邦德代写Assignment:德国公司员工关系

2017-07-19 23:53

德国公司员工关系的传统集体方法深深植根于德国工业关系（IR）体系的特殊结构中。其特点是高度的监管和密集的机构基础设施，对公司施加统一的制度约束，但同时又鼓励雇主接受制度约束。麦当劳，以建立其集体谈判的方法，这个ER和IR框架可能已经考虑在第一个实例。此外，体制结构高度一体化，不仅在国际金融体系内，而且在更广泛的德国商业体系中也有很强的联系。德国模式的关键要素，是大多数德国公司所认可的，是通过具有法定参与权和协商权的工程理事会制度，在中央协调的部门集体谈判制度和在国内一级的雇员代表。德国食品产业是无法超越这一机制在麦当劳考虑集体谈判的方法必须包含法定的参与和员工协商共决权。事实上，德国雇主协商一个人口结构的制度框架，公司内部和外部的水平。德国的集体谈判方式也受到强有力的劳动力市场立法和精心制定的福利制度的支持。尽管在个别谈判风格直接员工参与机制日益浓厚的兴趣，他们吸收到目前为止德国公司一直比较温和（Sperling，1997）。由于在德国食品工业中广泛的信息、磋商和共同决定权，在德国的集体谈判仍然具有至高无上影响力的情况下，使用个人发声机制是相对不重要的。因此，在国际范围内，麦当劳可能认为，通过承认工会、参与集体谈判和建立强有力的工作场所雇员代表制，在国际业务中支持ER的集体做法的倾向。
邦德代写Assignment:德国公司员工关系
'The traditional collective approach to Employee Relations (ER) in German companies is deeply rooted in the particular configuration of the German Industrial Relations (IR) system. This is characterized by a high degree of regulation and a dense, encompassing institutional infrastructure that imposes a uniform set of institutional constraints on companies, but at the same time provides incentives for employers to accept institutional constraints. McDonalds, to establish its approaches to collective bargaining this ER and IR framework may have been considered in first instance. In addition, the institutional structure is highly integrated with strong linkages, not only within the IR system, but also to the wider German businesses system. Key elements of the German model, to which the majority of German companies subscribe, are the centrally co-ordinated sector based collective bargaining system and employee representation at domestic level via the works council system equipped with statutory participation and consultation rights. Food industry in Germany is not beyond this mechanism where McDonald's considerations regarding collective bargaining approach must have encompassed with statutory participation and employee consultation and codetermination rights.Indeed, 'German employers have to negotiate a densely structured institutional framework inside and outside the company level. The German approach to collective bargaining is also underwritten by strong labor market legislation and an elaborate welfare system. Despite growing interest in individual bargaining style direct employee involvement mechanisms, their uptake has so far been comparably modest in German companies (Sperling, 1997). Because of the wide ranging rights of information, consultation and co-determination in the German food industry, the use of individual voice mechanisms is relatively unimportant in the German setting where collective bargaining still has the paramount influence. Therefore, in the international context, McDonald's may have considered a propensity to support a collective approach to ER in their international operations by recognizing trade unions, engaging in collective bargaining and establishing strong workplace level employee representation systems'.

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