Managing Employee Relations in Contemporary Organisations Essay - 1

Managing Employee Relations in Contemporary Organisations - Essay Example To gain political millage the unions were supported and integrated into legislation in the 1900s. Workers union were the largest change to impact employee relations, in the political excerpt, causing indulgence of employee employer relations into acts of governance to protect every party. Unions impacted on politics based on the collective power member had and the power therein in swinging the vote. The workers in the British society, as it is with other societies, have always influenced political ambitions. In politics, the aim involved is getting the majority vote and this can only be obtained by having favour with different groups. Different workers and their categories can easily influence the vote of a given region by aligning with a particular context that favours them. This is the case with governance in the UK with trade unions having been initially illegal, legalized and then instituted in the constitution such that workers favoured the governance that provided rights and be tter working terms and conditions. Economic context In the economic sense, managing employee relations experienced changes through the growth of the Human Resource Management programs. The unions were vessels in which the employees made their demands. At first, the unions were destructive and mostly were expensive to the economic sector, with destruction and looting of property. Legalizing the unions saw members initialize a standard under which employee relations were approached in groups as opposed to individuals. Adoption of different employee relation strategies in the twentieth century, abandoning of unions, allowed the employers to make bargains with individual employees based on their capacities and responsibilities (Hardy and Leiba-O’Sullivan, 1998, p. 455). Economically, agreements with individuals are less costly compared to having to strike deals with unions. The working class is a fundamental group economically in the UK. The input by the workers in most cases det ermines the output or productivity of a region. The employee relations thus affect various economic concepts such as the GDP, GNP, Exports as well as Imports. Initially, before the industrial revolution, productivity was based on human resources and overworking was a common occurrence, but its increase came to be in the industrial revolution. During the era, the merchants and producers realized that by incorporating machine, productivity increased twofold and that meant more working hours for the employees. Employers introduced shifts and targets for every worker straining the relations as it was affected by the degree of comfort with the jobs. In the revolution, economic increases were recorded but it was soon followed by an outcry by the working forces, which led to unions to fight against oppression. Adopting new employee relation strategies after unions privatized the matters of employment as modern terms of work are negotiated based on personal responsibilities and performance. Social context Socially changes in employee relations have seen an increase in productivity. Changes from unionisation to HRM have seen employees take on more responsibilities within organisations. Socially allocation of responsibilities to workers has improved relations between employer and employee. Unions’ responsibilities included taking on blames by actions purported to have been by their members. Individual members in unions had little sense of