joint Consultation

2.2.1 Definition

Collective bargaining is defined as that in collective bargaining, it takes an employer, some employers or several employer organizations as a party, taking a or several workers' organizations as the other party to conduct the negotiation based on the following purposes: determining working conditions and conditions of employment; adjusting the relationship between employers and workers; adjusting the relationship between employer organizations and worker organizations  (Berg, Kossek, Baird and Block, 2013). 

Joint consultation is the practice that employees' representatives and representatives of enterprises are on the basis of laws to negotiate equally on matters such as wage distribution systems, forms of wage distribution, income levels and enterprise management to sign wage agreements (Okpu, and Jaja, 2014).

 

2.2.2 Similarities

The similarities between collective bargaining and joint consultation include that firstly, purposes of both are to resolve the contradiction between employees and enterprises to coordinate labor relations, both of them give employees the right and opportunity to influence enterprises’ decision-making (Jimeno and Thomas, 2013; Holland, Pyman, Cooper and Teicher, 2009). Secondly, there is a low degree of government intervention in the implementation process and results of the two systems, only when the labor disputes involve the public domain, a government will intervene (Holland, Pyman, Cooper and Teicher, 2009; Berg, Kossek, Baird and Block, 2013). Finally, both of them contribute to the coordination of labor relations, workers are given more opportunities to participate in the management of an enterprise, which helps to stimulate the enthusiasm and creativity of laborers to improve labor efficiency, providing a fundamental guarantee for improving enterprise productivity, economic efficiency (Jimeno and Thomas, 2013; Okpu and Jaja, 2014).

 

2.2.3 Differences

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