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评论：这是一个糟糕的尝试，缺乏重点和清晰。你做了一些有争议的和有争议的索赔并没有表现出很好的理解雇佣关系。非结合语音和表示形式需要进行检查，并结合其优点和缺点。这需要对一无论社会的相关概念，并在雇佣关系的复杂性和固有的不平等。
批判性地评估为什么某些雇主在工作场所中促进非工会组织形式的员工的声音和表示？
在组织中，员工的声音和表达方式是指在决策过程中，员工的投诉、个人意见、员工的权利和员工的态度。在员工关系管理中考虑员工的声音和表示是非常重要的。在不同的时期，工会和非工会组织形式在工作场所中分别扮演了重要的角色。然而，由于前者的缺陷，越来越多的雇主愿意选择后者。虽然新的成员被吸引到工会，工会的数目已显着下降。（安德鲁斯，1994；迪斯尼，1990）。布莱顿&特恩布尔（第三版）表明，在保持工作场所平等基础员工语音帐户非联盟的形式，提高工作效率，保证企业的稳定发展。其积极影响的结果，在最佳选择的雇主。Comment: this is a poor attempt, which lacks focus and clarity. You make a number of debatable and contentious claims and do not demonstrate a good understanding of the employment relationship. The forms of non-union voice and representation need to be examined, together with the advantages and disadvantages. This needs to be related to the concepts of unitarism andpluralism, and the complexities and inequalities inherent in the employment relationship.
Critically assess why certain employers promote non-union forms of employee voice and representation in the workplace?
In the organization, voice and representation of employees means complaints, individual opinion，employee rights and attitude of employers and employees in the process of decision making. Taking employee voice and representation into considering is very important in the management of employee relation. During different periods, the union and non-union forms of employee voice and representation have played the vital roles respectively in the work place. However, because of the defects of the former form, more and more employers are willing to prefer the latter form. Although new members are attracted to Unions, the number of unions has dramatically declined. (Andrews,1994;Disney,1990).Blyton &Turnbull (3rd edition) indicated that the non-union forms of employee voice account for a fundamental position in keeping the workplace equality,improving working efficiency and ensuring the stable development of enterprises. All its positive influences result in the preferable selection of employers.
There is no doubt that both employers and employees get a large scale of benefits from unions. However, drawbacks of union forms of employee voice and the changing of economic environment are the external causes for why certain employers choose to promote the non-union from(Abbott, 1993). Within the unions, employers always have high expectation about compensation and salary. They focus on the collective bargaining and consultation. High costs on compensation and salary are discontented with the basic purpose of employers. Abbott(1993)noticed that it is not easy to have an effective and timely communication within a formal union,especially for the small firm employers. Unions make employees get an access to reduce inequality in their welfare. Each employer wants to get the maximum profits with the minimum cost. However, their demands may be broken by the powered trade unions. Dictatorial management style is a very regular method of them. It is not affordable for employers to accept their expectation because the collective power gives employers too much pressure. As a consequence, employers have to make a compromise which may decrease their economical profit. In order to realize their voice and representation, the stoppage of work or strikes are the regular strategies of unions. As we all know, it is an extreme method, which is not good for the stable and effective development. In addition, its influences in employee productivity are not easy to realize, either. In other words, union forms of voice can only bring short-term benefits and may hurt the sustainable development. It is difficult to draw a win-win situation between employers and employees at some degree.
According to the demonstrations that Gollan (2007) mentioned, compared with unions, the flexibility of non-unions is more suitable for employers. Non-union is a very effective way and mechanism to create the possibilities for the information sharing between management and employee via their representatives. It not only delivers the voice of employees but also has a discussion with employers. The demands and requirements between them can be exchanged, considered and accomplished according to their practical negotiation simultaneously. Usually, an agreement would be made and two parties would find the common interest to negotiate. Therefore, it can lead the rightful and fair decisions. These wise decisions are the prerequisite for the mutual situation. In this way, employers are not informed of what they should do or must do;they can understand the real purpose of employees and do something useful to meet their needs. As a consequence, it can be said that non-union forms do not only take employer interest into consideration, but also improve the welfare of employees. In contrast, union voices cannot always stand for and protect the collective interest in the organization. Instead, non-unionized forms can guarantee their interest through negotiation and cooperation with employers.
Practical implementation in decision making determines their different roles. Compared to unionized view, non-unionized forms guarantee employers to determine everything in decision making. While, employees just take part in it and show their opinion directly or indirectly. Employers can dominate the whole process when negotiated with employees. What makes sense it is the voice and representations are respected and protected, which is the basic principles in their negotiation. Abbott(1993) noticed that in the opinion of employers, unions are the barriers not the effective links between management and workforce. Unions only works for their own interest, not for employers and they are the third party who may increase their cost in strengthening the relationship with employees. Sometimes, the demands of employers may not be delivered effectively by unions. However, non-union forms can avoid it absolutely. In addition, individuals are the subjects of forms of voice and representation. Employers can have a face to face communication respectively. The personal communication or negotiation between them can minimize the collective influence. In the competitive society, decreasing the negative influence of employees is very important to guarantee the stability of management and brand awareness. Because of the bad sides of the organization can be covered, customers would firmly believe that they can still get high quality service and products from it. Non-unionized forms offer them an opportunities to solve the problems quietly. The flexible style and attitude of non-union are the internal factors for employers to choose it.
Every coin has two sides. Both non-union and union forms of voice and representation have their own advantages and disadvantages. However, in modern society, employees begin to have a clear understanding about what they really want.Voice of employers can be fully realized in non-union forms. Their needs can be respected, protect and implemented step by step. In the meanwhile, organizations and employers have to consider its social influences. Employers can use the least cost and resources to hear employee’s voice. Through non-unions, their conflicts can be solved peacefully and effectively because they have advantages in external and internal factors. Choosing and promoting the application of non-union is the best and the only selection for them. Social and economical benefits drive them to put the non-union in the primary position.
(977 words)
References文献
Abbott,B. (1993).'Small Firms and Trade Unions in Services in the 1990s',Industrial Relations Journal,Vol.24,No.4,pp.308-317
Andrews,M. and Naylor, R. (1994).'Declining Union Density in the 1980s:What do Panel Data Tell Us?',British Journal of Industrial Relations,Vol.32,No.3,pp.413-431.
Andrews,M.(2014).'Global Anti-unionism', British Journal of Industrial Relations,Vol.52,No.4,pp.820-821.
Bacon,N. And Blyton,P. ( 2001).'Management Practices and Employee Attitudes: A Longitudinal Study Spanning Fifty Years', Sociological Review,Vol.49, No.2,pp.254-274.
Bacon,N.and Storey,J. (1996).'Individualism and Collectivism and the Changing Role of Trade Unions', in P.Ackers, C.Smith and P, Smith (eds), The New Workplace and Trade Unionism:Critical Perspectives on Work and Organization, London: Routledge, 41-76.
Blyton,P.and Turnbull, P.(Third Edition). The Dynamics of Employee Relations, Palgrave Macmillan.
Disney,R.(1990).'Explanations of the Decline in Trade Union Density in Britain: An Apprasal',British Journal of Industrial Relations,Vol.28,No.2,pp.165-178.
Gollan,P. (2007). Employee Representation in Non-Union Firms,London;Thousand Oaks, Calif.: SAGE
Terry,M.(1999). 'Systems of Collective Employee Representation in Non-union Firms in the UK',Industrial Relations Journal.Vol.30, No.1,pp.16-30.
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