an in other European countries and the USA itself. However, even in those countries it is very difficult to establish union representatives in the outlets, something which experience shows is essential if such collective agreements are to be properly enforced in'.
'Despite these difficulties European unions have undoubtedly had some success in bringing McDonald's to the bargaining table, especially where sector-level bargaining is in effect compulsory and where labour law is more stringent and supportive of union rights and collective bargaining'.
Q.d. What additional or alternative methods could support good employee relations for McDonald's? Consider the role an HR function could take?
'The HRM approach to employee relations can be described in terms of several prescriptions that McDonald's can use for good employee relationship. An HRM model for employee relations focuses on a drive for commitment meaning that the focus of the organization should be to win the trust, motivation and commitment to the organization, participating in its development opportunities. Emphasis is on mutuality, meaning that employees share common goals, the vision and mission of the organization. Communication within the organization follows an established set of procedures that are agreed formally or informally and may include briefings, meetings with representatives, etc. HRM emphasizes the shift from collective bargaining to individual contracts'.
'Employee involvement in McDonald's may be fostered and a number of techniques and approaches are followed to support their involvement. Total quality management aims at continuous improvement of quality'.
'Another initiative for McDonald's is flexible working arrangements and focus on the life-work balance through harmonization of conditions for all employees. Finally the support of employee communities of practice and team spirit are of high priority'.
'Employee relations describe as in-terms employee communication, employee involvement, employee rights and employee discipline. Armstrong has identified the elements of employee relations as follows may have been considered in designing the employee relationship':
'Formal and informal policies and practices of the organisation'.
'The development, negotiation and application of formal systems, rules and procedures for collective bargaining, handling disputes and regulating employment'.
'Policies and practices for employee communications' .
'Informal and formal process regulating the interactions between managers and employees'.
'Policies of the government, management and trade unions'.
'A number of parties including state, management, organisations, trade unions, employees, etc'.
'The legal framework'.
'Institutions (e.g. ACAS) and the employment tribunals'.
'The bargaining structures, recognition and procedural agreements enabling the formal system to operate'.
Employee relations processes
Figure - Reconciliation of interests between employers and employees
According to the Industrial Relations Services there are four approaches to employee relations that can contribute in better relationship between McDonald's and its employees are:
Adversarial - 'meaning that employees are expected to follow the t
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