Awaiting product image
Click to enlarge

(Solution) New 5HR01 (AC1.2) Compare forms of union and non-union employee representation

New User Gifts

First Order Deal get Ksh 200 Off.

KaribuCustomer

Payment Methods:

Description

Solution

(AC1.2) Compare forms of union and non-union employee representation.

Short references should be added into your narrative below. Please remember to only list your long references in the reference box provided at the end of this section. 

Word count:  Approximately 400 words
Across the UK workforce unions and non-union methods both enable employees to represent themselves at work. Trade unions take an official position to speak for workers when they discuss employee rights to negotiate working agreements and fight for enhanced job environments. Through staff councils and employee forums employees can express worries without joining a trade union organisation (ACAS, 2021). This table shows how union and non-union representation works side by side.

Aspect Union Representation (Trade Union) Non-Union Representation (Staff Council)
Definition A trade union is an independent organisation that represents employees in negotiations with employers, focusing on improving wages, working conditions, and securing employment rights through collective bargaining (CIPD, 2023). A staff council is an internal, non-union body formed within an organisation that represents employees in discussions with management. It focuses on fostering dialogue around workplace issues, including improving working conditions and employee engagement (ACAS, 2021).
Membership Employees voluntarily join a union, usually by paying membership fees. The union then represents the collective interests of its members in negotiations with employers and offers support during disputes (CIPD, 2023). All employees within an organisation can be represented, regardless of union membership. Participation in staff councils is typically voluntary, and members do not need to pay fees to be involved in discussions (ACAS, 2021).
Legal Standing Recognised trade unions have legal rights to negotiate on behalf of employees and engage in collective bargaining (CIPD, 2023). Staff councils are not legally mandated but function as an advisory body to management. Their influence depends on organisational policies.
Main Functions Trade unions focus on collective bargaining to improve wages, terms of employment, and working conditions. They also protect employee rights, resolve disputes, and may represent workers in legal matters (CIPD, 2023). Staff councils act as a communication bridge between employees and management. They bring employee concerns to management’s attention, make recommendations for improvements, and promote workplace well-being, but they do not have the authority to make decisions (ACAS, 2021).
Employer Relationship Often operates independently from employers and can take industrial action (e.g. strikes) if negotiations fail. Works collaboratively with management to resolve issues without industrial action, focusing on discussion and agreement. (ACAS, 2021).
Similarities Both trade unions and staff councils provide a voice for employees, aiming to improve working conditions and secure fair treatment. They seek to ensure that employee concerns are considered in decision-making processes, promoting a positive work environment. Both structures also seek to increase employee engagement by fostering communication between workers and management, ensuring that employees have input into decisions that affect their working life.
Differences Trade unions have legal authority and formal power to negotiate binding agreements on behalf of their members. They can also call for industrial action, such as strikes, to influence decisions. In contrast, staff councils have no legal power to negotiate binding agreements or enforce decisions. They depend on voluntary participation and primarily function as advisory bodies without any formal authority to change workplace policies.

 

 

Please click the following icon to access this assessment in full

Related Papers

-50%
Placeholder

(Solution) New CIPD Level 5 Assessment ID / CIPD_5CO03_24_01 5CO03 Professional behaviours and valuing people

Original price was: £ 20.00.Current price is: £ 10.00.
Add to cart
Solution Briefing paper Questions   (AC1.1) Appraise what it means to be a people professional. Short references should be added into
-50%
Placeholder

(Solution) New ICS Learn 5HR03- Reward for Performance and Contribution

Original price was: £ 20.00.Current price is: £ 10.00.
Add to cart
Solution 5HR03- Reward for Performance and Contribution   Table of Contents Report. 2 1.1 Principles of Reward and Importance. 2
-80%
Placeholder

(Solution) CIPS New PDV- Driving Value Through Procurement and Supply; Managing Expenditures with Suppliers

Original price was: £ 50.00.Current price is: £ 10.00.
Add to cart
  •  Based on the above discussion, this paper has demonstrated that procurement and supply functions in an organisation are critical in reducing costs, ensuring cost-effectiveness and value for money.
  • The procurement department at RCU is key to preventing adverse effects resulting from the adoption of new technology within the industry.
  • Each organization has its set of rules and blueprints that determine the procurement and supply activities. These rules are beneficial to the organization in several ways, which include improving financial stability, lowering business risk, increasing employee performance, and creating better supplier relationships.
  • Investors’ involvement in the procurement and supply process is critical since it facilitates business transformation.
  • Effective procurement and supply management is important to organizations because it is central to the success of organization. The procurement department at RCU focused on the purchase of IT software as the area of spend.
-75%
Placeholder

(Solution) New CIPS APPR Advanced Level 6 Final Assessment

Original price was: £ 40.00.Current price is: £ 10.00.
Add to cart
  • In conclusion, the findings in this report indicate that Woolworths is currently using Ariba and SAP systems. This study covers the annual spend of Woolworths, the portfolio of Woolworths, their Category and Risk Management.
  • Based on the study, Woolworths have to reduce their annual costs, and this may be supported by automation of as many processes as possible and this will also improve their efficiency and effectiveness levels.
  • Woolworths also has made significant efforts in categorising its products and managing supply and other risks by having a wide pool of suppliers.
  • Further, the introduction of online shopping has greatly boosted their market reach and their competitiveness.
  • Woolworths also has to consider grouping all its purchases into categories. This will greatly ease the amounts spent on buying individual items since bulk purchases allow for great discounts due to the economies of scale.
  • Further, category management will ensure that the entire supply chain is managed effectively and efficiently with minimal instances of supply chain disruptions.
  • Woolworths also must prioritise its stakeholders and acknowledge the role that each stakeholder plays and how this contributes significantly to the overall growth of the firm.
  • Stakeholders have to be informed and involved when major decisions are to be made as this will enrich the strategies, contributions and suggestions brought forward.
  • Stakeholder analysis is also key to maintain the stakeholder relations which improves not only the reputation of Woolworths but also the market share of Woolworths. This gives them a niche in their market.
-67%
Placeholder

(Solution) 5CO03 people professional is evolving and the implications this has for continuing professional development

Original price was: £ 30.00.Current price is: £ 10.00.
Add to cart
Solution Explore how the role of a people professional is evolving and the implications this has for continuing professional development.
-80%
Placeholder

(Solution) CIPD Level 5 ICS Learn Equality, diversity and inclusion (5OS05)

Original price was: £ 50.00.Current price is: £ 10.00.
Add to cart
Solution SECTION 1 1.1 Assessment of the Value of Equality, Diversity, and Inclusion in Organisations      Equality Equality allows all employees,