Research Paper寫作格式：Employee Relations Assignment
Research Paper寫作格式-員工關系分配。本文是一篇本站留學生代寫服務提供的research paper寫作格式范文，主要內容是講述員工關系涉及在許多不同的情況下獲得人們對實現組織業務目標的承諾，員工關系是指員工和雇主之間與工作相關的良好關系，這將有助于提高組織的生產力和員工的激勵水平。員工關系旨在消除員工無法自行解決的與工作相關的問題。下面就一起來看一下這篇research paper代寫范例的具體內容。
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Task 1 任務
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:
員工關系涉及在許多不同的情況下獲得人們對實現組織業務目標的承諾。其中包括：
Public, private and not for profit organisations (the so called voluntary sector)
公共、私營和非營利組織（所謂的志愿部門）
Unionised and non-unionised organisations
統一和非統一組織
Primary, manufacturing and service- sector Organisations
初級、制造業和服務業組織
Large organisations (including multinational companies) and small and medium-sized enterprises (SMEs)
大型組織（包括跨國公司）和中小企業（SME）
It is all about ensuring that the organizational change is accepted. (Gennard & Hayward 2005)
這一切都是為了確保組織變革被接受。（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.
員工關系是指員工和雇主之間與工作相關的良好關系，這將有助于提高組織的生產力和員工的激勵水平。員工關系旨在消除員工無法自行解決的與工作相關的問題。
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)
統一主義-一種管理主義立場，認為組織中的每個人都是有共同目標的團隊成員。統一主義觀點隱含在美國的人力資源管理模式中。它體現了人力資源管理的一個核心問題，即一個組織的員工，無論是經理還是下級員工，都應該共享相同的目標，和諧地合作。從這個角度來看，相互沖突的目標被視為消極和功能失調。（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.
團結主義——這意味著公司的管理者試圖通過向員工提出目標來激勵員工，并期望他們遵守所有的命令，與共同目標合作，例如為他們生產的每一件產品提供激勵，并認可他們為企業所做的工作。
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——它是一個以上統治原則的存在。多元的勞資關系方法承認沖突是不可避免的，但可以通過各種制度安排加以控制。工作組織是社會的縮影。（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——這是指組織中的員工選舉他們的團隊領導者，并被期望自由做出自己的決策。管理者和員工有兩種不同的觀點，這會導致組織中的沖突。
Task 2 任務
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)
工會-員工通常有許多共同的利益，例如提高工資、擁有一個愉快的工作環境、受到雇主的公平對待、接受適當的培訓、在安全的環境中工作。組建工會是幫助員工在就業的這些不同方面實現改善的一種方式——工會是一種壓力團體。（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.
工會是一組工人，他們聯合在一起，以確保他們的工人利益不會因為組織而受到損害，他們幫助改善其成員的工作環境和條件。
The different types of trade unions are 不同類型的工會是
General Union- This union is for semi-skilled and unskilled workers from various occupations in different industries. For example- Drivers, Cleaners etc
總工會-這個工會是為來自不同行業的各種職業的半熟練和非熟練工人服務的。例如，駕駛員、清潔工等
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.
工業聯盟-這個聯盟代表來自同一行業的所有不同的工人。例如：全國礦工聯合會（N.U.M）代表不同階段的所有工人。
Craft Union- They represent skilled workers from same or different work industries and this union is comparatively small and limited in number.
工藝工會-他們代表來自相同或不同行業的技術工人，這個工會相對較小，數量有限。
White-Collar Unions- They represent professional skilled workers from different industries. Example: Teachers, Scientist, Office Workers
白領工會-他們代表不同行業的專業技術工人。例如：教師、科學家、上班族
History Of Trade Unions 工會歷史
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.
