reasons for decline of union membership in Singapore and to provide suggestions on how to increase its appeal to the young people‚ the Generation Y‚ in the workforce. Generation Y refers to babies born after the year 1980 (Kuijsters‚ n.d.) The report will have an introduction of union in Singapore‚National Trade Union Congress (NTUC)‚ and analyse the existing strategies and positive aspects thathave been implemented to improve the union membership especially for the Generation Y. About Unions in Singapore
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Chapter Objectives v To outline alternative perspectives on power and authority in the employment relationship v To outline the relationship between HRM and employment relations v To discuss key trends in employment relations‚ particularly trade union decline and the rise of non-unionism v To outline the notions of employee ‘voice’‚ employee involvement and participation v To discuss the various means by which employees can be given a voice in organisational decision-making and the rationale for
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large scale strikes have decline in the UK. Strikes are reported to be at an historical low level. They have gone into decline due to numerous factors. The fall in the level of strike activity can be attributed to lower trade union membership‚ stable economy‚ rise of individualism and (HRM) Human Resource Management‚ restrictive trade union legislations and sectoral shift in employment from manufacturing to service. The latter part has being the most influential on the decline of strike activity in
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which the state seldom intervened in the affairs of private actors‚ trade unions gradually consolidated their membership and power base throughout the 19th century. Various legislative developments also allowed trade unions the right to organise workers and engage in industrial action. In 1868‚ the UK Trades Union Congress (TUC)‚ the confederal umbrella body for UK trade unions‚ was formed. The 1871 Trade Union Act recognised trade unions as legal entities as corporations and granted them the right to
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membership of union and union density increased by 3million and 11 per cent. However‚ it declined dramatically after 1979. In the period between 1979 and 1997‚ there is a decrease by 5.5 million in membership and by over 16 per cent in union density. Specifically‚ a steep fall of membership took place in the early 1980s (1979-1983)‚ from 13 million to 11 million (Blyton‚ Turnbull 2004). The downward situation continued after the early 1980s. About 50 per cent of the employees were trade union members in
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industrial action is the strike where employees demonstrate the importance of the issue concerned by stopping work and leaving the workplace. Strikes occur for a number of reasons one being pay. Strike patterns have changed over the years showing a decline in numbers that are due to many reasons such as changes in the law‚ which will be discussed later. Strikes are an obvious expression of industrial conflict and can be defined as a temporary stoppage of work by a group of employees in order to
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Introduction Before I start my postgraduate study‚ I just know few about Human Resource Management. I thought its main task is to deal with the relationship inside a company. To be specific‚ as Bakhare(2010) said Human Resource Department(HRM) focuses on keeping the efficiency‚ fairness‚ productivity inside and outside of the organization. My first professional course about HRM is conflict management. This arouses my interest of exploring the connection between HRM and conflict management. Previously
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MAN 3350: COMPARATIVE INDUSTRIAL RELATIONS GLOBALISATION Towards a Definition Globalisation has become a buzz-word for political‚ economic‚ sociological and environmental trends that are said to present world-wide challenges. We need to be careful about how the word is used – and why. Two accounts of globalisation that some of you will have seen before: “the process that reduces barriers between countries‚ thereby encouraging closer integration of economic‚
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trading trends of the UK from predominantly manufacturing industries. Employee relations concentrate on the management and maintenance of the employment relationship between employer and employee. This means dealing with employees either through trade unions or individually to bargain for employment practices‚ terms and conditions of employment and grievances or disciplinary action. It also seeks to providing employees with a voice (Armstrong‚ 2012). An employee seeks good and honest pay‚ decent
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industrial relations function within personnel management and is also sometimes used as an alternative label for the academic field of “industrial relations”. The term underlines the fact that industrial relations is not confined to the study of trade unions but embraces the broad pattern of employee management‚ including systems of direct communication and employee involvement that targets the individual worker.” (Heery &ump; Noon‚ 2001) From this definition‚ the researcher is able to determine
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