英语论文网

麦当劳已经考虑要在德国和英国建立他们的集体谈判方法吗？为了回答上述问题，我们首先需要了解集体谈判的基本知识，集体谈判被定义为以有序的方式将分歧转化为协议的过程。集体谈判是在工会和雇主之间就就业问题订立相互商定的一套规则和决定的过程。这是一个管制管理和雇用条件的调节程序。集体谈判被用作雇员和雇主之间的谈判过程，工会作为雇员的代表。整个过程取决于有关各方的谈判能力。
按照上述定义，麦当劳可能考虑集体议价的方法和设置，这是雇员关系中的一个重要问题。
德国的做法和做法可能考虑了麦当劳在德国建立集体谈判的途径：
德国公司员工关系的传统集体方法深深植根于德国工业关系（IR）体系的特殊结构中。其特点是高度的监管和密集的机构基础设施，对公司施加统一的制度约束，但同时又鼓励雇主接受制度约束。麦当劳，以建立其集体谈判的方法，这个ER和IR框架可能已经考虑在第一个实例。此外，体制结构高度一体化，不仅在国际金融体系内，而且在更广泛的德国商业体系中也有很强的联系。德国模式的关键要素，是大多数德国公司所认可的，是通过具有法定参与权和协商权的工程理事会制度，在中央协调的部门集体谈判制度和在国内一级的雇员代表。德国食品产业是无法超越这一机制在麦当劳考虑集体谈判的方法必须包含法定的参与和员工协商共决权。

Q.a. What may McDonalds have considered in order to establish their approaches to collective bargaining in both Germany and the UK? To answer the above question we first need to know about basics of collective bargaining where Collective Bargaining is defined as the process of turning disagreements into agreements in an orderly fashion. Collective bargaining is the process followed to establish a mutually agreed set of rules and decisions between unions and employers for matters relating to employment. This is a regulating process dealing with the regulation of management and conditions of employment. Collective bargaining is used as the negotiation process between employees and employers with unions acting as the representatives of employees. The entire process depends on the bargaining powers of the concerned parties.

In line with the above definition McDonald's may have considered the approach and settings of collective bargains as an important issue of employee relations.

The German setting and approach McDonald's may have considered establishing their approaches to collective bargaining in Germany:
'The traditional collective approach to Employee Relations (ER) in German companies is deeply rooted in the particular configuration of the German Industrial Relations (IR) system. This is characterized by a high degree of regulation and a dense, encompassing institutional infrastructure that imposes a uniform set of institutional constraints on companies, but at the same time provides incentives for employers to accept institutional constraints. McDonalds, to establish its approaches to collective bargaining this ER and IR framework may have been considered in first instance. In addition, the institutional structure is highly integrated with strong linkages, not only within the IR system, but also to the wider German businesses system. Key elements of the German model, to which the majority of German companies subscribe, are the centrally co-ordinated sector based collective bargaining system and employee representation at domestic level via the works council system equipped with statutory participation and consultation rights. Food industry in Germany is not beyond this mechanism where McDonald's considerations regarding collective bargaining approach must have encompassed with statutory participation and employee consultation and codetermination rights'.

Indeed, 'German employers have to negotiate a densely structured institutional framework inside and outside the company level. The German approach to collective bargaining is also underwritten by strong labor market legislation and an elaborate welfare system. Despite growing interest in individual bargaining style direct employee involvement mechanisms, their uptake has so far been comparably modest in German companies (Sperling, 1997). Because of the wide ranging