與1979年相比，英國的制度發生了巨大變化，干預了勞動力市場制定的立法，以與企業家合作并保持健康的競爭。1979年至1997年間，新工黨政府進行了這些法規改革，2010年仍在實施。
‘’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，一家名為塔夫河谷鐵路公司的公司起訴鐵路公務員聯合會，要求賠償罷工期間的損失。由于這起案件，工會被罰款23000英鎊。在此之前，人們一直認為工會不能因其成員的行為而被起訴。這項法院裁決使工會每次卷入勞資糾紛時都會被起訴。1906年大選后，自由黨政府通過了《1906年貿易爭端法》，該法案免除了工會對罷工造成的損害的責任。”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.
由于這一《貿易爭端法》，自愿制度開始實施，并得到雇主和工會的承認和批準，這意味著由于工會豁免立法，政府不能直接干預處理勞資關系沖突。
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，為了改善經濟狀況，政府從20世紀70年代開始進行勞資關系改革，以扭轉經濟衰退，其中大部分改革是由撒切爾政府在1979年至1990年進行的，這進一步導致了政府從唯意志主義向新自由主義的轉變。
The broad shifts in economic policy 經濟政策的廣泛轉變
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年期間，政府收入集中分配，為所有人創造了就業機會
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年期間，政府致力于控制通貨膨脹，并專注于使勞動力市場更加靈活
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.
從1997年到現在，政府仍在繼續監測和控制經濟中的通貨膨脹，并從全球危機中恢復過來，減少赤字。
Broad shifts in government’s public sector policy
政府公共部門政策的廣泛轉變
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.
在新自由主義形式上臺的撒切爾政府的選舉中，公共部門政策發生了微小的轉變，從而限制了公共支出及其規模。
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年期間，公共部門發生了特權化，其規模從30%減少到22%，導致英國人幾乎雇傭了其總人口的四分之一。1997-2010年，各國政府對1979年至1997年早些時候出臺的勞資關系法進行了一些修改，但沒有完全改變，他們在1999年宣布了最低工資要求。
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.
眾所周知，英國是工會主義歷史最悠久的國家，也是第一個工業化國家。19世紀，熟練的工藝工人成立了第一個工會，后來所有其他不同階層的工人都成立了自己的工會，如半熟練工人、非熟練工人和女性體力工人。這些用途從19世紀末開始以不同的形式出現。
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-
第二次世界大戰期間，白領工人在公共部門工作，但1960年后，私營部門的白領工人也加入了工會。第二次世界大戰后的英國聯邦-
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，政府凍結了工資，試圖減少國際收支赤字，工會大會也同意了，盡管他們知道會有強烈的反對，因為戰爭導致工會的社區成員增加，1948年至1968年間，工會會員從930萬增加到1020萬，這可能是因為英國工會聯合會支持政府的工資凍結決定。
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世紀60年代末，工會成員開始增加，非工會成員對他們的權力印象深刻，這些權力改善了他們成員的工作環境和工資，導致20世紀70年代工會成員總數增加了1260萬。
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.
隨著其會員在20世紀70年代達到1260萬的峰值，會員減少了500萬，導致1979年只有760萬會員，正是因為保守黨政府制定的規則遭到了工會的反對，他們制定了政策和立法，禁止礦工行業在1972年和1974年成功使用的二次糾察等戰術。
‘’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)
保守黨將工會從許多基于“三方主義”（早期形式的“社會伙伴關系”）的機構中解放出來。最重要的是各種工業培訓委員會，這些委員會普遍被廢除。最具象征意義的舉措是國家經濟發展委員會的降級并最終終止（1992年），自1962年以來，英國工會聯合會的六位領導人每月都會與主要雇主和政府部長會面。英國工會聯合會也失去了提名工會成員進入公共機構（如就業法庭）的壟斷地位。”（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.
