Assignment Sample on P31793 Managing Employment Relations in a Global Context
Introduction
The purpose of this assignment is to critically discuss the employment relations management in context to selected country. However, this assignment will discuss about the employment relations issues of USA. The reason behind to select US due it has been country which deals with diversified cultural people so it become important to develop understanding what kind of issues occurred in the management of employment relations (Donaghey et al., 2014). Post-pandemic or US political leaders also made several changes for the immigrants which also held responsible in the increasing issue within the employer and employees. Thus, it become must to make critically discuss of the issues or analyse the implications for managing employment relations in USA.
The paper begins with the demonstration of concept of employment relations followed by understand the employment relation issues in USA. It also includes critically analyse of USA employment laws to deal with issues so that it can be figure out whether US current employment laws supports the workforce interest (Duggan et al., 2020). This analysis report will give overview to reader about the employment relations in USA and it will help them to make their future decisions. It became also important to select USA as it is one popular country for job employment as diverse cultural people want to do job in US and settle there. In that case, this paper will help them to analyse current situation of employment relations in order to take-up their next move in right manner. This study extensively focusses on the immigrants of US from different cultural specifically black people who are not widely accepted by Americans in US MNCs. The current issue of black life matter is the appropriate one to reflect the employer or employee relationship in MNCs.
Main Body
Concept of Employment relation
The term employment relation can be explained as a relationship shared among the employees in workplace. The employees must be feeling comfortable with each other for the productive workplace culture (Godard, 2014). The prime duty of superiors and team leaders support to encourage healthy environment or discourage the conflicts among the employees.
In other words, the employee relations can be understood as an organisation effort to manage relationships between employers and employees. The effective organization is developed based on good employee relations program which provide fair and consistent treatment to all employees so that they will determinant towards their jobs and loyal to the company.
The combination of definition describes that employee must share good rapport with each other t realizes the goal of the organization (Kersley et al., 2013). They should complement each other and work together as a single unit. For the employees, the organization must come first and all their personal interest should be considered later. But, with the changing people behaviour, the work atmosphere is counted in today’s time is that where employees get equal participation or provide them personal development growth opportunities as well. Then this makes the employees feel to contribute their best to team or organization (Lakhani et al., 2013). Therefore, the changing people behaviours become a cause behind the transformation in the employment relation strategies.
The current employment trends indicated that people turnover rate has been increased due to low growth opportunities, improper compensation or poor conflict managements etc. It clearly indicates that employee’s loyalty become tedious task to hold especially in this competitive business environment. It became important to understand such issues or revise the employment relation policy for the betterment of organizations or country. The poor employment relation could affect the immigrants at international level (McDonald and Thompson, 2016). Post-globalisation, the students or workforces become a major asset to any international business to operate its functions on proper manner. The management of employment relations indicates the firm sustainability for long-run. Otherwise, the firm with high conflicts or demotivated people could lose their value or even market share which could become a reason for firm early liquidation.
Overview of USA employment relations issues
In regards to employment relations in US, there are various issues are happening since country consist of diversified cultural people. US consist of highest immigrants in comparison to other countries. This becomes a major reason behind the problems related to conflict presences in MNCs to some extent. The hiring of foreign countries people extremely affect the localities in terms to lose their jobs or even feel under-developed in their own country (Lakhani et al., 2013). However, there are many different origin companies also take the benefit through enter into American nation with their own set of employees or prefer to hire the qualified ones. This process is being followed by several years. It become a major reason why, US local people and foreign country immigrants never coordinate well in US. The presences of arguments, racial discrimination problems exist in the organizations of US (Hodder and Martinez Lucio, 2021).
Labour issues are something which also become an important one to discuss as US unemployment rate rose slightly to 6.1% with the realistic unemployment rate. It happened because of decline in labour force participation which results into falling to 7.6% as more people entered the labour market (Bach and Bordogna, 2016). The reason behind of low participation is the unfair pay of extra-working hours or highly discrimination exist based on racial due to which black people are always under-paid. This also resulted into occurrences of black people strikes for unfair-treatment with them (Boxall, 2014). This situation creates a tough time for US economy to motivate the participation of black people in the employment rate.
The work of law enforcement is vital to public safety, people rely on the police or political leaders to protect them. However, the situation from last 5 years not show right or faithful treatment with the black people which clearly shows the highly enforcement of strict policies to give equal rights to every residing people in US (Godard, 2014). Due to increase in migration of different cultured people. It’s also true that black people are the ones that also get moved into US for employment opportunities. In today’s scenario, racial discrimination issue exist as white people employers does not prefer to work with black colour people’s or if any-how get hired then they get unfair treatment in terms to abusing them, biased compensation etc (Bleich et al., 2019). These kinds of problems are currently in headlines when it comes to identify the issues related to employment relations in US.
In the views of Hannah-Jones (2019), it’s also learned that US based MNCs such as Amazon consist of different culture people who worked in their units and the majority of ones are those who migrated from different parts of globe such as India, UK or black people from Africa. In that case, it become difficult for amazon to bring unity among the diversified cultural people especially between black or white people in organizations.
Since after pandemic hit the globe, HR issues also get enhances in managing diversified cultural workforces in single roof especially in the country like US where large number of immigrants exist. Likewise, the organizations ensure the timely conduct of training sessions for them so that diverse cultural people could understand the work ethics or support organizations in a proper manner. But, the absences of people movements have creation an issue for the HR in terms to bring proper coordination between the employees as this situation also become critical to encourage the conflicts due to communication gap (Hacker et al., 2013). There are many people who sometime miscommunicate something which does not contribute in achieving right results. It also become a reason behind poor employee’s relations in the time of pandemic. It can be stated that pandemic has created worsen situation for diversified cultural working countries to manage them or smoothly operating of business.
