代写被发现-Employment relations in Europe。European employment relations have had a very interesting history where all countries have had their influence on each other and the laws are made according to the right interpretation formed. Western Europe has been a model for social development involving practices such as welfare state, wage regulations, and strong associations. This particular western European model of working led to less inequality, high productivity, high stability, and high growth in the civil society. However, this model of social development was also been said to be too rigid and the prime opponents were the capitalists who were inclined towards economic growth and nothing more important than others. 欧洲的就业关系有一段非常有趣的历史，在这段历史中，所有国家都相互影响，法律是根据正确的解释制定的。西欧一直是社会发展的典范，包括福利国家、工资条例和强有力的协会等做法。这种特殊的西欧工作模式导致了公民社会中较少的不平等、高生产率、高稳定性和高增长。然而，这种社会发展模式也被认为过于僵化，主要的反对者是倾向于经济增长的资本家，没有什么比其他因素更重要。
Employment relations have their fair share of similarities and differences as all counties have a different background which then is reflected in the laws that are formed under the basis of the cultural, religious, and economic background of the people of the country (Rose, 2008). For example, one country may have a strong hold in the laws which allow workers to bargain easily and other country may not allow easy bargain but the state may intervene in such incidents. One country may have a poor enforcement of employment laws and this can make the relation more severe and detrimental to growth, while come country may have a very high enforcement value and the employment relations may be very prosperous and progressive.
The employment relations in Western and Eastern Europe is much different as they all hail from a different background of social, political, and economic development. In some countries, the industry or a sector is more engaged with workers and provides freedom and flexibility in working but in some countries the health care rights of the workers are covered more (Bechter, Brandl and Meardi, 2012). Thus, the employment relations are more different and similar in European countries.
The national stereotype that is described in European countries is different for France and Sweden. France has been stereotyped in the statism phenomenon and Sweden in the social democracy type. This typical stereotype has been the reason of the history of these two countries in terms of their employment relations. France has an extensive legal framework and undergoes frequent changes in laws and amending it when required for growth related strategies (Dufour, 2007). Sweden has a thin legal framework with a linear hierarchy indicative of time consuming processing in making decisions. France has been able to intervene directly and extensively through its legal rights, whereas Sweden is more of a welfare state inclined to the stereotype of being a social democracy and thus has an indirect intervention strategy. The collective bargaining parameter of France is still underdeveloped and has to undergo multiple layers of consultations before announcing a change, but Sweden has a very strong collective bargaining power represented by the company and industries. The employee and union relations is more controversial and adversarial as it does not have a strong mechanism to support the prosperity of healthy relationships (Martin and Bamber, 2005), whereas Sweden is mostly unionised and has very strong foothold in the unions of workers and how they together make the environment more socially equitable.
西欧和东欧的就业关系大不相同，因为它们都来自不同的社会、政治和经济发展背景。在一些国家，行业或部门与工人的关系更密切，在工作中提供自由和灵活性，但在一些国家，工人的医疗保健权利得到更多的覆盖(Bechter, Brandl和Meardi, 2012)。因此，欧洲国家的就业关系更加不同和相似。
欧洲国家所描述的民族刻板印象与法国和瑞典不同。法国被定型为国家主义现象，瑞典被定型为社会民主主义类型。这种典型的刻板印象是两国在就业关系上的历史原因。法国拥有广泛的法律框架，在增长相关战略的需要下，法律经常发生变化和修改(Dufour, 2007)。瑞典有一个薄的法律框架，其线性层次结构表明决策过程非常耗时。法国一直能够通过其合法权利直接和广泛地进行干预，而瑞典则更多地是一个福利国家，倾向于成为一个社会民主主义的定型国家，因此具有间接干预战略。法国的集体谈判参数还不发达，在宣布改变之前需要经过多层磋商，但瑞典的集体谈判能力非常强，以公司和行业为代表。员工和工会关系更有争议的和敌对的没有一个强大的机制来支持的繁荣健康的关系(马丁和Bamber, 2005),而瑞典主要是工会和工会的工人有很强的立足点,以及他们如何在一起使环境更为社会公平。
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