Labor Relations, global economic environment, emerging dynamism
Over the years, the global economic environment has assumed a volatile feature owing to a multiplicity of factors pushing for advancement to new heights of operations. For instance, globalization of market, changing consumer preferences, era of informed clientele, and unforgiving market competition forms part of the set of factors shaping the business economic environment. On that note, an organization competing favorably in the corporate arena characterized by the above factors develops an effective and innovative human resource foundation to enhance survival opportunities and optimize organizational outcomes (Jiang, Leepak, Hu, & Baer, 2013).
In practice, an organization's success majorly depends on the capabilities of its resources including technology, capital and workforce. Given the demands of the current environment, organizations have committed resources in generating capital resources and the incorporation of technology to propel it against the present and emerging dynamism. Nevertheless, the success of the organization despite its commitment to the acquisition of technology and capital resources ties to how appropriately and prepared is its labor force capabilities.
[...] Westport, CT: Greenwood Press. New York State School of Industrial and Labor Relations. (1947). Industrial and labor relations review. Ithaca, N.Y: Cornell University Press. Dilts, D. A., & Deitsch, C. R. (1983). Labor relations. New York: Macmillan. [...]
[...] Subsequently, the vicious cycle evident in the unionized environment will blur, benefitting the existence of investment growth and high employment rates in the economy. LABOR RELATIONS Bibliography 10 Holley, W. H., Jennings, K. M., & Wolters, R. S. (2011). The Labor Relations Process (10 ed.). Mason: Cengage Learning. Jiang, K., Leepak, D. P., Hu, J., & Baer, J. C. [...]
[...] Labor relations. New York: Avalon Books. Sloane, A. A., & Witney, F. (1972). Labor relations. Englewood Cliffs, N.J: Prentice-Hall. Beik, M. A. (2005). Labor relations. [...]
[...] Dilts, D. A., & Deitsch, C. R. (1983). Labor relations. New York: Macmillan. [...]
[...] Moreover, the relations department must abide and comply with the provisions of the labor legislation. This presents added costs of operations since the organization must engage the services of an in-house relation specialist charged with investigation of workplace complaints and administering opinion surveys to the workforce members. Lastly, the labor relations office is presented with a complex challenge to solve when dealing with collective bargained agreements with the labor unions to adequately prepare for acceptable contracts. This involves services of a compensation specialist to brief and draft various contingent rates before the expiration of the contract. [...]
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