Hotels in Bangkok

Lodgings in Bangkok The Regency Grand Hotel is one of the most esteemed and lavish lodgings in Bangkok, Thailand. Since its origin, it has earned a brand name in the business attributable to the excellent pay rates and advantages advertised. The lodging staff and administrators felt advantaged being an individual from the inn, and saw that they were being taken well consideration of under the authority of the then General Manager. The accompanying contextual investigation lights up the quandary of the workers experiencing the administration changeover following its obtaining by a worldwide gathering. In the prior set-up, the workers were required to follow the sets of their administrators without addressing them. Activities to take care of issues at individual level were disheartened and it prompted absence of development and hazard unwilling conduct. In the long run, the lodging staff got familiar with the style of the board in the course of recent years, and it caused the work to go easily with negligible number of contentions. In any case, the ongoing offer of the lodging to another American gathering presented a through and through new style of organization to the workers. The administration style of the new GM was totally inverse to what the staff was natural to, and it caused issues bringing the inns execution and notoriety down the channel. Issue side effects and signs The previous style of the board gave constrained power to the bleeding edge workers and didn't allow them to make any move on the spot without alluding to their bosses. In actuality, the new General Manager (John Becker) urged them to perform past their normal obligations to give tweaked administrations and along these lines cause them to feel exceptional. This is straightforwardly identified with strengthening, which is a key viewpoint in the administration business particularly the inns (Hubrecht Teare, 1993). Beckers thought process in representative strengthening was connected with his goal to accomplish upper hand through redesigning the staff capabilities. As expressed by Wall, et.al (2002, p.147) representative strengthening brings about inspiration, innovativeness, inferred information, cooperation, and energy important to make due in todays merciless rivalry. In spite of the fact that, Becker considered strengthening to be a way to enthuse workers and pleasure the clients (Barbee Bott, 1991, p. 27) the lodgings current supervisors communicated their failure. They were unhappy with giving primary concern representatives greater position and choice forces. The dissimilarity in the executives approach is ascribed to the social contrasts in these nations, for example power separation, and vulnerability shirking (Hofstede, 1980, p.45-55). Thailand and USA fall in the extraordinary closures of the social continuum introduced by Hofstede (1980). Endeavors are commonly engaged towards equivalent dissemination of intensity in USA, while just a couple of individuals are given expert in Thailand given the bigger force separation in the last mentioned. Additionally, there is solid vulnerability shirking in Thailand, calling for progressively composed principles guidelines, though vulnerability is effortlessly acknowledged in USA and accentuation is laid on insignificant conventional standards (Hofstede, 1980, p.51). Becker neglected to perceive these social contrasts while executing his hypotheses into training. Joining another association and nation requests mindfulness about the different social and social issues required before changing the current practices (Lane Beamish, 1990, p.88). What declined the circumstance further was his past involvement with places with horrible showing and low representative confidence. It is observable that his new task was doing sound business; along these lines, his methodology should be diverse for this situation. Becker invested a lot of energy with the workers with an end goal to explain his desires from them. The job hypothesis (Bush and Busch, 1981; Teas et al., 1979) makes reference to that the bleeding edge workers have a more prominent requirement for job accuracy to do their obligations productively. Job lucidity saw by the client contact workers isn't just worthwhile for consumer loyalty, but on the other hand is related with representatives work fulfillment, authoritative responsibility, and execution (de Ruyter et al., 2001). However, he didn't prevail with regards to putting an unmistakable outline among mind boggling and little issues. This sort of vulnerability was a constant danger and prompted higher nervousness and worry among the representatives since solid vulnerability evasion wins in Thailand (McShane and Travaglione, 2007, p.47). The workers didn't have an unmistakable job discernment because of job vagueness. In such manner, Saks (1996, p.301-23) expresses that job discernment is an aftereffect of job uncertainty, and with time this may bring about pressure exceptionally when working under another administration. Notwithstanding that, the representatives couldn't recognize a significant and a minor issue due to the absence of preparing (suspicion). They had never been relegated a dynamic job previously, and sadly didn't get a legitimate direction from their seniors in such troublesome circumstances. A further report into the Regency Grand Hotel shows that in mission of representative strengthening, power was moved from the center line chiefs to the lower rank staff. Ridiculous (1995) recommended that the ongoing pattern of compliment association structures have significantly modified the customary job of chiefs. Therefore, the chiefs secured their position good for nothing and turned around workers choices by naming them complex issues. They demanded that upper administrations endorsement is required to address such issues and consequently, attempted to recover their matchless quality. The directors responses are related to their control needs, accomplishment needs, and acknowledgment needs () that constrained them to keep up their hold on routine choices. Besides, the representatives didn't get any sort of help, input or evaluation for removing activities and going from their approach to enhance clients experience. According to Herzberg (1959) hypothesis, inspiration methods, for example, bosses support and a positive and ideal input have suffering beneficial impact on the representative conduct and coming about execution. In this unique situation, specialists have alluded to the ABCs of conduct change hypothesis (McShane and Travaglione, 2007, p. 85-86) which expresses that worker conduct can be changed