Research Paper on:
National Differences and Employment Relations

Unformatted Sample Text from the Research Paper:
increased general knowledge. Traditionally each country has managed employment relations in its own way, which reflects local customs and values as well as the general societal structure. It has been  argued in recent years that the difference may either disappear as the scenario become more homogenous, or benefit from the difference using the divergence to create competitive advantage. The development  of international trading relations cannot fail to have an impact, but looking at the evidence it appears to be mixed, with some national difference remaining and other disappearing.  In looking at this more carefully there are two main model presented, those of convergence and divergence (Ralston et al, 1993; 249). There are augments  in favour of each model and evidence to support to occurrence of each. The convergence model is one that arguments as economies become closer convergence will occur. There are many  ways this is seen as happening, increased pressures for standardised systems. This can be seen clearly in the emerging economies argument, where developing countries are expected to take on the  economic models of the west with capitalism and free enterprise, this will create the same pressures on the employment relationship as seen in the west. The model is therefore seen  as developing creating a convergence (Bond et al, 1985; 352). The opposing theory of divergence looks at this in a different way.  It is known that national cultures and ethnic cultures can be so string that they will transcend national boundaries and become a strong social force. The divergence theory does not  deny the international pressures and influences, however, it argues that the culture is so string this will be a greater impact, and as such it cannot fail influence the management