It can be noted that Germany labour systems have been characterised by collective agreements where the workers agree on collective bargaining instead of embarking on industrial action to press for more wages. However, the issue has been to test to see if MNCs and larger national fast food employers would respond to sectoral level bargaining as well as the extent of effectiveness of the German system of statutory employee representation in practice. Thus, the research mainly focused on these two groups of industries in Germany particularly McDonalds which has dominated the Germany food industry for many years and its labour relations practices.
According to the research, the industrial relation in Germany are characterised by collective representation where industrial action is not advocated. Most unions are affiliated to the German Trade Union Federation (DGB) which by far is the largest and most important federation. In 2001 after mergers, there were six unions affiliated to DGB with the most important mergers taking place between service sector unions to form the new service workers union where the union representing the food, catering, drink and tobacco industries did not take part. Collective agreements negotiated at sectoral levels are legally binding but this excludes other companies in Germany. Focus in this case is on the fast food industry in Germany which broadly includes motorway service stations, retail sector restaurants and airport restaurants excluding hotels and other “leisure” sector. McDonalds tops the Germany food service sector in terms of turnover. Management at McDonalds believed that works councils and collective agreements with unions would seriously undermine its system and this attracted criticism. However, the company later capitulated to pressure. However, the 1952/1972 and 1976 Acts do not apply to McDonalds because it has retained US registration in the state of Delaware.
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The study mainly focuses on the employment practices of both Multinational Corporations (MNCs) and large national competitors in the Germany fast food industry such as Burger King, Pizza Heart, Nordsee, McDonalds and Blockhaus among others. Germany’s industrial relations…
The study leads to the conclusion that there must be a proper planning phase before adapting the HR strategies and all the top hierarchal leadership must be taken on board. If the hiring decision is to be made then it must be made sure that the company’s requirements are being set as the main and primary goal to achieve.
onging to alien cultures (Shenkar 2001). Some authors have put forward a new view that cultural differences as such are not absolute and depend to a large extent on the historical interactions between two countries over a long period. The stereotyping that is an integral part of any culture’s way of viewing alien cultures gets formed out of sustained historical interactions between the two nationalities concerned (Chapman, et al.
6 Is there a model of East Asian employment relations? 8 Employment relations in Japan 9 Employment relations in China 10 Specific issues of International HRM for MNCs operating across borders 10 Role of ILO in improving international employment standards 11 Is ILO more effective than national governments and NGOs?
required for the partial fulfilment of the degree ……degree title…….. in …major subject… by ………student name……… University of Wollongong in Dubai 09 March 2011 Acknowledgement First of all I truly acknowledge the co-operation of my course in-charge Mr.
The mode of communication and interactions nationally as well as internationally has decreased the cultural, social, and political differences amongst the populations. With the raise in globalisation, many companies and organisations are initiating their business operations that do not come under the restriction to national level only but also on global basis as the primary objective of any business is to generate more profits and revenues.
Historically, Pittsburg is a place where many abolitionists resided and publicly declared their anti-slavery views. It is also a place where the abolitionist movement played a major role in the final release of slaves. The play highlights the elements of African heritage which the white people had stripped away from the African- Americans.
The study will also demonstrate the importance the theories of HRM and organizational behaviour exploring the various HRM practices such as selection, recruitment, training and rewards system. These practices will be linked with relevant organizational behaviour tools such as motivation and empowerment.
anagement 14 Attendance 15 Disciplinary Action 15 Conclusion 16 References 17 Introduction Human resource (HR) management is one of the major management functions in an organisation. Without the proper management and implementation of HR process, it becomes impossible for a company to sustain and survive.
Increased business activities between people from different countries, ethnicities, cultures, and demographics also have led to certain interpersonal complications. Particularly when big multinationals try to
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