by dealing with its predecessors (for instance urging staff to step up to the plate) and its ramifications (for example endorsing their choices and useful input). The hypothesis further expresses that individuals have an inclination to rehash practices and activities that are trailed by charming outcomes, and termination happens when no results follow by any means. Since the administrators didn't offer any help to the representatives occupied with the ideal work conduct, their self-propelled dynamic procedure vanished. The nonappearance of inspiration from the bosses disintegrated the representatives self-assurance and they began to thoroughly depend on their bosses to settle on choices for their benefit. This is a direct result of the high cooperation in Thailand (Hofstede, 1980, p. 45) where there is a solid requirement for accord. The general issue with the Grand Regency Hotel is straightforwardly connected to the MARS model, which distinguishes four key factors that directly affect representative conduct, viz. inspiration, capacity, job observation, and situational factors. The representative exhibition levels drop if any of these components is missing from the hierarchical setting (McShane and Travaglione, 2007, p. 36). It is evident from the examination that the workers were not roused to proceed with the new undertaking practices, and they came up short on the capacity to characterize the multifaceted nature of the choices, which again prompted uncertain job discernments. In addition, the disappointment of the inns staff influenced their work conduct as obvious by the expansion in the quantity of turnovers and truancy. These are without a doubt recognizable with the EVLN model of representative reactions to disappointment at work. It is discovered that exit is the most as often as possible utilized reaction of the four responses in a thought that no better options exist. (Withey Cooper, 1989, p.533). As demonstrated by (Lau et al., 2003, p.77) job struggle and a low level of employment contribution prompts a higher nonattendance rate. Low degrees of administrative help and quick social control brought about expanded non-appearance. (Cost, 1998, p.227-246). The quantity of representatives botches answered to upper administration expanded; this is a direct result of the absence of preparing, criticism and inspiration. With section of time, an association wide culture developed in the inn where lower level representatives toss their work over the divider to upper level workers enjoying counterproductive act (Lau, et al., 2003, p.75). Thus, the presentation of the representatives hauled the general lodging execution down prompting an expansion in the quantity of visitor complaints.(Heskett, et al., in Koys, 2001, p.113) This was shown in the elevated analysis in the paper and magazine surveys where the inn was named as one of the Asias bad dream inns. The inn General Manager and the representatives experienced significant levels of pressure. Beckers stress was obvious from his announcement except if the lodging is ablaze dont let anybody upset me. He was irritated by the expanding number of meetings from chiefs with respect to minor issues, which in any case should be sifted through without anyone else. This thinks about absence of preparing the supervisors front also. The job equivocalness was the primary explanation for the representatives worry as they misjudged their jobs. Job struggle and job uncertainty have been seen as the significant reasons for job pressure (Boles Babin in Siegall, 2000, p.427). The ever-expanding feelings of anxiety experienced by the representatives debilitated all the great connections that were existent under the more established administration. The representatives were not, at this point joined together, and therefore, counterproductive practices surfaced through double-crossing and workers not assuming liability f

Positive and Negative of Transformational Leadership Essay

As depicted in the past models, pioneers are fundamental to the movement and improvement of fruitful associations. Much commitment could be given to the individuals who follow transformational initiative characteristics and standards. Transformational drives move and result in positive dynamic change inside and all through the organization. Obviously, there are sure and negative perspectives that follow. Ongoing specialists have spent endeavors to comprehend the relationship of pioneer and devotee. In any case, in any event, when weighing-the-cost organizations can not grumble that their general serious and social points of interest thrived as consequence of tranformational overheads. At the point when pioneers effectively recognize everybody actually and socailly, organizations experience maintenance and development which can now and then be viewed as extremely valuable. There are negative ideas to consider, similar to a pioneer must have the option to enough protray a feeling of appeal, helpful inspiration, scholarly incitement and indidulatized conseidetaionl; while driving a group that produces numbers. That could be a great deal of weight, which thus could prompt a pulverized division or organization. In general, transnational initiative execution relationship has considered a positive procedure when coordinated in many frameworks. This week, we proceeded with our exploration and conversation on pioneers and their jobs inside the association. It is impartive that we comprehend and regard the contrasts among pioneers and directors. I referenced a week ago, that until this class I utilized those terms interchangably. Be that as it may, the truth of the matter is that there are numerous distinctions and characteristics that distinish the two. For example, in any event, when you take a gander at the strict importance of the terms. Oversee †an individual can keep up a person or thing without assuming a virtial job in explicitly coordinating. On a similar hand, Leader †somebody can give impeccable guidance and direct for a gathering or thing without having the option to appropriately keep up or oversee it the way required. I can concede, before now I didn't set aside the effort to comprehend the significant contrasts. Characteristics change from pioneer to supervisor also. It is ordinary for most pioneers to esteem and spotlight on money related and efficient status and have an arrangement of long haul objectives and impacts. Most supervisors are stuck on the short termâ goals, while not considering the impacts the organization will understanding. As I look more into these administrative jobs and characteristics it gets simpler to see and recognize.

