Partnership at work

von: Hauke Barschel

Table of contents

1. Introduction 1

2. Effects on individual employees 1

2.1. Advantages for individual employees
2.2. Disadvantages for individual employees

3. Effects on trade unions 2

3.1. Advantages for trade unions
3.2. Disadvantages for trade unions

4. Effects on employers 3

4.1. Advantages for employers
4.2. Disadvantages for employers

5. Partnership at work - prospects for success 5

6. Comparison to previous approaches to employee relations 6

6.1. A comparison to the pluralist approach between the Second World War and 1979
6.2. A comparison to the unitary approach during the Thatcher era

7. Conclusion - Final remark 8

1. Introduction

Partnership at work has been stressed in the UK by the establishment of the TUC Partnership Institute in 2001. Furthermore the government provides support by the partnership at work fund. This work examines the chances of success of the partnership approach to employee relations by evaluating advantages and disadvantages to employees and employers and their representatives. Furthermore, a comparison to previous approaches to employee relations is carried out.

2. Effects on individual employees

2.1. Advantages for individual employees

It appears that partnership at work can improve employees′ personal development on the job. The belief in being on the same side in the company (http://www.partnership-at-work.com The Guardian 8 August 1998) can encourage employers to be more co-operative regarding information. And as understanding the business is important for employees managers can be animated to put more emphasis on training, education and communication (http://www.partnership-at-work.com: Personnel Today 17 December 1998). Furthermore positive personal development improves employee′s employment security and employability (IDS 1998 p. 6).

A draft directive on information and consultation prepared by the EU underlines partnership at work by setting out minimum rights for employees. Employers must inform staff about development, the economic situation of the company and about consequential changes. (Firth 2002 p. 49-50)

According to the TUC′s Partnership Task Group partnership also contains employer′s openness to discuss issues, strategies and plans with the employees (Farnham 2000 p. 290). Thus partnership allows employees to possess a higher degree of participation in business decision making, e. g. bringing issues actively to the management.

2.2. Disadvantages for individual employees

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