Abstract
This paper evaluates the implication of trade (TU) union recognition within the Insignia Hotel group. It examines the route that can be taken to TU recognition, including its advantages and disadvantages. It analyzes the hotel and catering sector and discusses why union decline has been a large characteristics of the industry - focusing on employee relations. It also looks at the impact that TU's could have on the HRCT sector and proposes some alternative approaches to employee relations.

From the Paper
"The Hotel and Catering sector represents a changing part of the service sector, accounting for 70% of employment in the UK (Euromonitor, 2002). Low pay has always been a well-documented characteristic of the industry, not to mention the unsociable hours and high demands of the job. Trade unions (or rather lack of them) have been an issue of considerable interest to industry experts. To date the HRCT remains poorly organized regardless of the degree to which employees and employers have been supportive towards Trade Union recognition. Consequently in the absence of recognized trade unions decisions about pay for example are traditionally taken at establishment level."

Tags:catering, employee, hotel, industry, recognition, relations, trade, union

Abstract
This paper aims to critically analyze the actions of the government in response to the Fire Brigades Union's decision to take industrial action in 2002-2003 and considers the wider implications and consequences for future government-trade union relations and conflict resolution. It looks at how the dispute began as a pay claim by the Fire Brigades Union (FBU) in April 2002 and was complicated by the government's modernization policy in the public sector and aims to uncover the impact of the conflict, at an organizational level and assess the implications in the wider industrial relations environment for other public sector workers and trade unions.
Outline
Abstract
Chapter 1 Introduction
Chapter 2 Literature Review
The Contemporary Context of the 2002-2003 Fire Dispute
Chapter 3 Methodology
Research Design and Methodology
Chapter 4 Discussion and Findings
Conclusion

From the Paper
"The election victory in 1997 of a newly revitalized and rebranded "New"Labour Party, initially promised much to trade union leaders, who had hoped for a close, mutual relationship reminiscent of the past. Committing to the previous government's expenditure plans, its manifesto (Labour Party, 1997) clearly spelled out few positive messages for trade unions who hoped that collectivist beliefs would form the cornerstone of Labour policy. However, in its business manifesto "New Opportunities for Business", it was revealed that Labour would not bring about a "blanket repeal of the main elements" on ballots, picketing, and industrial action - of the 1980s employment and industrial relations legislation" (Rose, 2001:233), stressing a greater emphasis on partnership agreements."

Tags:blair, cobra, gilchrist, industrial, prescott, trade, unionism

Abstract
The paper discusses the rights of employers' to monitor employees at work by intercepting emails and phone calls. It further considers the problems associated with such monitoring.

Outline
Introduction
Monitoring - Species of What?
Monitoring - Why?
Surveillance of Email and Internet
Telecommunications and CCTV Monitoring
Data Protection
Employee Surveillance and ECHR and Human Rights Act Defamation
Employee Monitoring - Private Rights and Public Policy
Conclusion

From the Paper
"Over the last few years, software packages have made electronic performance monitoring possible ; employers are able to use more sophisticated techniques to monitor their subordinate employees. Commonly used is the "telephone tap". Numerous recorded messages inform us that our calls may be "monitored and or recorded". Often to safeguard employees and also to protect the employers own interests as well as clients' but also for training purposes. However, many employers have ulterior motives behind their ability to monitor and record calls."

Tags:privacy, calls, email, phone, data, trade, unions

Abstract
The paper discusses the right of the employer to employ whomever he or she wishes with an analysis of the history of the freedom to contract from the leading case Allen vs. Flood and Taylor. The paper considers the implications of the employer exercising his or her right and the issue of discrimination.

Outline
Introduction
Development
Challenges Facing Employers
Conclusion

From the Paper
"The general rule within the common law system is that the employer is free to offer employment to whomsoever he chooses . This inherent principle, it has been argued, should not be interfered with by the whim of popular legislation in order for the government of the time to succeed within election campaign times . The challenge faced by governments and the Courts is to create an equal balance between protecting the rights of employees from exploitation and discrimination and allowing corporations to be managed as productively and independently as possible within a highly competitive market place."

Tags:discrimination, allen, flood, legislation, labour

Abstract
In this article, the writer discusses and considers the ever-current topic of stress. The writer looks at the effects of stress on certain aspects of the workplace and how complimentary therapies could be used, and are being considered as an effective method for treatment and prevention. The writer notes that the costs of stress, in terms of money and health in the UK and companies in general, is extremely high. The writer also points out how small steps towards combating stress using alternative therapies can be very effective. In comparison, the relatively small cost of alternative therapy treatments versus the huge cost of long term sickness, lost work days, prescription costs and general drainage on NHS resources makes prevention of stress, using alternative therapies, a worthwhile investment. The writer concludes that many more companies should be encouraged to make the most of effective stress prevention using alternative therapies as a means of caring for their workforce and helping the UK towards being a low-stress environment in which to work.

Outline:
Early Ideas of Stress
Stress and the Individual
Work Related Stress
Conclusion

From the Paper
"Kasl's theory also suggests that psychological strain results from the joint effect of the demands of a work situation and the range of decision-making discretions available to the worker facing those demands. This theory is also supported by Wallace et al in the finding that people working in high demand but low control positions report the highest frequency of stress symptoms and have the highest level of stress related illnesses. In support of this is a study reported by European Foundations for the Improvement of Living and Working Conditions found, from a sample of 1600 Swedish men, 20% of them were experiencing heart disease symptoms, of these men all reported psychologically demanding jobs with a low degree of decision making latitude. By contrast, workers who reported low psychological demands and high levels of skill discretion had no symptoms of heart disease."

