International Employment Relations Management Essay

Question:

Discuss About The International Employment Relations Management?

Answer:

Introduction:

This report gives emphasis on the employment relation which is concerned with France and Denmark. Employment relations have a direct connection with employers and employees who are working in the organization. Remuneration plays an important role which gives motivation to employees who are working effectively and efficiently. If in the organization the relation between the employer and employees is good then the company can easily achieve its goals and objectives in effective manner. The success and growth of the company depends upon the relations that are between the employees and employer of the organization. The working pattern of the company gives direct impact to enhance the growth of the business.

In France the state give more consideration to the employers. Also the privatisation has played a great role which has a major concerned with different sectors. The France reflects much historical presence which is concerned with the labour movement and also has different reactionary approaches of employers. The state has various industrial connections which lack mutual cooperation between the social partners. The employers of France are united and also it has a high membership which exit by taking into consideration the practices of France (Bowman and West, 2015). Decentralisation is concerned with employment relations are enhancing but collective bargaining also plays a role at the national level. The coverage of collective bargaining is high if employment relation is taken into consideration. France is considered as the biggest economic power in which GDP is taken into consideration. The employment in relation with female is increasing and retention of school is also enhancing. In France there is no recession which has taken place but the economic growth is reduced. There are various forms of employment which has been changed by considering the international trends (West, 2015).The part time employment is increasing but it is on the temporary basis. In employment relation the state intervention is a major part of France. It gives direct reflection on the traditional reluctance which is related with the unions and employers. They take into consideration collective agreements and unions have applied for legislation. The close link is analysed between the industrial law and the results which are related with collective bargaining (Voorhoof and Humblet, 2014). Industrial law gives main emphasis of the collective agreements. The government of France has taken into consideration the corrective steps to minimize the unemployment which consider people who are young and also the people who are unemployed from long term (Bamber.G.J, Lansbury.R.D,Wailes.N and Wright.C.F,2015).In Denmark the role is very limited as compared to other countries but it is still very essential. The relations which are between the organizations and also the industrial conflicts are taken into consideration and the agreements are set between the parties. If consider state legislation then it is very limited (Campbell and Pedersen, 2014). The political interference is increasing day by day in France and it is mainly due to EU directives which have taken into consideration legislation.

Industrial relation in France:

The employment relation with France is considered as low social dialogue and also it has a great interference in the state. The French state not only plays a great role in employment relations but also have a great role as an employer. Just because of privatisation the government has the role in various sectors. In consideration with employment relations in France many labour movement and also collective bargaining has taken place on industrial level (Collins, 2011). It has a very important role which gives direct impact on the decentralisation with the help of socialist’s government that has given a very helpful role if politics and laws are taken into consideration. There are many reforms which give support to the workplace and also pursue equal objectives which give proper strategy to make legal obligations which are between the companies and also establish many self-supporting social dialogues which can take into consideration the labour market. An employment relation helps to give more focus on the decentralised combined bargaining. The employment relations concerned with France has a great impact on the legal and political environment of the country (Herriot, 2013). The employment rate for the people working is considered as 28 million in 2008 and the unemployment rate in France is considered as 7.8 percent in 2008. The people who are between the ages of 15 to 24 show the unemployed people who are 19 percent in 2008. There are many young people who are concerned about the economic fluctuation under the employment market. The rate of working women is high in France. The female labour market has taken enhancement from 37 percent to 52 percent in 2008 (Rodriguez, Johnstone and Procter, 2015.)

Industrial relation in Denmark

Denmark is considered as a coordinated market economy and also it has given emphasis to policy business development and coordination which has taken place on various network of trade unions and also given a major impact on the political administrative system. There are many regulations which have taken place in the collective bargaining and not in the legislation. Denmark is considered as a negotiated economy. The atypical employment levels are very less in Denmark. In consideration the employment in the public sector the enhancement is done effectively. The civil status has shifted to the contract which is done on the basis of employment level (Sch?tz, and Jacobs, 2014). The system of self-regulation Denmark also played an important role but it is only for limited area. In considering the labour market policy there are many employers who are associated with the councils and boards. The state has a main role in the IR as the employer which is concerned with the public sector. If labour market policy is taken into consideration then the state can take step to consult with union and also the employer who has a direct connection on councils, boards and commissions. It plays a great role in industrial relation that is concerned with employer in the public sector (Lakhani, Kuruvilla and Avgar, 2013).

