Research Paper写作格式：Employee Relations Assignment
Research Paper写作格式-员工关系分配。本文是一篇本站留学生代写服务提供的research paper写作格式范文，主要内容是讲述员工关系涉及在许多不同的情况下获得人们对实现组织业务目标的承诺，员工关系是指员工和雇主之间与工作相关的良好关系，这将有助于提高组织的生产力和员工的激励水平。员工关系旨在消除员工无法自行解决的与工作相关的问题。下面就一起来看一下这篇research paper代写范例的具体内容。
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Task 1 任务
Employee relations are concerned with gaining people’s commitment to the achievement of the organization’s business goals and objectives in a number of different situations. These include:
员工关系涉及在许多不同的情况下获得人们对实现组织业务目标的承诺。其中包括：
Public, private and not for profit organisations (the so called voluntary sector)
公共、私营和非营利组织（所谓的志愿部门）
Unionised and non-unionised organisations
统一和非统一组织
Primary, manufacturing and service- sector Organisations
初级、制造业和服务业组织
Large organisations (including multinational companies) and small and medium-sized enterprises (SMEs)
大型组织（包括跨国公司）和中小企业（SME）
It is all about ensuring that the organizational change is accepted. (Gennard & Hayward 2005)
这一切都是为了确保组织变革被接受。（Gennard&Hayward 2005）
Employee Relations means the work related relationship between the employee and the employer to be on good terms which will result to contribute in an organizations productivity and the motivation level of the employees. Employee relations aim is to eliminate problems and issues related to work which an employee is unable to get solution to on its own.
员工关系是指员工和雇主之间与工作相关的良好关系，这将有助于提高组织的生产力和员工的激励水平。员工关系旨在消除员工无法自行解决的与工作相关的问题。
Unitarism- A managerialist stance which assumes that everyone in an organization is a member of a team with a common purpose. The unitarist view is implicit in American models of HRM. It embodies a central concern of HRM, that an organization’s people, whether managers or lower-level employees, should share the same objectives and work together harmoniously. From this perspective, conflicting objectives are seen as negative and dysfunctional. (Alan Price, 2007)
统一主义-一种管理主义立场，认为组织中的每个人都是有共同目标的团队成员。统一主义观点隐含在美国的人力资源管理模式中。它体现了人力资源管理的一个核心问题，即一个组织的员工，无论是经理还是下级员工，都应该共享相同的目标，和谐地合作。从这个角度来看，相互冲突的目标被视为消极和功能失调。（Alan Price，2007）
Unitarism- This means that the managers of a company tries to motivate its employees by making their objectives into the employees and expect them to follow all the orders by them, working together with mutual goals for example providing incentives to them for per piece they produce and recognizing them for the work they are doing for the business.
团结主义——这意味着公司的管理者试图通过向员工提出目标来激励员工，并期望他们遵守所有的命令，与共同目标合作，例如为他们生产的每一件产品提供激励，并认可他们为企业所做的工作。
Plularism- It is the existence of more than one ruling principle. The pluralist approach to industrial relations accepts to conflict as inevitable but containable through various institutional arrangements. Work organisations are microcosms of society. (Singh & Kumar, 2011)
Plularism——它是一个以上统治原则的存在。多元的劳资关系方法承认冲突是不可避免的，但可以通过各种制度安排加以控制。工作组织是社会的缩影。（Singh&Kumar，2011）
Plularism- This is when the employee’s in an organization elect their group leader and are expected to be left free for their own decision making. The managers and the employee have two different views which results into conflicts in the organization.
Plularism——这是指组织中的员工选举他们的团队领导者，并被期望自由做出自己的决策。管理者和员工有两种不同的观点，这会导致组织中的冲突。
Task 2 任务
Trade Union- Employees generally share many of the same interests, such as improving their pay, having a pleasant environment in which to work, being treated fairly by their employer, being given proper training, working in a safe environment. Forming a trade union is a way of helping employees to achieve improvements in these different aspects of their employment- a trade union is a type of pressure group. (Borrington &Stimpson, 2006)
工会-员工通常有许多共同的利益，例如提高工资、拥有一个愉快的工作环境、受到雇主的公平对待、接受适当的培训、在安全的环境中工作。组建工会是帮助员工在就业的这些不同方面实现改善的一种方式——工会是一种压力团体。（Borrington&Stimpson，2006）
Trade Unions are group of workers who join together to ensure that their interests of workers are not harmed because of the organization, they help in improving the working environment and conditions of their members.
