The paper 'International Institutions and Employment Relations ' is a perfect example of a Management Essay. Employment relationships are all about maintaining good, positive working relationships between employer and employee to ensure employee satisfaction and high morale. Employment relations are especially important in ensuring that a mutual relationship exists between the two. On the other hand, the employment relationship system can be described as a guideline to how employment relations should be structured and look like in a given country or state (Bamber, Lansbury & Wailes 2011). Because of the interrelationships that exist among different countries and affiliations to various international bodies such as the International Labour Organisation (ILO), many countries have been forced to introduce employment relations policies that conform with international standards and are agreeable to other member countries.
The ILO for instance has been instrumental in influencing its members to enact employment relations policies that uphold social fairness in the workplace. This can be demonstrated through the Philadelphia Declaration of 1994, the Rights of Work of 1998, and the ILO Declaration on Social Justice for a Fair Globalization on June 10, 2008 (International labor Organization 2008).
The ILO upholds such values as integrity, work ethics, social equity, justice, fairness, diversity management, and equal employment opportunities for all. The ILO declarations have continued to influence employment relationships in different countries, the latest example of which is Saudi Arabia. Saudi Arabia has been at the forefront in enacting and upholding various values put forward by the ILO in the workplace both in the private and public sectors. ILO landmark declarations have been used in Saudi Arabia to emphasize the need to ensure progress in terms of justice in the country’ s workplaces.
The country has committed itself to champion the ILO’ s goals by ensuring that a Decent Work Agenda is advanced. The Decent Work Agenda, as provided for by the ILO, aims to promote fair globalization and accelerate the process of institutionalizing social fairness at country level (Bamber, Lansbury, & Wailes 2011) . Because Saudi Arabia has a high birth rate, creating employment opportunities for all has been a source of concern for the government for many years. According to Saudi Arabia’ s Labour Regulation, the country should be working towards ensuring that employment contracts are made based on the interests of the employer and the employee.
The contract for employment in Australia before the enactment of the Labour Regulation of 2005 was done casually, and employers were allowed to inform prospective employees about contracts through word of mouth and not in writing. However, since the enactment of the Labour Regulation of 2005, employers are legally obliged to enter into written contracts with prospective employees. This is especially important in ensuring that contracts with employees are not terminated unfairly and information for pursuing fairness and justice is not interfered with.
Entering into a written contract has helped many workers in the country to ensure that their rights to work are not violated by their prospective employees. This is because, before the Labour Regulation of 2005, employers could clearly state terms of employment, such as duration of employment, wage rate, time of payment, other accruing benefits, and whether probation applied in the contract. This kind of situation gave absolute power to employers in the Kingdom of Saudi Arabia to take advantage of the country’ s large workforce.
It is important to note that in Saudi Arabia currently some of the employment terms such as working hours, leave, holidays and the process of terminating employment are not dealt with in the contract but according to the Labour Regulation, thus ensuring consistency in all workplaces Bamber, Lansbury, & Wailes 2011). The Labour Regulation of Saudi Arabia now provides for normal working hours to be eight hours for six days a week, and an extra 48 hours worked per week must be compensated for at overtime rates, except in some areas of work such as catering.
According to the ILO, recommended working hours should not exceed 48 hours a week and any extra worked hours should be compensated accordingly. With the enactment of the ILO Declaration of 1944 and 1998, employees were not protected from working long hours without pay (International labor Organization 2008).
Bamber G., Lansbury, R. & Wailes N. (2011). International and Comparative Employment Relations: Globalisation and Change, 5th Edn. Sydney: Allen & Unwin.
International Labor Organization. (2008). ILO Declaration on Social Justice for a Fair Globalization. Retrieved August, 2012