Tags:stressful, motivation, productivity, environment

Abstract
This paper investigates the way different forces have affected peoples working lives and attempts to identify some of the key changes in employee experiences of work in the contemporary workplace. The author presents one change at a time, discussing it in more depth and looking at the various factors causing and/or affecting it. In addition, the author discusses matters such as job security, employee skills, job autonomy and workplace stress.

Outline:
Job Insecurity
Skill Requirement
Work Intensification, Stress and Job Satisfaction
Conclusion

From the Paper
"According to Elliot and Atkinson (1998) we now live in an 'age of insecurity' (cited in Doogan, 2001). This can be partly attributed to fear of becoming redundant, as redundancy, (the collective dismissal of employees), has become a popular means of instituting efficiency savings through labour cost cuts in a need for organizations to become more competitive. Williams and Smith (2006) state that 'losing one's job, or the threat of losing one's job, is perhaps the most unsettling of experiences for workers in contemporary employment relations' (p. 250).
"Moreover, the rise in perceptions of job insecurity is also linked to the growth of non-standard employment patterns, for example, temporary contract workers. Such patterns have been introduced in order to increase organizational flexibility and make the workforce more disposable (Williams and Smith, 2006). It is, therefore, not surprising that workers feel more vulnerable and insecure."

Tags:economic, operate, redundancy, organizations

Abstract
In this article the writer discusses the theory that there is a correlation between people management and business performance. The writer first reviews the three theoretical human resource management (HRM) models (universalistic, configurational and contingent) and the three types of HRM control systems (behavioural, output and input). The writer then presents summarized data for some of the major studies analyzing the HRM - P link along with their main findings and discusses the limitations of the 'scientific' approach used to measure the HRM - P relationship. Finally, the writer concludes and suggests ways in order to re-think the relation between HRM and performance more realistically. Further, the writer briefly reviews the three theoretical models in order to demonstrate that they assume, unquestionably, the existence of a positive HRM - P link.

Outline:
Introduction
Theoretical Models
HRM Control Systems
Studies on the HRM - P link
Scientism and Its Limitations
Conclusion

From the Paper
"The HRM theoretical models and control methods mentioned earlier in this essay, although differentiated by some variations, all adopt the same 'scientific' approach; that is, various metrics and measurements are used in order to quantify HR practices and business performance and, then, statistical techniques are used on these data to test hypotheses, usually resulting in the conclusion that certain HR practices can affect organizational performance. Although the surveys appear persuasive and attractive, they have not managed to avoid criticism. At this point, it is important to outline and expand on the limitations of this scientific approach as well as the implications of the studies carried out that examine the link between HRM and business performance."
"First of all, an empirical association between HRM and organizational performance does not explain the cause of this association. Even if there is a decrease in performance following a cut back in the level of HR activities, this does not constitute an explanation for the result."

Tags:employment, relations, contingency, theoretical

Abstract
This paper looks at how the history of strike action stretches beyond the First World War, often linked to economic fluxes and changing conditions. It examines U.K.strike patterns and policies throughout the twentieth century and provides an analysis of the firefighter strikes which took place in the latter half of 2002. It analyzes the current Government's relationship to this issue and how the various "independent bodies" are to seeking to resolve this issue. It also shows how the firefighter issues are particularly apt at present (2003) as the postal strikes continue.

From the Paper
"In 1977, the Fire Brigades Unions (FBU)1 had never taken strike action; their leaders were right wing (conservative) and at that time opposed to strike over pay2. Labor was elected in 1974 on the back of the National Miners Strike, first led by Harold Wilson and then by James Callaghan. During 1977 the firefighters had no support from any left or right wing officials on the TUC general council and consequently the odds were stacked against them. However there also was an overwhelming vote for strike action. As a result of proletarian support for the strike there was a tidal wave of collections across the country in defense of the firefighters campaign. The right wing officials of the FBU and the TUC soon secured a return to work for the firefighters."

Tags:action, conservative, industrial, picketing, tuc, miners

Abstract
This paper examines how the French trade union movement has shared many of the problems that have dented the power of trade unions across Western Europe and how it has faced many additional difficulties which are distinct to France. It looks at how French trade unions are often capable of exerting great political influence and how in particular, they wield a surprisingly great influence concerning issues related to the Welfare State and public sector.

From the Paper
"As mentioned, it would be prudent to begin addressing this question by examining the notion of the "limited support" for French trade unions. In the past three decades, trade unions across Europe have begun to see their support (primarily in terms of number of members and their level of commitment, and backing from companies and political parties) dwindle as a result of a number of factors, which French trade unions have been similarly affected by. Trade unions have found their economic bargaining positions increasingly weakened as a result of globalisation, whereby unskilled Western European labour competes with cheaper labour from developing countries, and because of the fact that very nearly all workers have now experienced unemployment at some time and are increasingly wary of the threat that it poses."

Tags:communism, front, gaullists, national, rdr, welfare

Abstract
This essay provides a critical analysis of the contemporary operation of the employment tribunal system with particular emphasis on its key failings as a forum for resolving individual employment disputes. A number of recent legislative reforms, and the impact that they have had on resolving the faults of the system, are also discussed.

Outline:
Abstract
The Cost of Tribunals
Too Many Applicants
Increased Legal Regulation
Encouragement of Unmeritious Claims
Reforms to the system
Conclusion

From the Paper
"Employment Tribunals were originally established for the sole purpose of hearing appeals concerning 'industrial training levies' under the Industrial Training Act 1964 . Since then, their jurisdiction has been gradually, yet substantially, increased and enhanced through a variety of legislative measures , legal judgments and the adoption of various EU policies ; leading to a total jurisdiction which now covers over eighty types of complaint."

Tags:worker, employee, litigation, dispute, union