College Essay News and Tips from College Essay Advisors

College Essay News and Tips from College Essay Advisors College Essay News and Tips: CEAs Link Roundup College Essay News and Tips: CEAs Link Roundup College essay news has been coming fast and furious but we only select the best, most interesting stories for you, dear readers. Sit back, relax, and bask in the glow of our  hand-picked college essay news items. Remember that  New Republic  piece on the Ivy League? Of course you do. Heres another response. There is no better feeling than being proven right:  school does, in fact, start too early. The New York Times lists  the most economically diverse top colleges. Remember when back to school shopping meant binders and colored pens? Lifehacker doesn’t remember that either. Apps are where it’s at. We could NOT WAIT to share this:  A previously unpublished chapter of Roald Dahl’s Charlie and the Chocolate Factory! A brave young woman wrote  about her rape and sexual abuse by her stepfather in her college essay,  resulting in an 18-year sentence for the perpetrator. Quite a story. Inspiration for writing your college essay can come from anywhere. Including Broadway. True or False? International students head to smaller U.S. cities for college more than larger ones. Gawker ranks safety schools.   In the wise words of RuPaul “your fear of looking stupid is making you look stupid.” Need help on your essay? Ask us for advice! Read our guide  to the 2015-16 Common App Essay. Read more about  The College Essay Advisors Process. Check out these  Tips for Brainstorming Essay Topics. About CEA HQView all posts by CEA HQ » College Essay News and Tips from College Essay Advisors College Essay News and Tips: CEAs Weekly Link Roundup College Essay News and Tips: CEAs Weekly Link Roundup Welcome back to our second installment of our new series, College Essay Link Roundup!  We had a great time reading up on the latest admissions and college essay news (with a glass of lemonade on our lounge chair, OBVS), and have lots to share with you. Between our last Roundup and now, the internet exploded with commentary on William Deresiewicz’s piece in the New Republic, warning parents not to send their kids to Ivy League schools.  Everyone from the New Yorker, to Salon, to the New Republic again had an opinion. Clearly this is a topic that deserves a good, long  exploration. Might we  suggest that you  talk amongst yourselves? In other, less incendiary, news:  The Onion goes on campus tours with you. Slate Magazine’s Rebecca Schuman wants you to stop right-click-thesaurasizing everything you write.  Otherwise, she will give you the “you keep using that word; I do not think it means what you think it means” talk. Essay-writing tips by an international student for international applicants that can work for domestic applicants too. Hate standardized tests?  Some schools are starting to agree with you. A Boston University application reader listens to the James Brown Pandora station on her “pajama days” reading applications.  How many essay writers just turned on some James Brown right now?  We bet at least half of you are writing in pajamas already. About CEA HQView all posts by CEA HQ »

Research Process, Res 341 - Free Essay Example

Sample details Pages: 4 Words: 1159 Downloads: 1 Date added: 2017/09/14 Category Advertising Essay Did you like this example? Research Process Paper Res/341 Research and Evaluation 1, James Espino, Penni Kjellesvik, Cassandra Kowieski, Takako Tizon May 15, 2010 Lance Milner Research Process Paper Some individuals believe that education and earnings go hand in hand. The lesser the education, the smaller the wages, and thus with a greater education may lead to an increase in wages. The focus of this discussion will involve what the research process entails for the subject of wages and the relationship between education, and wage earnings. This research project will discuss the purpose of the research, define the problem, propose three possible hypothesizes, identify the variables, and define the problem in quantifiable measurements. Additionally, why the research is important, what question the research will answer, and the necessary steps to follow in the research process will clearly be shown. Purpose of Research According to some research studies the level of education that an individual obtains directly correlates to the wages that he or she will earn over his or her lifetime. Don’t waste time! Our writers will create an original "Research Process, Res 341" essay for you Create order The higher the degree of education that a person attains can affect the amount of wages that he or she will earn. Research shows that there is also a difference in wage earnings by males and females who have earned the same degrees. â€Å"The highest paid 10% of male workers with advanced degrees earned $3,260 or more weekly, compared to $2,252 or more for women of the same education level† (Wall Street Journal, 2009). The research suggests that there is an advantage of an increase in earning power by an individual who continues his or her education, and advances the degrees that he or she holds. This research may be important for anyone who is considering whether or not he or she should continue to further his or her education. The time, effort, and expense that a person invests in continuing his or her education may result in producing the potential for a higher income in earned wages in many fields of industry