Labour Management Relationship

Question: Discuss about theLabour Management Relationship. Answer: Introduction The historic analysis of industry relations of Singapore would reveal that the country has always focused to boost the employability skills of its citizens. In order to have a qualified industrial workforce, the government of Singapore has created lot of higher education institutions. One barrier some may suggest to graduate employment is that Higher Education Institutions (HEI) needs to improve their program for assisting to boost employability skills across the curriculum (Reidenbach Robin, 2013). It is suggested by some that HEI could link more closely with employers and introduce tasks to boost employability skills by the academic staff and not just the careers service staff, by refining the design of degree courses and experiences at university they can correspond with the needs of business however, at the same time the quality and content of the course should not be conceded. This supports the notion that HEI can assist in overcoming barriers to graduate employment. One of the most important aspects of learning I currently feel on the modules are the journal entries, this allows time for us to reflect in our current learning and help put our knowledge in to work life context. In the current context, it is observed that the role of the Human Resource Management is increasingly getting central to many businesses and talent management programs and it is expected that the HR function would continue to play a critical role. The freedom and independence given to employees and the technical enablement of the people have eventually resulted in a workforce that is talented and hardworking. This combination of talent and hard work has been a source of competitive advantage of Singapore. The paper would discuss the role of various stakeholders in labor management relationships. Analysis on Roles of 4 key players The Dunlop model or the role of four key players in the labor management relationship model can be discussed as: Role of Government It would be correct to say that the government of Singapore has an important role to play. The government is responsible to create a platform where the employability skills of people could be improved. Employability is a hot topic for employers, students and universities in Singapore, there seems to be some confusion about who is ultimately responsible for it however it is clear that individuals need to do as much as they possibly can to ensure they are the most attractive recruitment prospect in the eyes of the employer (Knutsen, 2014).The government of Singapore is focuses to increase the employability skills of citizens. It is very true and evident that many can be employed without having a degree, however, they would most likely be earning much less than a graduate and it would be much difficult for them to progress into managerial posts. Conversely, a graduate with no relative experience can also be performing the same role as a non-graduate and get paid the same salary until so me experience and field knowledge are gained. Role of Unions According to an article published by the Birnbaum Lach (2014) Human Capital is the driving force of economic development, therefore laying emphasis on the importance of investing in education and training in order to improve existing skills. Universities have also been bestowed a special role in bridging the gap between the worlds of education and work. The trade unions also have an important role to play. The trade unions many times are recognized as having taken something and utilized it for something completely different than its original purpose. Out of times of recession, depression, or scarcity can come innovated methods and materials using resources that were previously available but not fully exploited. It would be correct to say that union leadership and or innovation can play an integral role changes coming to fruition. The trade unions and the leaders have to ensure that employability is not landing a job but rather having what it takes to develop and stay competitive in the job market; therefore it requires flexibility and continuous learning. Role of Management One important aspect in the planning function of management as it pertains to innovation and implementing change is communicating the change vision (Kotter, 1996). People cannot be led to change if they do not know what the vision is and how to make it happen. Communication is the tool for getting people to accept the change vision and the tool that will ensure it is done efficiently and effectively. Communication also helps identify any barriers to change, which may prevent employees from implementing the change. Organizations cannot be successful at innovation without trust; and effective communication builds trust. When an organization is able to respond rapidly to market conditions, they are at a significant financial advantage. They stay competitive, and employees jobs are more secure. By including a communication plan, the leader can ensure they include all stakeholders and articulate a change vision that inspires and motivates people to embrace the new innovation and strengthe ns commitment to the organization (Dvir, Tass Shamir, 2004). Mangers can still be focused on results productivity while inspiring their employees towards the set goals. This aligning the managers with stakeholders and upper management set goals. Showing that the manager is competent in his work. At the same time, the manager is creating a culture that will thrive when open communication is allowed. Role of Employees One of the keys to any successful business is being able to come up with new ideas to keep operations, products and services fresh. The process of bringing those ideas to reality is called innovation (Brooks, 2013). While thinking up new ideas is one step of the process, businesses have a much greater task in trying to turn that into an actual product or service that will benefit customers. In order to overcome the barrier of attitude it is important for a graduate to learn about the culture of an organization they wish to be employed by as this