Developing an Analytical Approach to Industrial Relations Policy

929 WordsJun 19, 20184 Pages
Using theoretical frameworks outlined in the lecture given in week 3, explain to Ms CCCCC the different ways in which the employment relationship can be conceptualised Dear Ms CCCCC, firstly we want to define what industrial relations is. An industrial relations is a policy that approaches the employees, and acts as a reference for the management, where the actions that underlies the industrial relations is set by a formal authority in the organisation (Brewster, Gill, Richbell, 1981). The legislation of industrial relations, Fair Work Act 2009 is important, as it has a goal to create fairness with obligations and rights between an employer and employee. Any changes or development in the legislation will have obvious impact on the…show more content…
Each has their own objectives and leaders, with their own legal loyalties. There are two important and major groups within pluralism, trade union and the management. The trade union are handling in the best interest of the employees, and is therefore fundamental. Thereby, we have Radical or Marxist, where the industrial relations are looked at as a society of capitalism. The management has their own interest compared to the employees, and therefore conflict between an employer and employee is inevitable. They are also against HRM, as they look at it as manipulative of the workers. Trade unions is a reaction and exploitation to the management, and working towards a radical change in the society. Therefore Ms CCCC it is important to accept and respect that the employment relationship is interdependent, a psychological contract Rousseau (1990), which means that the contract is mutual, and there has to be cooperation on both of the sides. I would say, to acctually conceptualise the employment relationship, I would recommend to take actions and decisions that can create trust between your relationship. There will be positive impact when there are higher level of trust in an organisation, and increases loyalty. I would also say that employer branding and segmentation is important, where it can make the work for the employer more personalised, and the effort to understand, negotiate and acctually do the work more efficiently increases.

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