throughout their life. Problem Definition A problem could be any situation where a gap exists between the actual and the desired ideal states. The problem in this case would be what research method to use when trying to see the relationship between education and wages. In order to find the solution to this problem we would need to look at what extent does an individual’s level of education contribute to the earnings of that individual during the duration of his or her career. Simply noting the external factors that will play a role during the investigation is only the beginning. A wealth of information still needs to be addressed. Ultimately the research will determine if a person with a degree will generally earn more than an individual with less education during his or her career. Research Hypothesis After properly defining the problem for the research, the next step is to identify the research hypothesis. In this search of the correlation between level of education and the wages earned, there are three possible hypotheses for the outcomes this research may show. First hypothesis is simply that the higher the level of education, the higher potential of earning. Second hypothesis that higher the level of education and the level of motivation affecting it, greatly influences the potential of higher earnings The third hypothesis is that the higher the level of education and the gender of an individual, influenced by their social background, greatly correlate to the potential earnings. In the three hypothesizes mentioned the variables must be tested to confirm or deny the theories. In the three hypotheses explained above, they share a common dependent variable. The dependent variable in this scenario is the potential wage earnings. Dependent variable or criterion variable is the primary reason for this research (Sekaran, 2003). The independent variables are the level of education and the gender of an individual that affects the earning potential for an individual. Independent variables are known as predictor variables, and they are the cause of influence on the dependent variables (Sekaran, 2003). Social background is another variable in two of the hypotheses, which are identified as the moderating variables. Social background of an individual may affect the influences of the independent variables in the way that his or her cultural differences may affect the way he or she perceives the importance of education, and work ethics. Moderating variables are the third type of variables, which can have an effect on the original relationship between the dependent, and independent variables (Sekaran, 2003). The level of measurement for these variables is a classification as either categorical or qualitative variables. The dependent variable of the wage earnings is a qualitative variable, which is measured on a ratio scale. The independent variable of gender is a categorical variable, which measures on a nominal scale. Level of education is a continuous variable which is measured on an interval scale. Lastly, the moderating variables mentioned above are measured as a categorical variable on a nominal scale (Doane Seward, 2007). Remaining Steps in Research Process The remaining steps for this research project are to examine the current literature available for the subject of wages, earning potential, and evaluate their relationship with gender, social background, and education. In addition to comparing the research literature with other subsequent years, sampling design, data collection, and data analyses steps will be taken. Obtaining further information and analyzing the information gathered may support one of the three hypotheses, or could reveal a different result. Obtaining information specifically for each gender, and social background in relation to education level, and wage earnings, as well as profession will be reviewed, documented, and evaluated for further clarification. Summary This research process paper’s discussion focuses upon researching the topic of wage earnings and their relationship to higher education. The research steps involve, the purpose of the research, describing the research problem and why it has importance, defining the problem, defining the problem with quantifiable measurements, proposing three hypotheses that may result from this research, define operational definitions for each variable, identify the variables to be tested, and define both the level of measurement for each variable, and the measurement scale for each variable. The remaining steps of the research for wages, wages earnings and education are to examine and evaluate the literature available for the most current year and compare with other subsequent years, sampling design, data collection, and data analyses. In concluding this research project we are attempting to prove that the higher the education level an individual has the greater the earning power an individual has. References Doane, D. P. , Seward, L. E. (2007). Applied statistics in business and economics. Boston, MA: McGraw-Hill/Irwin. Sekaran, U. (2003). Research methods for business: A skill-building approach (4th ed. ). New York, NY: John Wiley Sons. Wall Street Journal(2009). Women’s Wages Outpaced Men’s During Recession, https://online. wsj. com/article/SB25572097632690573. html. , retrieved May 14, 2010. U. S. Department of Labor. (2010). Equal Pay and Compensation Discrimination. Retrieved from https://www. dol. gov/dol/topic/wages/educational. htm.