Comparison

If the comparison is made between France and Denmark it is seen that the France is the weakest when it is taken into consideration with Denmark. It is the combination of trade unions and employer association. Trade union gives emphasis to secure the working conditions which refer that the member that is concerned with the member of the trade union is very common in Denmark and also gives many services which they want. Trade union gives much guidance and also legal support which gives main focus to the contract which is based on employment like salary and the problems which is related with work injuries. Denmark has a score of 7.8 and France has a score of 7.2 in the differences which are made from country to country and which give focus to the government regulatory (Valizade, Ogbonnaya, Tregaskis and Forde, C., 2016). By law the freedom of association consist of military and police but in France there is only freedom of association. The minimum working age is 15 in Denmark but in France the minimum working age is 16. In Denmark the proportion of trade union in workforce is 75 percent but in France the proportion of trade union in workforce is 8 percent. The minimum annual holiday which is allowed is 25 days in France but in Denmark the minimum annual holiday which is allowed is five weeks including the public holidays. Union which have the right to strike but they consider it on frequent basis in France but in Denmark union have the right to strike except the essential services and by the civil servants. In Denmark there is no statutory minimum wage but it is only focused on collective contracts but in France there is a statutory minimum wage (Bamber.G.J, Lansbury.R.D,Wailes.N and Wright.C.F.,2015).Denmark gives focus on collective agreements and also covers 85 percent of workers but in France it gives focus on multi-level contracts which cover 90 percent of workforce (Noe, Hollenbeck, Gerhart and Wright, 2013).

Overview of France and Denmark

The Denmark and France relations are concerned with the current and also historical relations that are between France and Denmark. Denmark has many embassies; that has an embassy in Paris and the France and also has an embassy in Copenhagen. The two countries are the members of NATO and also of the union which is concerned with European. The relations which are concerned with the Denmark and France have the middle ages. Now a day’s Denmark has developed a very competitive and also a service which is based on the economy with the high level of employment and also with a social security system. Denmark is also called a happy place to live. The standard of living is high in Denmark and the country has a high score in the national performance which consists of education, health care and also human development (Poole, 2013). The country has a high rank in the mobility which is concerned socially and also has a high level of equality in income. France is known as one of the largest country in EU which has a connection with north and sea Mediterranean. It has a feature that gives focus to the reflection on the contemporary union and also on the historical existence and give emphasis on the approaches which are concerned with reactionary. The state has a strong role and also it has a multi system of the employee representation which is between the organizations. There are many strikes which are reducing and also it is giving a major impact on the public sector in the short run. France is considered as the largest and also sixth economic power in context with GDP. There are many low growths in context with GDP and also there are no severe recessions. The unemployment has increased and also it has given results which are concerned with schemes of training. There are various forms of employment which has changed in line and that are concerned with the trends and are focused internationally (McDonald and Thompson, 2016). The French unions also have a traditional militancy which gives enhancement to the strikes and political actions rather than giving recruitment to a mass which is related with the membership and also which engage in collective bargaining. The wages which are concerned with union wins and also if they don’t have the members who are related with unions. There are no specific benefits which are concerned with welfare. It gives the impact on the French unions that perform tasks in other countries (Crane, LeBaron, Allain and Behbahani, 2017).

Dispute settlement and State Mechanisms

The disputes between France and Denmark take place and also the war which has taken place involves the union. The Sweden also takes into consideration France which was against many European countries. The war does not have any definite victory and also the Swedish navy vanished at sea. By considering the Danish army it was defeated in Scania by the Swedes and also it was defeated on the northern Germany. The war has taken place and was completed when the provinces which are related with the united was settled in effective manner by Denmark. Peace was made in effective manner on behalf of the France with a combination of saint Germaine who has given various lost territories to Sweden. Also the cooperation was enhanced and considerable measures are taken into consideration without involving the other members of the union (Dau-Schmidt, Finkin and Covington, 2016).The right to solve the conflict is taken into consideration to renew the contracts which are related with the existing collective contracts. The disputes are resolve by the mediation which has involved state conciliation board. The biggest conflict which is in public sector was held in 2008 in relation with health and care for the kinder garten sector. There are many local disputes which have taken place by many strikes which are unofficial and it has minimized recently (Dubin, 2017). The labour law system resolved many conflicts but conflicts are also taken in the labour court. There are many changes which are related with collective bargaining and with the labour market which has regulation in Denmark and also it has revealed many challenges which are faced by the Danish model. The labour market keeps the strong self-regulation and also enhanced the political control (Gillet, Gagn?, Sauvag?re and Fouquereau, 2013).

Recent changes to IR and its factors:

In France there are many changes which has taken into consideration. The industrialisation and also urbanisation has taken place in 19th century and also it has taken into consideration many factors that were in legal form. There are various informal unions which were organized at the local level and the state that has a great role in interventionist and the employment relations has enhanced in effective manner. There was enhancement in the attitude of the employer and it has also enhanced the French employment relations (Sanders, 2017).The revolutionary socialists which is within the French labour movement also combined the attitude of the employers which has given enhancement in the development of the employment relations and it has also explained the lack of mutual recognition which is between the IR parties and also this state has played a major role in enhancing the employment relations(Fossum, 2014). The France union has given and enhanced the financial and organizational resources and the membership which is concerned with union has been declined. In France the employment relations are also maintained in effective manner. The benefits are also given to pensioners. The retired people are offered pension according to the work which is performed by them. In Denmark the crisis also occurs which is concerned with economy. The crisis also distorted the balance of power between the social partners and also it has inclined to the outcome of bargaining. Also in Denmark many industrial relations and the conditions which are working has given support to the network of the correspondents. The employment relation in Denmark has enhanced the working capacity of the workers and employees and they now focus on achieving goals and objective in effective way (Donaghey, Reinecke, Niforou and Lawson, 2014). The workers who are working in France have a flexible working time just because they focus on attaining the work life balance. It also gives permission to the employees to participate in education or in training in which they are interested. It clearly states that the workers can easily manage their working hours easily by taking into consideration their weeks, months or even years. Also there are many changes which have taken place by national economic planning agency that the working time should be properly managed with the people demand and also the life of people should be considered. It has given positive impact on the life of employees who are working in France. It has also increased their working structure and enhances their level of motivation.