工会是一组工人，他们联合在一起，以确保他们的工人利益不会因为组织而受到损害，他们帮助改善其成员的工作环境和条件。
The different types of trade unions are 不同类型的工会是
General Union- This union is for semi-skilled and unskilled workers from various occupations in different industries. For example- Drivers, Cleaners etc
总工会-这个工会是为来自不同行业的各种职业的半熟练和非熟练工人服务的。例如，驾驶员、清洁工等
Industrial Union- This union represents all the different workers from the same industry. Example: The National Union of Miners (N.U.M) representing all the workers at different stages.
工业联盟-这个联盟代表来自同一行业的所有不同的工人。例如：全国矿工联合会（N.U.M）代表不同阶段的所有工人。
Craft Union- They represent skilled workers from same or different work industries and this union is comparatively small and limited in number.
工艺工会-他们代表来自相同或不同行业的技术工人，这个工会相对较小，数量有限。
White-Collar Unions- They represent professional skilled workers from different industries. Example: Teachers, Scientist, Office Workers
白领工会-他们代表不同行业的专业技术工人。例如：教师、科学家、上班族
History Of Trade Unions 工会历史
Compared to the year 1979 the British system has had a vast change by intervening in the legislations formed by the labour market in order to co-operate with the enterpreneurs and maintain a healthy competition. Between 1979 and 1997 these reformation of regulations had taken place which are still in practice by the new Labour Governments 2010.
与1979年相比，英国的制度发生了巨大变化，干预了劳动力市场制定的立法，以与企业家合作并保持健康的竞争。1979年至1997年间，新工党政府进行了这些法规改革，2010年仍在实施。
‘’During the year 1901 a compay called Taff Vale Railway sued the Amalgamated Society of Railway Servants for losses during a strike. As a result of the case the union was fined £23,000. Up until this time it was assumed that unions could not be sued for acts carried out by their members. This court ruling exposed trade unions to being sued every time it was involved in an industrial dispute. After the 1906 General Election the Liberal Government passed the 1906 Trades Disputes Act which removed trade union liability for damage by strike action.’’ Simkin, 1973- 2013
1901年，一家名为塔夫河谷铁路公司的公司起诉铁路公务员联合会，要求赔偿罢工期间的损失。由于这起案件，工会被罚款23000英镑。在此之前，人们一直认为工会不能因其成员的行为而被起诉。这项法院裁决使工会每次卷入劳资纠纷时都会被起诉。1906年大选后，自由党政府通过了《1906年贸易争端法》，该法案免除了工会对罢工造成的损害的责任。”Simkin，1973-2013
Because of this trade dispute act the voluntarist system came into practice which was recognized and approved by the employer and the unions which meant that the government could not intervene directly in handling the conflicts of employee relations due to the trade union immunity legislation.
由于这一《贸易争端法》，自愿制度开始实施，并得到雇主和工会的承认和批准，这意味着由于工会豁免立法，政府不能直接干预处理劳资关系冲突。
On the other hand, in order to make the economy situations better the government initiated industrial relations reform from the year 1970’s to reverse the economic decline and most of these reforms were constructed by the Thatcher Government from the year 1979 to 1990, which further resulted the government transition from voluntarist to neo-liberal.
另一方面，为了改善经济状况，政府从20世纪70年代开始进行劳资关系改革，以扭转经济衰退，其中大部分改革是由撒切尔政府在1979年至1990年进行的，这进一步导致了政府从唯意志主义向新自由主义的转变。
The broad shifts in economic policy 经济政策的广泛转变
During the year 1945 to 1979 there was a concentrated distribution of government income and they generated jobs for all
在1945年至1979年期间，政府收入集中分配，为所有人创造了就业机会
During the year 1979 to 1997 the government on controlling inflation and focused on making the labour market more flexible
在1979年至1997年期间，政府致力于控制通货膨胀，并专注于使劳动力市场更加灵活
During 1997 to the present condition, the government are still continuing to monitor and control on the inflation in their economy and recovering from the global crisis and reducing the deficit.