William Shakespeare s Macbeth - 912 Words

Throughout time, in stories, there has always been a part of a story that pretty much makes the whole story. Those could be scenes. One particular form of writing, is movies, they are made up of continuous scenes. One of these scenes or scenes can be very impactful for the whole concept of the movie. One scene that comes in mind would be the â€Å"I am your father† scene from Star Wars. Everyone knows that scene, especially people who are really big star wars fans. That scene is probably their favorite of all time. But anyway, that scene changed the whole story dramatically. Other forms of writing that has scenes would be plays. What I am going to be writing about is Macbeth. The play Macbeth has a lot of very crucial scenes that make up the play and that make it very interesting. However one of the most significant scenes would be the one from act 4, scene two. There are three themes that make this scene so significant, those are: the theme of flight, the theme of manhood, a nd the theme of treason. The first them in this scene is the theme of flight. This scene starts off with Lady Macduff and her son walking on stage. The theme of flight starts with her saying that her husband flew away (Macduff). When she says flight, she means that he went away. The theme of flight is very strong in this scene. When she walks on stage with her son Ross, she says that she isn’t really sure if her husband has any wisdom. She questions it because he â€Å"flew† away with no reasoning. I guess sheShow MoreRelatedWilliam Shakespeare s Macbeth 1363 Words   |  6 PagesMacbeth is without a doubt one of the most captivating plays, in my opinion written by William Shakespeare. Throughout this play there is definitely a numerous amount of things that can catch your attention, whether it is a trio of witches appearing, committing murder, or keeping secrets. However, what really catches my attention is the way Shakespeare uses language and unique style to create a distinct mood, and rev eal characters’ inner thoughts. 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Discussion Board, Jamie Carolyn Free Essays

In the world today, there are a lot of unfortunate people who are suffering due to the conditions that they find themselves in as a result of natural disasters or other unrelated issues. Every human being has the right to have a good life through education, healthy life and income stability. However, this can only be achieved by the existence of humanitarian organizations such as the United Way as some of the governments in these areas are not capable of providing the services. We will write a custom essay sample on Discussion Board, Jamie Carolyn or any similar topic only for you Order Now These humanitarian organizations are not profit making and this means that they survive on grants from other profit making organizations. As Smith et al. (2000, pg 285) says, it is necessary for nonprofit organizations to be honest and transparent in their finances. This is the only way that they will win trust of their donors who provide with finances which help them to achieve their mission. Transparency should not only be on their finances but should also be on the way they govern their organization and the people they hire to provide the services. (Smith et al, pg. 311, 330) Response to Carolyn Posting It is the dream of every human being to have a better life. However, this can only be achieved if one has a constant income which can only provided by a good job. To get a good job, one needs to be educated so as to acquire the skills needed. However, as Smith et al, (2000, pg 309) says, education and skills are not the only things that are needed for a person to get that good job, there is a need to get the knowledge that will help you to prove to the employer that indeed you are the one who should get that job. These are the services that are offered by Goodwill Industries International Inc. Such services require one or the provider to be honest. This virtue can only be given by an organization that does not look forward to some gains from the client. Nonprofit organizations such as Goodwill Industries International Inc. are therefore known to train individuals with utmost good faith. This is known to help them conduct humanitarian and other activities in any type of organization they may be in. (Smith et al, pg 288) References Smith, B. et al. (2000). The Complete Guide to Nonprofit Management. New York: John Wiley Sons, Inc. How to cite Discussion Board, Jamie Carolyn, Papers

Union Management Partnerships Agreement

Question: Describe about the "Union Management Partnerships Agreement". Answer: Introduction Partnership Agreements between Trade Unions and the Management of businesses have become an important aspect of business success. This paper looks at the key successes in union-management partnership agreements in the United Kingdom and Singapore, and then uses recommendations from their success and failures to inform a successful partnership agreement between FDAWU (Food and Drinks Allied Workers Union) and the management of a food manufacturing company. The Trade Union Congresses (TUC) principles will inform the report. Also, the report will analyze the characteristics of partnership agreements, its advantages, and disadvantages with case examples from the UK and Singapore (cut costs to save jobs). The report will also look at the implications of such partnerships for the unions/employees and management. Guidelines on a Flexible and Competitive Wage System will make up the recommendations besides other findings. In conclusion, the report will look at Skills Redevelopment Program as part of the partnership agreement. Background to Union- Management Partnerships Agreements in the UK Union-Management Partnership agreement is a