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德克萨斯Assignment代写:适应挑战
2017-04-06 00:36
工会已经缓慢地适应挑战,如越来越多的员工和组织之间的多样性,增加了组织内的竞争压力和文化走向更直接的沟通形式。这些变化都反映在急剧增长的新形式的代表性结构,强调效率(利润)为基础的决定,如绩效为基础的薪酬,以及法律的变化,以确认替代形式的员工代表。在这种环境下,工会在吸引新成员方面遇到了困难。为了获得认可和影响,工会必须采取与当前气候相一致的方法。像所有的组织投资,工会必须证明他们在相关性方面提高组织的绩效,并承认与其他代表组工作,支持员工的权利。从雇主的角度来看,面临的挑战是如何以有效的方式管理这些不同的群体,了解员工代表的替代形式的重要性以及联盟的认可。员工参与计划旨在支持管理战略和增加承诺。这会影响工作效率、合作、员工承诺和工作场所公平等因素。(比尔德韦尔和霍伦2001)。根据特里(1999)有两种主要的替代形式-个人直接代表和非工会集体代表结构。德克萨斯Assignment代写:适应挑战
Unions have been slow to adapt to challenges such as the increasing diversity among employees and organisations, increased competitive pressures within an organisation and a culture that is trending towards more direct forms of communication. These changes are reflected both in the dramatic growth in new forms of representative structures, increased emphasis on efficiency (profit) based decisions such as performance based pay, as well as legal changes to acknowledge alternate forms of employee representation. In this environment, unions have experienced difficulty attracting new members. To gain recognition and influence, unions must take approaches that are in line with the current climate. Like all organisational investments, unions must prove their relevance in terms of increased organisational performance, and acknowledge and work with the other representative groups to support employee rights.From an employer’s perspective, the challenge is to manage these different groups in an effective way, understanding the importance of alternative forms of employee representation as well as union recognition. Employee involvement initiatives are intended to support managerial strategies and increase commitment. This influences factors such as efficiency, cooperation, employee commitment, and equity within the workplace. (Beardwell and Holen 2001). According to Terry (1999) there are two main alternate forms of representation - individual direct representation and a non-union collective representative structure.
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