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International Employee Relations. Globalization has affected every aspect of business and human resource management is not exempted. Globalization has restructured employment relations globally in various industries. Globalization highlights the need for employees to voice their voice and representation because employees in one country learn from others when they work together. International Employee Relations.
According to Stanton, Burgess, Vo, Edwards, Lewer, Hannif and Bartram (2009), the process of globalization has motivated speculation on the enthusiasm about a globalized economy whereby companies are incorporated into region- states and they follow common set of best practices. The authors argued that companies have adopted a convergent model of organization leading to homogenization in behaviour. Therefore, globalization affects employee voice through capitalism. Multinational corporations adopt certain strategies in human resource management and practices of employee relations which are influenced by capitalism. International Employee Relations.
Based on the arguments given in this study, it can be deduced that globalization has increased the need for active employee voice and representation in organizations. This conclusion is based on various examples such as Australia where the employee relations have changed significantly as a result of globalization. Globalization has increased employee interaction whereby employees from various countries across the world interact and share their views on employee relations. As a result, there is increased employee voice and representation. The employee relations policies used in one country are transferred to other countries as a result of globalization hence increasing employee voice. As a result, companies and countries have made policies to improve employee relations in areas such as training, compensation, and working conditions. International Employee Relations.
List of References
Haipeter, T., Jurgens, U. & Wagner, K. (2012) ‘Employment relations in the banking and automotive industries in Germany.’ The International Journal of Human Resource Management, 23(10): 2016-2033
Hyman, R. & Gumbrell-McCormick, R. (2013) ‘Collective representation at work.’ In Frege, C., & Kelly, J. (Eds.) Comparative employment relations in the global economy. Routledge, pp.155-180. International Employee Relations.
Lansbury, R., Kitay, J. & Wailes, N. (2003) ‘The impact of globalization on employment relations: Some research propositions.’ Asia Pacific Journal of Human Resources, 41(1): 62-74
Stanton, P., Burgess, J., Vo, A., Edwards, T., Lewer, J., Hannif, Z. & Bartram, T. (2009) ‘Employment relations in MNCs: An Australian story.’ Proceedings of the 23rd Conference of the Association of Industrial Relations Academics of Australian and New Zealand (pp.1-10). Sydney: Association of Industrial Relations Academics in Australia and New Zealand. International Employee Relations.