从1997年到现在，政府仍在继续监测和控制经济中的通货膨胀，并从全球危机中恢复过来，减少赤字。
Broad shifts in government’s public sector policy
政府公共部门政策的广泛转变
Through the election of the Thatcher Government who came into power following the neo-liberal forms there was a minor shift in the public sector policy which had resulted into limiting the public expenditure and its size.
在新自由主义形式上台的撒切尔政府的选举中，公共部门政策发生了微小的转变，从而限制了公共支出及其规模。
During the year 1979-1997 privitisation had occurred in the public sector which reduced its size from 30% to 22% leading to the britishers nearly employing one quarter of its total population. In 1997-2010 governments brought a few changes to the industrial relation laws earlier introduced between 1979-1997 but did not change it completely, they had declared a minimum wage requirement in 1999.
在1979-1997年期间，公共部门发生了特权化，其规模从30%减少到22%，导致英国人几乎雇佣了其总人口的四分之一。1997-2010年，各国政府对1979年至1997年早些时候出台的劳资关系法进行了一些修改，但没有完全改变，他们在1999年宣布了最低工资要求。
Britain is known to have the longest history in unionism and the first country to industrialise. It is during the 19th century when skilled craft workers had formed the first union and later all other different classes of labour formed their own unions such as semi-skilled, unskilled and female manual workers. These uses have started taking different forms from the late 19th century.
众所周知，英国是工会主义历史最悠久的国家，也是第一个工业化国家。19世纪，熟练的工艺工人成立了第一个工会，后来所有其他不同阶层的工人都成立了自己的工会，如半熟练工人、非熟练工人和女性体力工人。这些用途从19世纪末开始以不同的形式出现。
During World War II the white collar unionsied workers were in public sector, but after 1960 the private sector white collar workers unionised themselves too. The British Union after World War II-
第二次世界大战期间，白领工人在公共部门工作，但1960年后，私营部门的白领工人也加入了工会。第二次世界大战后的英国联邦-
During the year 1948, the government put up a wage freeze in an attempt to reduce the deficit in the balance of payment and the union congress had agreed to it though they knew that there will be a strong opposition because there was an increase in the community membership of the union due to the war, it was between the year 1948 to 1968 the trade union membership became 10.2 million from 9.3million perhaps due to TUC supporting this wage freeze decision by the government.
1948年，政府冻结了工资，试图减少国际收支赤字，工会大会也同意了，尽管他们知道会有强烈的反对，因为战争导致工会的社区成员增加，1948年至1968年间，工会会员从930万增加到1020万，这可能是因为英国工会联合会支持政府的工资冻结决定。
During the late 1960’s the union membership started to increase, the people who were not members of the trade union were impressed by their powers which had improved the working environment and wages of their members which lead to an overall increase of 12.6 million in 1970s.
在20世纪60年代末，工会成员开始增加，非工会成员对他们的权力印象深刻，这些权力改善了他们成员的工作环境和工资，导致20世纪70年代工会成员总数增加了1260万。
With its membership peaking at 12.6 million in the 1970s the membership had reduced by 5 million leading to only 7.6million memebers in 1979, it is because of the rules enacted by the Conservative government which was opposed by the labour unions they created policies and legislation which involved banning the tactics such as secondary picketing which had been used successfully by the miners industry in the year l972 and l974.
