Negotiation is good work in any way--Essay代写范文

Essay代写范文:“Negotiation is good work in any way”，这篇论文主要描述的是经济的发展和社会发展演变，员工也在饰演着不同的角色，员工不仅仅是企业的员工，更是一个家庭的成员，员工工资、工作时间、工作压力都会影响到员工家庭的和睦，员工家庭的和睦也将推动着企业的发展，如果去协调员工家庭与工作方面的问题，这就需要员工、企业和政府三者来进行相互协调。

1. Introduction

With the development of society and economy, employees play both role of members of family units and enterprises. As family members, their salary, working hours and working pressure not only affect the harmony of their families, but also exert large influence on the enterprise development in related to labor cost, productivity and then enterprise development. Due to the important place of employment relation between employees and their companies, government often participates in making regulations to coordinate employment relations and regulate the basic laws for employee working conditions. Labors, enterprises and government are three basic elements of employment relations. In the modern enterprises, labors have higher requirement on flexible working hours, high wages and hamous working human relationship while enterprises face fiercer and fiercer competition caused by international globalization, under this condition, the enterprise bargaining is essential to maintain employee relations for both labors and enterprises. This paper will be center with a article titled with "Is Enterprise Bargaining Still a Better Way of working" written by Townsend, Burgess and Wilkinson (2013) from Journal of Industrial Relations to analyze how the enterprise bargaining affect the employment relations on the background that many scholars can not get the unique conclusion on their relationships. Taking instances, Curtin and Mathews (1990) believe that labor deployment and flexibility improvement caused by enterprise bargaining benefit to the economic and organizational development, however, Loundes et al(2003) propose their suspicions that the evidence of those findings are either incomplete or the findings are inconclusive. To clear the relationship between enterprise bargaining and employment relations, this paper will be structured as following parts: firstly, this essay briefly introduces the necessary of enterprise bargaining; the second part will focus on the definitions and its functions of enterprise bargaining based on the literature reviewing; and next, this essay will summarize the main topic and conclusions of this article selected, following by explaining the methodology of the article selected; and then this essay will evaluate the conclusions obtained by the article selected by the way of studying methodology; and last, this essay will give conclusions on the whole analysis.

2.Discussion and Analysis

2.1 Reviewing literatures on enterprise bargaining

According to the statement of Blain (1993), the enterprise bargaining refers to the negotiation between organized workers and employers to determine minimum wage, working hours, working flexibility, working pressure and working conditions to build up sustainable employment relationship or deal with conflicts between the “actors” involved with employment relations. The outcomes of enterprise bargaining are shown by the bargaining agreements made up by substantive rules and procedural rules which clearly shows the working hours, the wage, annual and parental leave and other working conditions. The rules are determined through four key channels, the first is managerial prerogative which is achieved through organization internal human resource policies, the second channel is the individual bargaining which is achieved through the negotiation between an individual employee and whole company; the third channel is collective bargaining which is achieved by the agreement between management and a group of employees; and the last common channel is the decision by third party which is achieved by the coordination of third party. Once the agreement arrived, the agreement should be obeyed by both parties. The objectives of enterprise bargaining are to promote the relationships between employers and employees, and then stimulate the employee enthusiasms. To keep the enterprise bargaining being successfully conducted, laws are implemented by the states, like Fair Work Act in Austria. The act is charactered by four points, (1) it is national system which refers to covering about 85% workforce in Austria; (2)minimum standards and bargaining including national employee standards, modern awards and good faith bargaining; (3) termination which refers to the process of protecting unfair working conditions; and (4) the institutions who solve the conflicts on working issues. All the mechanisms are hoped to improve the productivity and working efficiency. However, the functions of enterprise bargaining are suspected by Peetz (2012), Hancock et al. (2007) and Hancock(2012). The findings of those people show that there is no evidence illustrating the significant relationship between productivity growth and the changes of employment relations. Based on the suspicions, Burgess and Wilkinson (2013) expand their research on the influences of enterprise bargaining on the working efficiency and productivity.

2.2. The main topic of the article selected

The authors of the article selected aim to test the sustainability of enterprise bargaining through respectively centralized bargaining approaches and decentralized bargaining approaches in further development based on studying two cases. The authors review the literatures on the relationships between enterprise bargaining and economic performance, the literatures did not arrive at agreement, in which, some scholars believed that enterprise bargaining would increase the working efficiency through creating humous working environment and encouraging employee satisfaction while some scholars propose their suspicions in that the evidences of examining their relations are inconclusive and the measurement of productivity is unambiguous. The problems of enterprise bargaining are also reviewed by the literatures such as lack of expertise, time consumption and resource restrictions. Based on the literatures, the sustainability of enterprise bargaining in Austria will be illustrated by the following aspects: (1) whether the trade unions can play sustainable influences on the further enterprise bargaining round; (2) whether the enterprise can obtain enough productivity efficiency cover the resources and time cost caused by conducting the enterprise bargaining; (3)whether the positive consequences of enterprise bargaining can be produced.

