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Chapter II Body 2.1Cause 2.2 Analysis Chapter III Conclusion In summary, although CLF was an important means for Britain to adjust labor relations, it was not always so important. For example, In the 1970s, the restrictions towards rights of trade unions has led to the reduction of importance of CLF. As what Clark (1985) has mentioned that, whether CLF is important depends on the British government's leading role and whether the power of the two sides of labor relations is balanced. When labor unions are powerful, the government will be in favor of limiting the right of trade unions’, the importance of CLF decrease. When the rights of trade unions are limited too much, the government will relax the control towards trade unions, the importance of CLF will be increased. Since the late 20th century, the important reason that leads to the reduced importance of CLF lies in that the development of new economy has caused great changes in labor relations, and the own characteristics of CLF do not match with the new features of labor relations well. Therefore, the viewpoint which holds that CLF has now been rendered increasingly redundant by a whole raft of statutory employment rights is reasonable to some extent. But whether we can negate the role that CLF plays in the adjustment of labor relations in the future, the answer is no. As the ideological soul of CLF is the principle of voluntarism. Voluntarism reflects the UK's traditional culture, even if the approaches of CLF aren’t used to resolve disputes in future, the principle of voluntarism will be applied to the process of resolving disputes. Moreover, although modern economy has changed dramatically, numbers of companies like traditional coal mining enterprises have been reduced, in modern automotive manufacturing, mechanical engineering, metal and electronics industries, there are still a lot of labor, these companies still need the forms of CLF in resolving disputes. Therefore, it is certain that the importance of CLF has been reduced, but it isn’t redundant, it still plays a coordinating role in the settlement of labor relations. References Clark, J. (1985). 'The Juridification of Industrial Relations: A Review Article. Industrial Law Journal, 14(2), pp. 69-90. Davies, P. and Freedland, M. (1993). Labour Legislation and Public Policy. Oxford: OUP, pp. 384. Deakin, S. and Morris, G., (2005), Labour Law, London: Hart Publishing, pp.13. Fosh, P., Morris, H., Martin, R. and Undy, R. (1993). Politics, Pragmatism and Ideology: the “Wellspring” of Conservative Union Legislation. Industrial Law Journal, 22(1), pp. 14-31. Freund, K. O. (1954). The System of Industrial Relations in Great Britain. Oxford: Blackwell, pp. 44. Kessler, S. and Bayliss, F. (1998). Contemporary British Industrial Relations. London: Macmillan, pp.14. Turner, H. A. (1969). The Donovan Report. The Economic Journal, 79(313), pp.1-10. http://www.51lunwen.org/AmericaThesis/2011/0523/1151529322.html Anonymous. (1999). Carmichael and Another v. National Power Plc [1999] UKHL 47; [1999] 1 WLR 2042; [1999] 4 All ER 897 (18th November 1999). Available online: http://www.bailii.org/uk/cases/UKHL/1999/47.html (Accessed Nov 11, 2011). Anonymous. (1984). Cresswell v. Board of Inland Revenue. Available online: http://pntodd.users.netlink.co.uk/cases/cases_c/cres_irc.htm (Accessed Nov 12, 2011). Nick, W. (2003). Diversity in the Management of Employee Relations in the Hotel Sector in South West England. Available online: http://www2.uwe.ac.uk/faculties/BBS/BUS/Research/CESR/ESRU%20Archiveewp8.pdf (Accessed Nov 14, 2011). |