will give them an understanding of the attitudes that are expected within them. Analysis of Competitive Advantage to Singapore through LMR It can be said that Singapore has been able to attain a good level of competitive advantage with labor management relationships (Dion, 2012). To say the least, the establishment of labor management relationship has been a source of innovation for different stakeholders in Singapore. It is believed that Innovation can play an important role in organization whether it is in regards to resources or the methods that resources will be utilized. Innovation may spring from switching roles, sometimes by merely shadowing an employee and asking them to shadow the leader for a day to actually experience all the intricacies of the role each perform everyday can be the catalyst for a new way to accomplish and old goal. It is extremely difficult to have leadership without followers. A manager can have subordinates without having any followers. Leadership can be woven into a process by practicing good communication with employees. Communicating goals and building teams that can take on vital aspect s of the project will build a trust relationship between followers and with leadership as well as a commitment to success (Northouse, 2016). The establishment of labor management relationship has been a source of competitive advantage for nation as LMR provided a platform where organization can manage all the four key functions of planning, organizing, leading and controlling. This function in the context of labor management relationships can be discussed as: Planning- Planning is essential to an organizations well being. It combats confusion and disorganization. It allows you to analyze strategically and logically, while rationalizing when making decisions and problem solving. Organizing- This involves stabilizing and innovative thinking. Being innovative promotes critical thinking. You can reflect on your past decisions in order to improve upon your future decisions. Being goal oriented is crucial to problem solving. Leading- In order to effectively lead, you must have a sound plan, and strong leadership skills. Leading involves effective communication with you team members, and good management skills. A great leader inspires others. Controlling- Having control of a situation doesnt mean that you are controlling. It merely means that you are on top of the situation. Also being in control is necessary in order to keep things going in the right direction. An effective leader ensures that a certain amount of control is necessary to accomplishing ones goals. Singapore also established Tripartism. It refers to economic corporatism based on tripartite contracts of business, labour, and state affiliations within the economy. Each is to act as a social partner to create economic policy through cooperation, consultation, negotiation, and compromise. The national wage council of Singapore ensured that a good level of minimum wages is established for workers in different jobs. The minimum wages was established as per the global standards. The national wage commission also introduced the system of variable wages and it was a key to keep employees motivated. The study of history would reflect that there have been few strikes in the country. However, the strike rate in the country is less than the strike rates in other countries like Australia and America. This proves that the national wage commission is able to achieve its objectives. In last decade or so the foreign direct investment has increased exponentially in the country. There are lot of f irms that would establish their headquarter in Singapore to avail the tax benefits. The productivity number would reveal that the people in the country are one of the most productive employees. The government and national wage commission has also focused on organizational development. Organizational development is a major factor in any organization whereas it helps an organization to build strong employees by enhancing their productivity and increasing their performance. Organizational development also helps leaders build motivated and inspired employees by effective communication of the goals. The national wage commission has also focused on the wages of foreign employees. In this era of globalization, the employees from different countries and cultures works in Singapore and the large and multinational organizations have cross-cultural teams. Effective cross-functional teams include representatives from throughout the organization. These individuals are ambassadors so to speak of their areas of expertise; facilitate communication back to their specific teams, as well as brining information to the rest of the organization from their specific department. Conclusion The above paper discusses the role of various stakeholders in labor management relationships. The four key stakeholders discussed in above paper are government, trade unions, management and employees. With the above discussion it can be said that it is the collaborative approach among all these stakeholders that make Singapore as a good place to work. The government is responsible to create a platform where the employability skills of people could be improved. It is the role of government to ensure that all the stakeholders are on the same page. The role of management is to have effective communication channel in place so that the organization can execute its strategies. Communication also helps identify any barriers to change, which may prevent employees from implementing the change.The above paper also discusses the source of competitive advantage for Singapore through labor management relations. The paper highlights that the strike rate in the country is less than the strike rates in other countries like Australia and America. This proves that the national wage commission is able to achieve its objectives. References Birnbaum, R. and Lach, L., 2014. Teaching About What Ethical Social Work Practice Means: Responsibility Starts With Schools of Social Work.Lencadrement juridique de la pratique professionnelle, p.37. Brooks, C. 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