隨著工會會員人數的減少，罷工次數也有所減少，從總共3906次罷工減少了1100萬個工作日，減少到116次罷工，只減少了15700個工作日。
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，政府沒有改變其立法實踐，并通過鼓勵私營部門參與公共部門來延續這一趨勢。
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個工會中只有193個，由于2008-2009年的經濟衰退，2008年至2011年間，英國員工的會員人數下降了7%，這一比例并不高，因為員工希望在經濟衰退期間保護自己的利益。2011年，包括男性和女性在內的工會成員總人數約為6396人，2012年為6455人，這表明工會在一定程度上仍然有權按照政府和工會的所有規則和條例為其成員的福利提供保障同意。
Task 3 任務
The three main players in Employee Relations 員工關系中的三個主要參與者
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.
政府的義務是維持價格波動和國際收支盈余。他們監督組織活動，為其通過法律并發布政策，以保護一個國家的工人和消費者的權利，并保持經濟活動的總體平衡，為該國公民創造更多的就業機會。
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.
他們在員工關系中發揮著重要作用，他們是被雇主雇傭的人，并以工資的形式支付給他們的任務和職責，如果他們覺得自己的利益沒有得到保護，或者他們的要求沒有得到滿足，他們就會求助于工會，工會會給組織中的雇主帶來壓力。工會是一組工人，他們聯合起來確保他們的工人利益不因組織而受到損害，他們通過集體談判和其他不同的方法幫助改善其成員的工作環境和條件，以保護組織中雇用的工人的權利。
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.
雇主是指在一個組織中雇傭工人，向他們支付工資或薪金，并將職責和責任委托給他們的人。他希望工人們聽從他的命令，做出組織中所有重要的決定。雇主對工人有更大的權力和權威，然而，如果工人是工會成員，那么可能會發生某些爭議。雇主的目標是以盈利的方式發展和建立組織，如果工人經常要求高工資，這可能會導致沖突。如果他們覺得自己沒有得到公平對待，在工作中感到不安全，那么可能會產生某些后果，損害企業利益，例如生產不佳、缺勤和罷工。
Reference List 參考文獻列表
Task 1 任務
John Gennard and Geoffery Hayward (2005). Employee Relations (CIPD revision guide), London: Chartered Institute of Personnel and Development (ebook)
約翰·根納德和杰弗里·海沃德（2005）。員工關系（CIPD修訂指南），倫敦：英國特許人事與發展協會（電子書）
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+關系+（CIPD+修訂版+guide&hl=en&sa=X&ei=nFin-Uob_CcLS0QXLqoH4Bw&ved=0CDEQ6AEwAA#v=一頁&q=員工%20關系%20（CIPD%20修訂版%20guide&f=false
Price. A (2007). Human Resource Management 3rd ed. UK: Thomson Learning (ebook)
價格A（2007）。人力資源管理第三版英國：湯姆森學習（電子書）
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）。員工關系管理。印度：Dorling Kindersley，培生教育南亞有限公司許可證（電子書）
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+關系+管理&hl=en&sa=X&ei=VVX-UsKIAoHO0AXohoGQBQ&ved=0CDEQ6AEwAA#v=一頁&q=員工%20關系%20管理&f=false
Accessed on 14th Feb 2014
訪問日期：2014年2月14日
Task 2 任務
Definition of Trade Union 工會的定義
Karen Borrington and Peter Stimpson (2006). Business Studies 3rd ed. London: Hodder Murray
Karen Borrington和Peter Stimpson（2006）。《商業研究》第三版，倫敦：霍德·默里
1906 Trades Disputes Act which removed trade union liability for damage by strike action.’’ Simkin, 2013
1906年《貿易糾紛法》免除了工會對罷工造成的損害的責任Simkin，2013
?JohnSimkin, September 1997 – June 2013
?JohnSimkin，1997年9月-2013年6月
Accesssed on Feb 16th
2月16日訪問Dave Lyddon, Centre for Industrial Relations
Dave Lyddon，勞資關系中心
? London Metropolitan University
?倫敦都市大學
Accesed on feb 17th
2月17日強調
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