随着其会员在20世纪70年代达到1260万的峰值，会员减少了500万，导致1979年只有760万会员，正是因为保守党政府制定的规则遭到了工会的反对，他们制定了政策和立法，禁止矿工行业在1972年和1974年成功使用的二次纠察等战术。
‘’The Conservatives eased unions out of many institutions that were based on ‘tripartism’ (an earlier form of ‘social partnership’). The most important were the various Industrial Training Boards, which were generally abolished. The most symbolic move was the downgrading and eventual termination (in 1992) of the National Economic Development Council, where six TUC leaders had met leading employers and government ministers monthly since 1962. The TUC also lost its monopoly on nominating trade unionists to public bodies (such as employment tribunals).’’ (unionhistory.info)
保守党将工会从许多基于“三方主义”（早期形式的“社会伙伴关系”）的机构中解放出来。最重要的是各种工业培训委员会，这些委员会普遍被废除。最具象征意义的举措是国家经济发展委员会的降级并最终终止（1992年），自1962年以来，英国工会联合会的六位领导人每月都会与主要雇主和政府部长会面。英国工会联合会也失去了提名工会成员进入公共机构（如就业法庭）的垄断地位。”（unionhistory.info）
With the falling trade union membership there was also a decline in the strikes from a total of 3906 strikes with loss of 11 million working days it fell to 116 strikes with only 15700 loss of working days.
随着工会会员人数的减少，罢工次数也有所减少，从总共3906次罢工减少了1100万个工作日，减少到116次罢工，只减少了15700个工作日。
It was during the year 1997-2010 the government did not change their practice of legislations and continued the trends by encouraging private sector into the involvement of public sector.
正是在1997-2010年，政府没有改变其立法实践，并通过鼓励私营部门参与公共部门来延续这一趋势。
In 2008 there were only 193 unions from a total of 1348, due to the recession between 2008-2009 there was a 7% decline in the membership of the Great Britain employees between 2008 and 2011 which is not a high percentage as employees would want to protect their interest in the recession period. In 2011 the total number of employees including male and female who are the members of trade union is about 6,396 and in 2012 its 6,455 which shows us that the trade unions are still at power to an extent to provide security to the welfare of their memebers following all the rules and regulations which are both the government and unions have agreed to.
2008年，1348个工会中只有193个，由于2008-2009年的经济衰退，2008年至2011年间，英国员工的会员人数下降了7%，这一比例并不高，因为员工希望在经济衰退期间保护自己的利益。2011年，包括男性和女性在内的工会成员总人数约为6396人，2012年为6455人，这表明工会在一定程度上仍然有权按照政府和工会的所有规则和条例为其成员的福利提供保障同意。
Task 3 任务
The three main players in Employee Relations 员工关系中的三个主要参与者
The Government 政府
The governments obligation is to maintain price fluctuations and a surplus on the balance of payment. They monitor the organizational activities, pass laws for them and issue policies to protect the right of workers and consumers in a country, and to maintain an overall balance in the economical activities to create further jobs for the citizens in the country.
政府的义务是维持价格波动和国际收支盈余。他们监督组织活动，为其通过法律并发布政策，以保护一个国家的工人和消费者的权利，并保持经济活动的总体平衡，为该国公民创造更多的就业机会。
Employee 受雇者
They play a significant role in employee relations, they are people who are hired by employers and are paid in the form of wages for the tasks and duties delegated to them, if they feel that their interests are not protected or if their demands are not fulfilled they approach to the trade unions who bring pressure to the employers in an organization. Trade Unions are group of workers who join together to ensure that their interests of workers are not harmed because of the organization, they help in improving the working environment and conditions of their members through collective bargaining and other different methods in order to protect the right of the workers employed in an organization.
他们在员工关系中发挥着重要作用，他们是被雇主雇佣的人，并以工资的形式支付给他们的任务和职责，如果他们觉得自己的利益没有得到保护，或者他们的要求没有得到满足，他们就会求助于工会，工会会给组织中的雇主带来压力。工会是一组工人，他们联合起来确保他们的工人利益不因组织而受到损害，他们通过集体谈判和其他不同的方法帮助改善其成员的工作环境和条件，以保护组织中雇用的工人的权利。
Employers 雇主
An employer is a person who employs workers in an organization and pays them wages or salaries and delegates duties and responsibilities to them. He expects that the workers should follow his orders and makes all the important decisions in an organization. Employers have more power and authority over their workers however if the workers are members of a trade union then there can be certain disputes. An employer’s aim is for the growth and establishment of the organization in a profitable way, this may lead to a conflict if workers demand for high wages regularly. If they feel like they are not fairly treated and they do not feel safe in their jobs, then there can be certain consequences which can damage the interest of the business for example poor production, absenteeism and strikes.
