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State’s Regulation Role in Protecting Rights of Workers Essay (Essay Sample)


Making Criteria
• Reduced scale step marking to be used
Key points:
• strong argument;
• clear introduction with definitions and theoretical/ analytical framework;
• integration of a broad range of academic literature and robust data sources from across the course;
• analysis rather than an overemphasis on description; clearly expressed;
• referencing and bibliography;
• conclusion that builds on the argument rather than merely summarising;
• clear, logical structure
Essay structure and developing an argument
• The introduction should address the question and its meaning
• The introduction should use definitions from the academic literature
• A theoretical/ analytical framework should be introduced early on
• The question should be broken down and themes identified
• All parts of the question need to be addressed
• The conclusion should build on the preceding analysis, explicitly address the question and develop the argument further
• There should be close engagement with the academic literature as recommended through the course outline reading list
• Referencing needs to be comprehensive and consistent
Lecture themes and the essay questions
• Question 1: Lecture 1 on background, lecture 5 on the role of the state, Lecture 9 on labour market change and emerging challenges
Lecture 1: Introducing industrial relations: Contradictions and tensions in the employment relationship
• Budd, J. W., & Bhave, D. (2008). ‘Values, ideologies, and frames of reference in industrial relations.’ In Blyton, P., Bacon, N., Fiorito, J. and Heery, E. (eds.) The Sage Handbook of Industrial Relations. London: Sage, 92-112.(PDF on Blackboard)
• Colling, T. and Terry, M. (2010) ‘Work, the Employment Relationship and the Field of Industrial Relations.’ In Colling, T. and Terry, M. (eds.) Industrial Relations: Theory and Practice. 3rd Edition. Wiley. (available as e-book via the library, PDF on Blackboard)
• Crouch, C. (2010) ‘British industrial relations: between security and flexibility.’ In Colling, T. and Terry, M. (eds.) Industrial Relations: Theory and Practice. 3rd Edition. Wiley. (available as e-book via the library)
• Frege, C. and Kelly, J. (2013) ‘Theoretical perspectives on comparative employment relations.’ In Frege, C. and Kelly, J. (eds.) Comparative Employment Relations in the Global Economy. Routledge (1st edition)
• Heery, E. (2016). British industrial relations pluralism in the era of neoliberalism. Journal of Industrial Relations, 58(1), 3-24.
• Kaufman, B. E. (2010). The theoretical foundation of industrial relations and its implications for labor economics and human resource management. ILR Review, 64(1), 74-108.
• Williams, S. (2020) Introducing Employment Relations: A critical approach. Oxford University Press. Chapter 2 (PDF on Blackboard)
Lecture 5: The state and industrial relations
• Colling, T. (2010) ‘Legal institutions and the regulation of workplaces.’ In Colling, T. and Terry, M. (eds.) Industrial Relations: Theory and Practice. 3rd Edition. Wiley. (available as e-book via the library)
• Farnham, D. (2015) The Changing Faces of Employment Relations: Global, comparative and theoretical perspectives. Palgrave. Chapter 7.
• Heyes, J. and Nolan, P. (2010) ‘State, capital and labour relations in crisis.’ In Colling, T. and Terry, M. (eds.) Industrial Relations: Theory and Practice. 3rd Edition. Wiley. (available as e-book via the library)
• Howell, C. (2019). Neoliberalism, capitalist growth models, and the state: An agenda for industrial relations theory. Journal of Industrial Relations, 61(3), 457-474.
• Howell, C. (2020). Rethinking the Role of the State in Employment Relations for a Neoliberal Era. ILR Review, 0019793920904663.
• Hyman, R. (2008) The State in Industrial Relations.’ in Blyton, P., Bacon, N., Fiorito, J. and Heery, E. (eds.) The Sage Handbook of Industrial Relations. London: Sage .(PDF available on Blackboard)
• Martinez Lucio, M. (2015). ‘Beyond consensus: the state and industrial relations in the United Kingdom from 1964 to 2014.’ Employee Relations, 37(6), 692.
• Meardi, G. (2018). Economic integration and state responses: Change in European industrial relations since Maastricht. British Journal of Industrial Relations, 56(3), 631-655.
Lecture 9: Industrial relations and the new world of work: fragmentation, precariousness and solidarity
• Alberti, G., & Però, D. (2018). Migrating industrial relations: migrant workers’ initiative within and outside trade unions. British Journal of Industrial Relations, 56(4), 693-715.
• Briken, K., & Taylor, P. (2018). Fulfilling the ‘British way’: beyond constrained choice—Amazon workers' lived experiences of workfare. Industrial Relations Journal, 49(5-6), 438-458.
• Healy, J., Nicholson, D., & Pekarek, A. (2017). Should we take the gig economy seriously?. Labour & Industry: a journal of the social and economic relations of work, 27(3), 232-248.
• Howcroft, D., & Bergvall-Kåreborn, B. (2019). A typology of crowdwork platforms. Work, Employment and Society, 33(1), 21-38.
• Spencer, D. A. (2018). Fear and hope in an age of mass automation: debating the future of work. New Technology, Work and Employment, 33(1), 1-12.
• Thompson, P. (2013). Financialization and the workplace: extending and applying the disconnected capitalism thesis. Work, Employment and Society, 27(3), 472-488.
• Vandaele, K. (2018). Will trade unions survive in the platform economy? Emerging patterns of platform workers’ collective voice and representation in Europe. Emerging Patterns of Platform Workers’ Collective Voice and Representation in Europe (ETUI Research Paper-Working Paper)
• Wood, A. J., Graham, M., Lehdonvirta, V., & Hjorth, I. (2019). Good gig, bad gig: autonomy and algorithmic control in the global gig economy. Work, Employment and Society, 33(1), 56-75.
• Strong essays will adopt a critical approach that draws from material across the module
• Preparation – read and draw on a wide selection of theoretical background, key studies, particular national and country cases, company and organisation cases
• Use textbook material as well as journal articles/ book chapters on more specific issues
• Reference to key studies, examples, national contexts along with wider theoretical background and general arguments
• Good luck!


