Employment Relations Theories

2860 Words Apr 16th, 2006 12 Pages
Employment Relationships- Problems and Perspectives
The employment relationship is the heart of any industrial relations system. It is the relationship between the employer and the employee. A successful employment relationship has always been the foundation of any successful business or organisation no matter how big or small. Variety of philosophers and writers of management have written a lot of theories relating to employment relationship. These theories have changed vastly from the classical era to the modern era, addressing issues that have evolved through changes driven by the nature of work, technology, and globalisation. Managers have adapted diverse management styles as the time has passed by which reflect the
…show more content…
The formation of these institutions and trade unions helped the employees on a limited base that included areas like wage bargaining or conflict of interests between employees. The increased level of trade unions and institutions were beginning to be questioned and were blamed to have contributed to the low levels of productivity in British companies.
Fredrick W. Taylor (Scientific Management) The essence of all these classical theories of management styles is that there exists a single, best approach to management, and the research was aimed at finding this best approach. One of the recognized theorists was Fredrick W. Taylor. His purpose and idea was to maxamise efficiency, he believed that ‘the principal object of management should be to ensure maximum prosperity for the employer, coupled with the maximum prosperity for each employee. He considered that the best approach was for the employee to fulfill optimum goals, which would result in higher wages for them, and managements' gain will be higher productivity. Therefore the employee himself will work harder and try his level best to produce more since he is getting financial benefits for doing so, this was his differential piece-rate system.
Elton Mayo(Human Relations Movement) Various other theorist included Henri Fayol, Max Webber, and Rosemary Stewart, but one of the standouts was Elton Mayo with his Human relations approach to management. Elton Mayo opposed the writings of Taylor and
Open Document