contract between the trade union and the management of the business. The agreement entails the trade union collectively bargaining for the welfare of workers regarding wages, work rules, complaint procedures, benefits, workplace safety, policies, terms of hiring, promotion, and firing, and in turn the management gains by receiving employee flexibility and quality in productivity. In the mid-19th Century, trade unions in the UK were stronger than the Political Labor Movement (Lecher, 1994). In the 1990s, governments in the UK encouraged the voluntary signing of the partnership agreements between workers and managers to promote mutual gain (Goslin Machin, 1993), this partnership was created to enhance more efficient working practices and improve financial performance where employees would gain through better wages and working conditions. In 2011, there were over six million members in trade unions affiliated with Trade Union Congress (TUC) i n the UK. The Food Drinks and Allied Workers Union (FDAWU) were formed in 1964 and was later merged with FBIWU in 2000. This union represents employees in the manufacturing and processing of food and beverages products and catering. Trade Union Congress (TUC) Principles of Partnership Joint Commitment to the success of the business Unions and Employers should recognize each others legitimate interests and resolve differences in an atmosphere of trust iii. Commitment to employment security Focus on the quality of working life Transparency and Sharing information Mutual gains for unions and employers, delivering concrete improvements to business performance, terms and conditions and employee involvement UK case studies Legal general and MSF (currently Unite) Legal General is one of UKs largest financial companies. It employs around 6000 people in the UK. Between 1995 and 1998, individual new businesses and funds under management increased. Legal General donates 0.5% of its profits for social responsibility to charity and non-profits organizations. Previously, union-management relations in Legal General were based on limited forms of engagement. In 1979, Legal General signed a partnership agreement with Association of Scientific Technical and Managerial Staffs (ASTMS). Their relations have since been good. The company even encouraged employees and managers to be a part of the union to ensure balanced representation of the workforce as a whole. The union played a big role in annual pay bargaining, but union-management interactions were limited to only disciplinary and grievance handling. This form of limited interactions promoted adversity and led to two strikes in 1987. Union officers complained that the union avoided important areas and aspects of its responsibility thereby unable to influence staffing levels and the organization of work implemented by management. This led to a decline in membership. The management complained that the union lacked proper and frequent communication with the employees. In 1996, the company decided a change process and a new partnership agreement. They decided to develop a strategy that enhances communication with employees. They decided to replace the old-style adversarial system with a collaborative management approach, and organizational values were emphasizing trust and mutual respect for the contribution of members to employee relations. The company did not throw MSF out, but instead got them involved in decision making. In June 1996, the management and union decided to set up a joint party to develop new principles and goals of the new partnership, and to have certain areas as common ground. In April 1997, they concluded the Partnership Agreement and included characteristics of workplace organizations. The partnerships agreement included mutual legitimization where differing interests are recognized and respected. It recognized the managements right and duty to manage and the unions right to represent its members. The other was the cooperative process where conflicts are to be avoided. Lastly, they agreed on joint decision making and consultation, which accords both parties full and early participation. They operate under the Joint Employment Policy Forum where both parties meet twice a year with equal representation to discuss matters of business results and strategy, rewards strategy, training and development and employability among other issues. Both company and union got positive benefits from the partnership. In 1997-1998, the partners jointly came up with a customer focused approach with more diverse opening hours to cater for customer needs, flexible working hours and greater discretion for customers in certain areas. Another focus was on career development. To date, Legal General funds a company development manager in charge of skills development for the union representatives to ensure greater productivity and knowledge. They also have a Joint Charter of Employee Rights and Responsibilities to enhance performance and accountability. The management promoted a more open and inclusive process with the union. For instance, in 1999, the Union made a presentation on senior management restructuring. Other policies jointly developed were the anti-harassment, whistle-blowing and equal opportunities. The partnerships success has been propelled overtime by communication to members through a newsletter, workshops, and emails. Chal lenges reported were that members fail to see the role and outcome of representatives. Usdaw and tesco TESCO became the largest food retailer in the UK regarding market share. USDAW got very little representation in TESCO. They had a narrow scope of influence and only got consultations after events and after important decisions had been made. They formed a partnership agreement with nine pillars (Baker, 1990). The pillars addressed issues like processes