Conclusion

It can be easily analysed that the employment relation between Denmark and France is efficient enough. The employment relation has given a positive impact on the state. It has also enhanced the efficiency of the employees who are completing their task in effective manner. There should be proper employment relation in the company then only the company can enhance its growth in the market and can achieve goals and objectives in effective way. For creating goodwill in the market the company should take into consideration an effective employment relation which enhances the image of the company. The company gives main emphasis on maintaining the relations of the employees which gives empowerment to other employees to give their best so that they can easily achieve the objectives in effective way. There are many regulations which are taken into consideration by both the states which enhances the level of satisfaction of the employees. Denmark and France both plays a great role in maintaining employment relation in effective way so that the employees can conduct and complete their task in effective way.

References

Bowman, J.S. and West, J.P. 2015. Labor-Management Relations in Public (and Business) Administration: A Textbook Case? Journal of Public Affairs Education, pp.449-466.

Campbell, J.L. and Pedersen, O.K., 2014. The national origins of policy ideas: Knowledge regimes in the United States, France, Germany, and Denmark. Princeton University Press.

Collins, H., 2011. Regulating the employment relation for competitiveness. Industrial Law Journal, 30(1), pp.17-48.

Crane, A., LeBaron, G., Allain, J. and Behbahani, L., 2017. Governance gaps in eradicating forced labor: from global to domestic supply chains. Regulation and Governance.

Dau-Schmidt, K.G., Finkin, M. and Covington, R., 2016. Legal protection for the individual employee. West Academic.

Donaghey, J., Reinecke, J., Niforou, C. and Lawson, B., 2014. From employment relations to consumption relations: Balancing labor governance in global supply chains. Human Resource Management, 53(2), pp.229-252.

Dubin, R., 2017. The world of work: Industrial society and human relations. Taylor & Francis.

Fossum, J.A., 2014. Labor relations. Mcgraw Hill Higher Educat.

Gillet, N., Gagn?, M., Sauvag?re, S. and Fouquereau, E., 2013. The role of supervisor autonomy support, organizational support, and autonomous and controlled motivation in predicting employees' satisfaction and turnover intentions. European Journal of Work and Organizational Psychology, 22(4), pp.450-460.

Herriot, P., 2013. The employment relationship: A psychological perspective. Routledge.

Lakhani, T., Kuruvilla, S. and Avgar, A., 2013. From the firm to the network: Global value chains and employment relations theory. British Journal of Industrial Relations, 51(3), pp.440-472.

McDonald, P. and Thompson, P., 2016. Social media (tion) and the reshaping of public/private boundaries in employment relations. International Journal of Management Reviews, 18(1), pp.69-84.

Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M., 2013. Gaining a competitive advantage. Irwin: McGraw-Hill.

Poole, M., 2013. Industrial relations: origins and patterns of national diversity(Vol. 4). Routledge.

Rodriguez, J.K., Johnstone, S. and Procter, S., 2015. Special issue of International Journal of Human Resource Management: Regulation of work and employment: advancing theory and research in international and comparative human resource management.

Sanders, A., 2017. Fairness in the contract of employment. Industrial Law Journal.

Sch?tz, G. and Jacobs, A., 2014. Making Out All Right in a Triangular Employment Relation. Revue fran?aise de sociologie, 55(1), pp.73-100.

Valizade, D., Ogbonnaya, C., Tregaskis, O. and Forde, C., 2016. A mutual gains perspective on workplace partnership: Employee outcomes and the mediating role of the employment relations climate. Human Resource Management Journal, 26(3), pp.351-368.

Voorhoof, D. and Humblet, P., 2014. Human rights and the employment relation: freedom of expression at work. In International Conference on the European Convention on Human Rights and the Employment Relation. Strasbourg University.

West, J.P., 2015. Labor-Management Relations in Public (and Business) Administration: A Textbook Case?. JPAEjourNAl of Public AffAirS educAtioN volume 21 Number 3, 2015, p.449.

Bamber.G.J, Lansbury.R.D,Wailes.N and Wright.C.F.,2015.Employment relations in France. Allan and Unwin.

Bamber.G.J,Lansbury.R.D,Wailes.N and Wright.C.F.,2015.Employment relations in Denmark. Allan and Unwin.

How to cite this essay: