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政府公共部门的工会

论文作者:www.51lunwen.org论文属性:作业 Assignment登出时间:2016-03-10编辑:zhaotianyun点击率:3320

论文字数:3145论文编号:org201603082113205793语种:英语论文 English地区:澳大利亚价格:免费论文

关键词:就业管理体系NJC政府公共部门

摘要:摘要:本文主要讲述了在当代国际背景下,地方政府就业关系在集体谈判的过程中,构成了地方政府的就业管理体系。

政府公共部门的工会
Government And Public Sector Unions 


不断变化的背景下,地方政府就业关系工会和集体谈判的过程中,构成的中心元素在英国地方政府的就业管理体系。联盟认证用于讨价还价,例如,这是普遍的和会员密度仍然很高:2005年就业的“公共管理”范畴——当地政府就业的贡献占总数的很大一部分——记录的平均密度为57.1%,在英国,所有主要的最高密度就业类别 (Grainger, 2006: 21).此外,工会制度中心这一事实进一步证明了地方管理联合关系发生在国家讨价还价的框架安排合并不仅管理,专业、技术和文书(APT&C)员工,而且手动同行,警察和工作人员,教师,和消防人员。

在这些框架下,雇主之间的谈判发生在当地政府组织中,伞体代表当地政府雇主,和有关认可的工会。其中最重要的,工人的数量,是于1997年诞生的全国联合委员会(NJC)当地政府服务,因为合并的两个单独的手册和NJCs APT&C员工。现在合并NJC构成最大的NJC任何在英国 (Local Government Pay Commission, 2003). 在联盟方面,贡献来自那些工会最具代表性的行业;一致,拥有31个地方NJC,其次是GMB(16)和运输和普通工人联盟(11).

不可避免的是,鉴于地方政府在多大程度上服务集中资金,政府政策和相关哲学总是形成一个重要的背景幕(影响)雇主之间的关系,在地方和国家的水平(Terry, 2000).


The changing context of local government employment relations Trade unions and the process of collective bargaining constitute central elements of the system of employment regulation within British local government. Union recognition for bargaining purposes, for example, is universal and membership density remains high: in 2005 the 'public administration' category of employment - of which local government employment contributes a significant proportion of the total - recorded an average density of 57.1 per cent, the highest density for all major employment categories in the UK (Grainger, 2006: 21). In addition, unions' institutional centrality is further demonstrated by the fact that local level management-union relationships take place within a framework of national bargaining arrangements incorporating not only administrative, professional, technical and clerical (APT&C) staff, but also their manual counterparts, police officers and staff, school teachers, and fire service personnel.

Under these frameworks, negotiations take place between the Employers' Organization for Local Government, the umbrella body representing local government employers, and the relevant recognized unions. The most important of these, in terms of the number of workers covered, is the National Joint Council (NJC) for local government services, which came into being in 1997 because of the merger of the two previously separate NJCs for manual and APT&C staff. This merged NJC now constitutes the largest NJC of any kind in the UK (Local Government Pay Commission, 2003). On the union side, contributions come from those unions most representative of the sector; UNISON, which holds 31 places on the NJC, followed by the GMB (16) and the Transport and General Workers Union (11).

Inevitably, given the extent to which local government services are centrally funded, government policies and related philosophies have always formed an important backcloth to (and influence on) employer-union relations, at both the local and national levels (Terry, 2000). One important such influence has been the way in which the post- 1945 period has seen marked shifts in governmental perspectives regarding the desired nature of these relationships. In essence, these paradigmatic shifts have arguably entailed a move from an acceptance of a 'model employer' perspective-formulated around the professional autonomy of the local government officer, institutionalized through collective bargaining, to a 'market state' orientation - based on the imposition of external competition, outsourcing and micro-management solutions to issues of performance; and finally to the adoption of wha论文英语论文网提供整理,提供论文代写英语论文代写代写论文代写英语论文代写留学生论文代写英文论文留学生论文代写相关核心关键词搜索。

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