2.3. The methodology of article selected

To further test the influence of enterprise bargaining on economic performances, the article studies two cases: a manufacture representing decentralized bargaining approach and a hotel representing centralized bargaining approach. The manufacture employs over 450 full-time employees while the hotel researched employs about 300 employees with half part-time workers. The case studies are center with the questions: one is whether enterprise bargaining process can promote the development of enterprise while another is whether bargaining exerts negative or positive influences in workplaces. The data is collected through research teams participating in the bargaining meetings in both workplaces, and the records and documents supported by both enterprises. The bargaining meetings last for at least eight months, the delegates of employees and  trade unions are participated into weekly meetings in the hotel and monthly meetings in the manufacture. Once the meeting is over, the managers and employees are interviewed on the two questions above. Through participating in the processes of two cases, managers and employees are interviewed to measure the consequences of enterprise bargaining from two bargaining approaches. The productivity is measured by the experiences of managers and employees instead of qualified measures applied by empirical analysis. The methodology chosen by authors owns its strengths and weaknesses.

The first strength is from the nearness of cases to the theories reviewed by literatures. The former literatures did not provide the convincing research method to study this topic while the experiences of both managers and employees provide better insights into the matters involved in productivity efficiency. The second strength is from the clearer understanding of parties involving in the bargaining activities. Participating in the bargaining activities will make the researchers better understand the process of enterprise bargaining. However, its weakness is caused by lack of qualified data, and the analysis is subjective rather than objective data supports, which will make the conclusions inconclusive. In summer, the methodology of studying two case provides new insights into further researches on this area.,

2.4. Evaluating the findings and conclusions od article selected

Through the case studies, the findings are corresponded with the characteristics of the sustainability of enterprise bargaining. On the respective of productivity gains, both managers in two enterprises studied believes that it is useless to increase the productivity efficiency; on the respective of the role of managers, the importances of managers are emphasized in manufacture while the managers play less influences of communicating with employees on the respective of bargaining cost, both managers believe the time and resource cost caused by enterprise bargaining can not be compensated by the increase of enterprises outcomes. Based on those findings, the article selected give conclusions that both bargaining approaches are time-consuming and costly while the deterioration of employment relations caused by bargaining process will be harmful to the enterprise development. Both two results examine that enterprise bargaining exerts negative influences on enterprise productivities. However, bargaining will increase the involvement and communication of employees at both workplaces. In addition, the trade unions exert more influences on enterprise bargaining through centralized approaches,but the strikes and disruption caused by prolonging bargaining process leads to the trust crisis in the further bargaining around. Combined with all the findings, the article selected gets conclusion that the system of enterprise bargaining would be not sustainable,which can be explained by the arguments of Rimmer and Watts(1994) that the legislative change increases the bargaining cost because of more choices provided, also this can be explained by Niland (1990) that mutual understanding and benefits advocated by the advocates have been missing with more than 20 years development.

The authors of this article still propose the limitations of the findings. The first is from shortage of the supporting evidences examining whether a large mount of organizations can be represented by the two organizations studied. Affected by this limitation, the conclusions obtained from only studying two cases will be not enough to be convinced. The second is from shortage of interviews with union officials. The opinions from union officials are found to be more objective than caring about the individual outcomes focused by employees and employer. The data of interviewing senior union officials included will make conclusions more approaching. Also, the outcomes of enterprise bargaining are not be investigated so that the authors can not determine the degree to which the bargaining approaches affect the consequences of bargaining. Those limitations are the directions the further research should study. 

3. Conclusion

Enterprise bargaining is defined to the negotiation between organized workers and employers on working conditions. The special laws are implemented to sustain the process of enterprise bargaining as expected to improve employment relations and then promote the productivity efficiency. This paper aims to examine whether enterprise bargaining is still effective way to promote the economic performance based on studying an article testing the sustainability of enterprise bargaining. The article selected reviews literatures on the relationship between enterprise bargaining and economic performances and how the bargaining process affect the bargaining consequences, and then believes the evidences of determining their relationships are inconclusive. Due to the suspicions, the authors make researches by studying two representative cases: the manufacture representing centralized bargaining and the hotel representing decentralized bargaining. And the research is center with two questions on the impact of bargaining process and the consequences of enterprise bargaining. The findings from analyzing the data collected by interviews show that bargaining is time-consumption and costly while deteriorating the relations between managers and employees, also the productivity is not expected by managers to not be increased, although the bargaining activities increase the involvement and communications of employees on company activities. The authors of article selected conclude that enterprise bargaining may not be sustainable because of facing higher bargaining cost caused by more choices provided by legislative changes and less mutual understanding advocated before. Although the limitations exit in the article selected, the conclusion on the effect of enterprise bargaining is convinced.

Thus, this paper gives conclusion that enterprise bargaining is not effective way to increase the economic performance and improve employment relationship based on the above analysis of case study.

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