State’s Regulation Role in Protecting Rights of Workers
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Table of Contents TOC \o "1-3" \h \z \u Introduction PAGEREF _Toc61782021 \h 3The Prevailing Conditions for Employees’ Rights PAGEREF _Toc61782022 \h 3The State Role as a Competitive State PAGEREF _Toc61782023 \h 4State’s Power Influences on Employment Relations Shifts and Workers’ Rights PAGEREF _Toc61782024 \h 5Organizational Concept of Workers’ Rights PAGEREF _Toc61782025 \h 6New World of Work and Expansion of Safeguards Beyond Ordinary Employees PAGEREF _Toc61782026 \h 6Restructuring of Power Imbalance Around Employers and Workers PAGEREF _Toc61782027 \h 8Employment Protection Through Alignment of Workers’ Policies PAGEREF _Toc61782028 \h 9Conclusion PAGEREF _Toc61782029 \h 10References PAGEREF _Toc61782030 \h 12
State’s Regulation Role in Protecting Rights of Workers
Industrial relations study encompasses a broad-range of analysis concerning the past, the current and what is hold by the future of work (Darlington, 2009). It is based on the comparative perceptions and responses to the control of industrial affairs, strengthening not only managers and the workforce but also business and the industry. The phrase employment conditions describe the interaction between workers and management that emerges, actively or passively, from the union-employer interaction. The structural antagonism is the basis of employment relationship. Its cooperation and unity is built on foundations that are uncertain and through the consent creation which is inherently uncertain and partial (Edwards, 2003). Economically speaking, manufacturing is a supplementary field in which the forces of productivity are used constructively for development and in which a corporate enterprise resides. 'Relations' means 'connections that occur in the sector between the boss and his employees. Various studies have interpreted the term industrial relations in a very different manner (Rekha, 2019). Hence, an organization's workforce can be categorized as administration, and staff or individuals and businesses can be treated as interactions between both the employer and the worker.
In any productive system, the state is an element which is critical making it difficult to expedite a clear distinction the political and economic spheres (Hyman, 2008). State’s labor market legislation plays a crucial role in the safety of jobs, but various innovations affect its function. To start with, Hava and Erturgut, (2010) indicates that, the advent of new modes of employment presents a threat to legislation primarily intended for full-time, permanent people working for a single company. Second, there is growing proof of (and, in some situations) imbalanced power ties between workers and individual employers that further calls for a reevaluation of how policy should resolve both the implications and the causes of such power dynamics (Williams et al, 2017). This retrospective paper explores the state labor market legislation's role in defending jobs in a changing environment of work and guarantees that businesses complying with the regulations in protection of workers’ rights.
The Prevailing Conditions for Employees’ Rights
The emerging non-standard modes have gained a great deal of coverage in current developments, institutional and legislative debates. Rarely actually, a day goes over without a news piece either celebrating or demonizing jobs in the "network" environment in which employees deliver services across online channels (Spencer, 2018). Several legal cases are pending in which workers question their job status – creating the appearance that employment legislation is rapidly out of date. Lawmakers are not sure how to respond. Addressing concerns posed by emerging work methods is a core policy priority for the Member States (Bassanini & Ernst, 2002). However, these topics are not restricted to occupations' technologically-driven modes; they often include other non-standard jobs, such as on-call and self-employed work, more broadly.

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