論文代寫:傳統的集體談判

論文代寫:傳統的集體談判
傳統的集體談判包括僱員工會和雇主代表的談判,他們的談判團隊多次開會討論工資、工作時間以及工人工作的條件。例如,工會可能會提議工人工資增加8%,而雇主只會增加4%,談判將繼續下去,直到雙方達成最終協議。相比之下,基於利益的討價還價涉及到雙方的利益和目的,涉及到所有的影響因素。這是一種雙贏的局面,傳統的討價還價是一種敵對的過程,與個人利益的實現有關,而不考慮對其他實體的影響。勞資衝突表明兩個實體之間的利益衝突或利益衝突,即僱員和雇主之間的利益衝突。他們可以是各種類型的,其中之一就是罷工。當雇主和僱員就某一問題發生衝突時,工人們會進行罷工,要求接受他們的提議或協商,直到罷工繼續(Rasmussen, 2004)。

論文代寫:傳統的集體談判

另一種形式是,如果僱員不接受問題或解決方案,而雇主在達成某種協議前將工廠關閉,那麼雇主就會關閉工廠。壟斷工廠的管理是另一種形式,工人要求他們的權利或主張,並威脅損害管理。如果工人或管理層的某些權利得不到維護和遵守,就會出現利益糾紛。根據馬克思主義者的說法,雇主可以在沒有員工的情況下維持一段較長的時間,而不需要工作。馬克思主義者認為,勞資衝突的產生的主要原因是勞資雙方利益和個人動機的差異。很明顯,想要降低成本的雇主很可能會減少員工的薪酬,而想從雇主那裡獲得更多薪酬的員工則不會這麼做。

論文代寫:傳統的集體談判

Traditional collective bargaining involves the negotiations of an employee union and the employer represented by their negotiating teams who meet multiple times to discuss wages, number of hours worked for, and the conditions under which the workers will work. For example, a union may propose an 8% increment in the worker wages, whereas the employer offers about 4% increment, and the negotiations continues until a final agreement is reached by both. In contrast, interest based bargaining involves the consideration of the interest and purpose both parties pertaining to all factors of influence. This is a win-win situation model and the traditional bargaining is more of an adversarial process and linked with the fulfilment of personal interest irrespective of the impact on the other entity. Industrial conflicts indicate the disagreement or conflict of interest between two entities, namely, the employees and the employer. They can be of various types, one of which is strike. When there is a conflict between the employer and the employee regarding an issue, the workers go on strike and demand the acceptance of their proposition or negotiation until the strike continues (Rasmussen, 2004).

論文代寫:傳統的集體談判
Another form is the lock-out used by the employer in case the employees do not accept an issue or a resolution and the employer keeping the factory shut until there is some agreement. Cornering the management of the factory is another form where the workers demand their rights or propositions, and threaten to hurt the management. There can be interest disputes over an issue, rights issues where some rights of the worker or management is not upheld and followed. According to Marxists, the employer can sustain without employees for a longer period than the employees can stay without work. The Marxists view the disparity of interest and personal motive between the employer and the employee as the primary reason for the rise of industrial conflicts. It is evident that the employers who want to reduce their costs will most likely pay less to employees and the employees who want to seek more pay from the employers fail to do so.

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