for employment relations to support rapid change, improved quality of representation, communication with all staff, joint problem solving other than an adversarial way of resolving disputes, improved policy implementation and more concern and respect for different cultures and values. It also includes regular joint problem solving and consultation. They use store forums where any staff may be elected although USDAW has one position reserved for its staff. TESCO takes the decisions on issues affecting the business but gives USDAW a major say in managing the impact of changes. The agreement was launched with a booklet entitled Working Together Better: A Real Partnership, which had representatives from store managers and representatives from USDAW. The store briefings increased the membership significantly. The consultative procedures were successful for the partnership between USDAW and TESCO. Characteristics of Partnerships Improvement of business performance (Commercial Success) The core reason for businesses to form partnerships with unions is to improve the performance of the business. They form agreements to foster accountability in both the workers and the employer. Flexible working methods Partnerships advocate for flexible working methods. For instance, pregnant and lactating women require more time for rest. Lactating women need flexible time to breastfeed their newly born. Employees who need time to attend to urgent needs should have it. Employment security Partnerships enhance employment security in the sense that they advocate for fair rules to replace retrenchment with alternative jobs in the company. Development of rewards system related to company performance/sharing in success Partnerships have the aspect of employee reward system where the efforts of employees are recognized and rewarded. Improvement of communications systems Partnership agreements focus on improving communication systems between the workers and the management. The representatives of the unions create a link between the workers and the management (Clarke, 2009) Achievement of single status for all employees through the harmonization of terms and conditions All employees enjoy similar working conditions irrespective of the position held. Partnerships create agreements that harmonize terms and conditions for employees Agreements over payments Payments determine the performance of employees in certain instances. Hence, the union-management partnerships ensure that agreements about payments are created between the employers and the employees. Advantages of Union-Management Partnership Agreement To Union/ Employees Improved rewards and working conditions The union represents the grievances of the employees thereby pressing the management to provide good working conditions with rewards for those who deserve applauding. Positive relations with supervisors Union- Management partnerships enhance positive relations between the management and employees. The representation of employee grievances and needs to management promotes concern and fair treatment by supervisors hence healthy relations (Bennet, 2013). Enhanced employee consultations and involvement Partnerships require that employees are involved all matters affecting them and that they have the power to make decisions over such matters. It, therefore, increases their involvement in consultations before decisions are made (Holgate, 2013) Greater job security Positive relations between management and employees create concern for their welfare and chances for such benefits as skills development. Chances of retrenchment are also reduced. To Employers Less time spent in grievances/ Improved morale and committed staff Employees become satisfied with their working conditions and services offered at work. They shift their focus from complaining to productivity Better decision-making The management involves the employees in, making decisions that affect them. The union also represents the needs of the employees to management and vice versa. This way, an inclusive decision-making process is created. A higher skilled workforce Partnerships encourage skills development of the employees. The management, therefore, benefits from a higher skilled workforce with a well skilled and equipped workforce. Disadvantages Duplicity and partial/ partial commitment by management Partnerships duplicate the work of management by the union. The management, therefore, may not fully commit itself to its work. External shocks such as product market turn down/ corporate takeovers Worker rejection of acquiescence Possibility of work intensification Make may become too much for the employees since they are expected to perform. Pressure resulting from achieving highly could intensify the amount of work. Limitations of Union- Management Partnerships Union- Management partnerships are beneficial but have their limitations too. Some of the limitations are that the union may want to take a good portion of management roles. Management is therefore left with limited roles to play as the union gets involved. The management may also have limited privacy in managing its affairs buy involving the union in managerial matters. Singapore Case Study (cut costs to save jobs) The tri-partite partnership in Singapore came about after decades of adversarial and confrontational industrial relations. The National Wages Council (NWC) established in 1972 was the first tripartite institution in Singapore which brought together the Government, employers and workers to formulate wage guidelines, achieve orderly wage increases and to prevent wage disputes which could hinder the process of industrialization (Lim, 1999). The agreement was based on trust and understanding among the three partners. Different committees and task forces were formed. Some of them are Committee on the