Chapter 10 Employment Relations copy

11621 WordsNov 17, 201447 Pages
10 Employment Relations Chapter Objectives v To outline alternative perspectives on power and authority in the employment relationship v To outline the relationship between HRM and employment relations v To discuss key trends in employment relations, particularly trade union decline and the rise of non-unionism v To outline the notions of employee ‘voice’, employee involvement and participation v To discuss the various means by which employees can be given a voice in organisational decision-making and the rationale for doing so v To introduce ‘partnership’ approaches to employment relations. Introduction In broad terms, employment relations is concerned with the theory and practice associated with the management and regulation of the…show more content…
unitarism and pluralism can also be understood 276 10-Wilton-4081-CH-10.indd 276 HRM IN PRACTICE 25/08/2010 3:15:23 PM 10-Wilton-4081-CH-10.indd 277 Table 10.1 Perspectives on the employment relationship Ideology Power Conflict Processes Unitarism v Organisations are viewed as unified entities v All parties have common objectives v Unilateral decisionv Conflict is unnatural/ making by irrational management v Where conflict exists, it is the result of trouble- v Employer actions and legal initiatives makers or agitators, to contain or misunderstanding or suppress conflict mis-communication are legitimate Pluralist v Conflict is inherent, unavoidable and, within limits, legitimate and healthy v ‘Industrial action’ is a legitimate expression of conflict Radical/ Marxist • Primacy of ‘managerial prerogative’ • Management as single source of authority • Employment relationship is essentially consensual reflecting common interests • Management leads but v An organisation its authority can be comprises a coalition legitimately contested of different sectional and questioned interests and groups • Power relations are v Parties have both fluid and the relative shared and diverse ‘dominance’ of parties interests and can change over time objectives Trade unions v Trade unions are viewed as either unnecessary or illegitimate v Management must have the freedom to operate in accordance with the dictates

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