雇主是指在一个组织中雇佣工人，向他们支付工资或薪金，并将职责和责任委托给他们的人。他希望工人们听从他的命令，做出组织中所有重要的决定。雇主对工人有更大的权力和权威，然而，如果工人是工会成员，那么可能会发生某些争议。雇主的目标是以盈利的方式发展和建立组织，如果工人经常要求高工资，这可能会导致冲突。如果他们觉得自己没有得到公平对待，在工作中感到不安全，那么可能会产生某些后果，损害企业利益，例如生产不佳、缺勤和罢工。
Reference List 参考文献列表
Task 1 任务
John Gennard and Geoffery Hayward (2005). Employee Relations (CIPD revision guide), London: Chartered Institute of Personnel and Development (ebook)
约翰·根纳德和杰弗里·海沃德（2005）。员工关系（CIPD修订指南），伦敦：英国特许人事与发展协会（电子书）
Available at- http://books.google.ae/books?id=qmbQWLGGVTgC&printsec=frontcover&dq=Employee+Relations+(CIPD+revision+guide&hl=en&sa=X&ei=nFn-Uob_CcLS0QXLqoH4Bw&ved=0CDEQ6AEwAA#v=onepage&q=Employee%20Relations%20(CIPD%20revision%20guide&f=false
可在-http://books.google.ae/books?id=qmbQWLGGVTgC&printsec=frontcover&dq=Employee+关系+（CIPD+修订版+guide&hl=en&sa=X&ei=nFin-Uob_CcLS0QXLqoH4Bw&ved=0CDEQ6AEwAA#v=一页&q=员工%20关系%20（CIPD%20修订版%20guide&f=false
Price. A (2007). Human Resource Management 3rd ed. UK: Thomson Learning (ebook)
价格A（2007）。人力资源管理第三版英国：汤姆森学习（电子书）
Available at -可在-
P.N. Singh & Neeraj Kumar(2011). Employee Relation Management. India: Dorling Kindersley, licences of Pearson Education South Asia (ebook)
P.N.Singh和Neeraj Kumar（2011）。员工关系管理。印度：Dorling Kindersley，培生教育南亚有限公司许可证（电子书）
Available at- http://books.google.ae/books?id=uP3m2X3OJR8C&printsec=frontcover&dq=employee+relation+management&hl=en&sa=X&ei=VVX-UsKIAoHO0AXohoGQBQ&ved=0CDEQ6AEwAA#v=onepage&q=employee%20relation%20management&f=false
可在-http://books.google.ae/books?id=uP3m2X3OJR8C&printsec=frontcover&dq=employee+关系+管理&hl=en&sa=X&ei=VVX-UsKIAoHO0AXohoGQBQ&ved=0CDEQ6AEwAA#v=一页&q=员工%20关系%20管理&f=false
Accessed on 14th Feb 2014
访问日期：2014年2月14日
Task 2 任务
Definition of Trade Union 工会的定义
Karen Borrington and Peter Stimpson (2006). Business Studies 3rd ed. London: Hodder Murray
Karen Borrington和Peter Stimpson（2006）。《商业研究》第三版，伦敦：霍德·默里
1906 Trades Disputes Act which removed trade union liability for damage by strike action.’’ Simkin, 2013
1906年《贸易纠纷法》免除了工会对罢工造成的损害的责任Simkin，2013
©JohnSimkin, September 1997 – June 2013
©JohnSimkin，1997年9月-2013年6月
Accesssed on Feb 16th
2月16日访问Dave Lyddon, Centre for Industrial Relations
Dave Lyddon，劳资关系中心
© London Metropolitan University
©伦敦都市大学
Accesed on feb 17th
2月17日强调
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