Research Paper on:
UK Rewards and Payment Systems

Unformatted Sample Text from the Research Paper:
fighters dispute. However, the way that pay in terms of the actual money, as well as the rewards system is used can be seen as an area of developments.  In terms of pay there has been a change. There are minimum wage rules that need to be abided by, but after this it is down the to employee employer  relationship. The way the level of pay has changed. In the past the main paradigm was one where all individuals undertaking the same job were paid the same amount. This  was seen as fair and equal. The pay barging was often undertaken with the use of collective paradigm. From an age of unionism  and collective bargaining we have seen the evolution of individualism in the workplace, which is reflected in the separate contracting of individuals and the attitudes of both employees and employers.  It has been said that this can be interpreted as the concept of collectivism being seen as out of date and the evidence, at first glance, appears to corroborate this  assertion. The way that wages are now negotiated, for the main part has left the hands of the union. There are unions that still are active, from the teachers unions  and the NHS through to the fire-fighters and the policies. Moreover, when we look more closely, we can argue that collectivism is not out of date, but that is  it is a particular style of collectivism that is now dated and that the new way forward should be a new form of collectivism based on co-operation and consensual practises,  rather than the adversarial style which marked the 1970s in the United Kingdom or the loss of collectivism although. The role in determine pay levels is therefore less, but there