1. UK employee relations has seen significant changes over the last 30 years. Evaluate the importance of these changes and how these may influence future developments.

Managing employee
The last 30 years has seen major changes in the context of employee relations within UK organizations. The factors that have had the most significant influence on these changes are political, economic, social and technological. We will try to identify what particular influences these factors have had on employee relations over the last 30 years. To do this we first need to define the meaning of employee relations, which can be defined as according to Rose (2004):“the study of the regulation of the employment relationship between employer and employee, both collectively and individually and the determination of substantive and procedural issues at industrial organizational and workplace levels.
The social factor:
30 years ago, the conventional approach to employee relations was centered on the trade union behavior, collective bargaining, industrial disputes and UK government-trade unions relationships. Trade unions were regarded as workplace adversaries negotiating with employers and also as social partners expressing an “employee view” on economic and social matters, particularly with through trade unions congress, to governments. Collective relationships were seen as adversarial. The employer/individual employee relationship was perceived as secondary. The context in which the employee relations game took place was one of full employment. Moreover the employers-propose/union oppose approach seems to have less relevance to today’s employment relations. The institutions of trade unions, collective bargaining procedures