Case Study Of Barclays And Unifi Case

Kelly (1998) and Martinez-Lucio and Stuart (2000) highlighted the manager’s motivation of choosing the partnership strategy as a vital influence factor respectively. And from the employer perspective, one of the crucial motivations to apply partnership can be limiting the risks stirred up by the trade union.

It is commonly accepted that the workplace partnership will moderate the trade union movements and enhance the ‘stability’ of employment relations. During the partnership, the company will pay more attention to the working life of employees and may have to compromise with the trade union to provide better job security. But in return, the action of the trade union will be eased off. And this will avoid most of the risks that the trade

According to the Barclays and Unifi case, it is truth that many of the interviewed Barclays staff is satisfied with the partnership relation with employers. But some of the experienced trade union officers believed the partnership in fact is undermining the unionism in workplace and limiting the movement of members. Because the union officers are accepting more business situation of the company, they trade union can always point out and modify the problems already happened in company but they have lost the ability to think in the opposite way from the management and create the new demand of staff or initiate the reform in the company (Wills,

Thus on one hand, the training will help the company to improve the skill of employees, on the other hand, this will enhance the employability of workers. Originally, the managers only provide the training and coaching when the business strategy needs more skilled workers. Hence, in order to get more chance for employees to improve their employability, the trade union have to get involved in the training system. The trade union are providing the trainings as well as life long learning to employees to benefit both the individuals and the organization. (Munro and Rainbird,