British industrial relations Essay Example | Topics and Well Written Essays - 3250 words

British industrial relations - Essay Example lective bargaining can force employers to deal with labour as a collective identity, rather than isolated individuals and so, secure better the terms and condition of employment. Nevertheless, in 1979when the conservative party won the election, everything changed. The new government used a lot measures to restrict the role of trade unions. In addition, it introduced an enterprise culture in which individuals and organisations, rather than government, were to be held responsible for economic performance. Thus, as well as rejecting the maintenance of full employment as a major policy objective, they in effect abandoned the commitment of their predecessors to voluntary collective bargaining as the most effective method of determining pay and conditions. Then, there was a total break with the old work patterns but an explanation of this will be the economical context. In fact, after the war, there was a period of reconstruction that engendered a lot of work; manufacturing was the backbone of the economy, it was a period of full employment. After that, there was a wave of privatisation, many companies became multinationals, and there was an internationalisation o f business. Because Britain is the candle of industrialisation, the British employment relations system has a long history. It is extremely important as it's the FIRST system in the modern sense and thus other ER systems such as Australia's, has been 'modelled' on it (Marchington et al. 2004 p36). For example, many percent trade unions can trace their roots back to this mid-19th century or earlier in Britain. The legislations and rules of employment relations in many countries are also modelled on the Britain's. As a result, studying the British employment relation system can help to know the history of the ER... The aim of this essay will be to access and explain the management of British employment relationship and then derive lessons concerning the management of the employment relationship from the study of the operation, structure and effectiveness of systems of the employment relations in Britain. This essay will then give a description of the recent management of the British Industrial Relations system in Britain and discuss the future of British Industrial Relations System. The British industrial relations system has a long history and has gone through much change in recent years. Industrial relations are also known as employee relations. There are three phases in the evolution of employee relations since the end of the World War II, the third one being the partnership approach. Until 1979 (date of the election of the Conservative Party), work relations were based on collective bargaining and collective agreement aiming to determine and regulate, in varying degrees, the terms on which individuals will be employed (Flanders 1968 p35), with a strong voluntarism encouraged massively and informally.Since the early days of the Industrial Revolution, from 1760-1830 progress, innovation and growth in every field of human endeavour have served to transform industry, economics and society. The British system of industrial relations has often been considered as being as voluntarist, by which is generally meant the abstaining of the state from direct interference in the managing industrial relations