Employment Act, Retirement Extension Age, Retrenched workers, Portable Medical Benefits, Wage Restructuring, Flexible Work Schedule, and Community Engagement at Workplace, etc. The Singapore Tripartism Forum (STF) was launched in 2007. The Economic Strategies Committee also addresses broader issues of social representation in partnerships. The major tripartite actors in Singapore include the Ministry of Manpower, National Trades Union Congress, and the Singapore National Employers Federation. These bodies pursue a partnership and problem-solving approach addressing and finding solutions to employment and industrial relations issues. Values for Social Dialogue Shared Responsibility The tripartite partners are committed to working together and sharing responsibilities. The Government provides a favorable working and investment environment for businesses; the workers ensure their continuous development by upgrading their skills and learning while the employers create well-paying jobs while adding their value. Common Understanding The tripartite agreement enhances common understanding where all the members involved are given the opportunity to air out their concerns. They promote regular dialogue and formal and informal information sharing to engage all members and put their concerns at the center of the partnership. Mutual Trust and Respect Over the years, the partners have developed mutual trust and respect that has enabled favorable working conditions. Partners have leaned to trust each other and build confidence among the members. This kind of respect and trust enables open sharing of ideas and building of consensus. Mutual Benefits The tripartite agreement aims at promoting mutual benefits for all the members. The Government formulates and implements industrial and employment policies to achieve social and economic goals for the benefit of both the members and the people in general. Workers enjoy economic gains while the employers get favorable conditions to run their businesses. Continued Efforts The members of the tripartite union believe in continued efforts where every partner improves their quality of output and for the good of everyone. They work hand in hand to bear beneficial fruits and take into consideration the struggles of fellow members. The main tripartite institutions in Singapore are the National Wage Council, Singapore Workforce Development Agency, Employment and Employability Institute and the Tripartite Alliances for Fair Employment Practices. Jobs Credit Scheme Under this scheme, the Government assists employers with their wage bills by giving 12% cash grant on the first $2500 of each local employees monthly wage. Employers who have paid the Central Provident Fund contributions are guaranteed of the jobs credit. Tripartite Guidelines on Managing excess manpower These guidelines provide other alternatives to employers other than retrenchment. It suggests redeploying workers to alternative areas of work within the company, sending them for training and implementing temporary lay-off or a flexible work schedule (Lee, 2011) The United Workers of electrical and electronic industries together with Murata Electronics Singapore Limited are examples of companies that underwent crisis recovery action through the tripartite agreements provisions. Recommendations for Union-Management Partnership Agreements Flexible and Competitive Wage System A flexible and competitive wage system enables companies to make quick decisions on wages. This kind of wage system ensures that the wage reflects the value of the job. Wage increases here reflect company profitability and individual performance. It ensures that wage increases are not given on permanent basis and that the workers have a stable income. The food processing industry and FDAWU should consider creating a partnership with this kind of wage system. It will help regulate remuneration and wages. Skills Redevelopment Program The skills redevelopment program provides opportunities to specific staff and employees to gain from skills training activities in their jobs. Certain employees who have been selected for skills development benefit from training which boosts their skills and knowledge in certain areas. Instead of firing employees since they lack certain skills, the employers should engage them in such skills development programs (Harrison, 2009). FDAWU and the food manufacturing industries should form partnership agreements and include skills redevelopment as one of the elements of employee benefits. Implications of Partnership Agreements for Management and Unions/ Employees Unions/ Employees According to members of the tripartite agreement in Singapore, they believe that tri-partism delivers outcomes. Workers can share in the process of economic benefits and development. Great improvements have been made in the lives of the workers, their jobs, wages, and welfare. The workers believe that tripartite cooperation is an effective way of improving the quality of life for them. Employers For employers, the tripartite system is a flexible and effective way of delivering results. The tripartite agreement helped businesses recover from the economic recession with tangible outputs. Employers believe that the tripartite system promotes sustainable and inclusive growth. Conclusion Union- Management Partnership Agreements have proved to have beneficial outcomes for the members involved. In the United Kingdom, the merging of Trade unions with management to run and operate businesses brought more of profits than losses to the companies. In the long run, all the involved parties gained, with the unions and employees enjoying representation in matters affecting them while the management received quality results from the workers with minimum supervision. 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