From the study of Pugh (2015), it is found that political leader Trump Presidency is also the biggest reason behind discouraging the healthy relations of people with the expatriates. This is because of changing policies by political leader to support the local hiring in US. The decisions related to increase in the annual basic salary of the H1-B holder Visa expatriates from $60,000 to $130,000 per annual is considered as a biggest impact on the organizations or even immigrants who work there or likely to join the US based organizations. This is because such decision become a reason behind the abort hiring skilled professionals from foreign countries who come by H1-B visa or even so many employee terminations. This decision also influences the working of MNCs branch in American soil in a way that most of the employees who are from US countries don’t know properly about firm model as these firms hiring are done from their home country. This creates another issue for them as hiring local people include training cost which enhances the losses to company (Singh et al., 2021). Therefore, there are various employer or employee relations get affected after the termination of immigrants after having enough skill to perform the task. This is solely because of poor government policies. The government policies are favouring the local people without thinking of the immigrants or ignoring the unfair practices with the foreign people. The poor policy regards to the black people also become serious issue in country as people started feeling insecure with such incidents. It’s must to evaluate the policies for reworking on it. Therefore, based on current issues in US, there are several employment laws has been taken so its important to review these laws or identify its impact on current situation whether it deals with it. This will be analysed in next section.
Critically evaluate USA employment laws to deal with issues
From the study of Williams et al. (2021), there are several laws are developed by US government to protect labours, employee interest in the country. However, US department of labour’s wage and hour division (WHD) administers and enforces some of the nation’s most comprehensive labour laws. It includes fair labour standards (FLSA). These laws are held responsible to govern minimum wage, overtime, misclassification etc. It also ensures that every labour will get as per their performances (Ebrima, 2020). In concern to discrimination and harassment at workplace, the laws include proper monitoring team to ensure the right regulation of laws. The US government also ensure the adaptation of healthy workplace environment laws where include the safety of workforces, Minimum wage to every worker and notice of months are also important for employees. These policies somewhere support the interest of employees in US organizations.
US consist of more immigrants as an employee in that case, Bensman (2014) outlined US Immigration laws and enforcement which stated that immigrants are getting visa as per their nature of work. The H-1B visa people get the time-duration of three years to work in US or apply for next renewable for another three years. After succession completion of six years the individual become liable to apply for Green card of US. The working process for immigrants are set quite simple but, the increasing competition for US market become a complex task for people to get the visa. These immigrations laws have made clarity among immigrants about how to pursue their actions in US countries (LeRoy, 2017). The proper stated employment laws also support the employees of US to feel safe or work with right ethics.
Since after changing in policy by Trump or post-pandemic, there are lot of complexes are identified which deeply influences the employment relations in US due to which many immigrants have abort the plan to pursue their career in US country. According to Healey and Stepnick (2019), the influences of changing policy to increase the basic salary of immigrants has leave an adverse impact on MNCs in US as they are terminating the talents even after knowing their value in firm. But they can’t bear high expenses for the firm. The situation of pandemic also creates the situation worsen as none of the organisation want to enhance their expenses in this recession time so they can’t afford many immigrants in their workplaces. That’s why, high terminations of employees take place from last two years which shock the economy in extreme manner. Moreover, the foreign firms also get influenced with this decision. Likewise, Toyota which is biggest automobile firm in which one of its branches has been operating in US. But, with the decision of increase basic salary, it has created several issues over HR manager in term to save the cost as if they hire new local people then their cost of hiring or training expenses get increased. This is because Toyato till now operating its branch based on its own country workforces. Such changes in policy create several issues on its employment relations in US (Burnett, 2017).
According to Liu et al. (2020), recent decision of US government on living conditions of expatriates in the USA. Donald Trump has announced the ban policy over the residents from some Muslim countries like Afghanistan, Pakistan, Syria etc to enter inside USA. Although this may not affect the expatriates directly, but it might affect their living conditions in the USA indirectly. The hate crime against expatriates in other religious like Muslim and Buddha also increase in extreme manner. This influences the working relations between diverse culture people as well as lot of complaints registered about not want to work with particular religious group due to termination of Muslim people are found more. This kind of behaviour somewhere affecting the organization atmosphere or even economic conditions. The poor relations of people can’t help the firm to run smoothly or even the profitability rate is also getting affected with such issues.
US law on racial discrimination is also failing as current incident took place in California where police shot the black people is giving trust issues to people. The black people started feeling insecure as they don’t find the adherences of policy. They are treatment ill at the workplace or even many of black people are underpaid which also raised questions on the racial policy of government. It is found that US based fast-food restaurant violate the child labour of racial discrimination policy as McDonald restaurant has been criticised for unethical practices by hiring child labour or even improper treatment with black people (Pérez Huber and Solorzano, 2015). This violating of policy clearly shown the poor monitoring system of US which definitely requirement of revision of policy in order to bring improvement so that different religious people get work with freedom or get fair treatment in organization. The policy implementation could also support to improve the workplace culture in a way to open or mutual relations of employees and it assist towards achievement of productive results which could directly influences the economy in positive manner and it become important to smooth functioning of business in this pandemic time where talents losing could proven lose for the firm existences. Therefore, the employment relations policy of US needs to revise for the better growth of organization, employees or economy.
Conclusion
From the above analysis, it is concluded that employment relations in US is not going well in present scenario as various issues are found in a way of labour strikes, unfair treatment with black people or other religious cultures like Muslim and Buddhism. However, the US labour laws, racial discriminations laws also demand for strong monitoring practices. This practice only supports US immigrants or other cultural people to regain the confidences on government. Therefore, it become important for US government to revise the employment relation policies to influences the organization or employees’ relations on healthy manner.
References
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