Unitary And Pluralistic Frames Of Reference Essay

According to (Bray, Waring, & Cooper, 2011), the first strength of pluralist form of employee relationship is that it diffuses of power among the bargaining parties in that no party has total control over the others. This relationship involves people with different goals, aspirations and interests, which differentiate them from each other. On the other hand, the power and the authority of the groups involve have similarity to an extent that no sole party can control the others. This form of relationship leads the employees to be exempted from suppression by the employers. Employees or the management, on the other side, should not anticipate suppressing any opinion or ideas of the employees that might conflict with other organizational goal. This form of employment relationship mainly aspires to unite conflicting opinions, ideas and goals, thus, keeping the conflict within a considerable and acceptable bound. As a result, in any case the conflict cannot interfere with the organization goal of the

There is a positive relationship between HRM practices, organizational commitment and organizational behavior (Arnett and Obert, 1995). All HRM practices and initiatives are applied for attaining the same organizational objectives. HRM perspectives can be substantiated as the acceptable or incorporation concept (Sivasubramanian and Koreck, 1995).

Whilst the objectives of trades union have traditionally been to maintain and improve the conditions of their worker members, this has more often than not, manifested itself in a conflict and struggle with the “political systems” adopted by the hierarchy of company management. This is certainly evident in the conflict at Riverside. What adds another dimension to the situation is the family connection that exists between Steve and Rod.

This essay will answer the three essay questions put forward. Firstly, it will briefly explain what is meant by employer militancy. It will outline the main features of the aggressive approach adopted by employers in their relations with trade unions since the 1980’s. Secondly, this essay will describe the changes in employer actions towards unions. It will outline the different phases that have

Todd (2012) has interviewed employer association representatives and examined their public statements and submissions. From her research, she questions whether the changes to the industrial relations system that employer associations advocate would enhance productivity. With regard to issues such as penalty rates and job security, there is evidence that these relate to cost cutting and enhanced managerial prerogative rather than productivity. Discuss

From this perspective, trade union is perceived not necessary and the role of it is creating conflict, and it is seen an unwelcome intrusion into the organization from outside competing with management for the loyalty of employees (Rose, 2004). Trade unions exist either as the result of wickedness or perverseness of individual employees, or because of a failure of management to anticipate and incorporate worker needs and concerns (Bray, Deery, Walsh and Waring, 2005).

There are three approaches to industrial relations. Unitarist, an advocate of a unitary system of government. It is a more flexible approach, with less laws and law choice. Pluralist allows compromises and a strong government

To think critically, it is necessary to clear the mind from all positive and negative thoughts about certain subject that the argument involves, and to be open-minded towards from the opposing side. The human mind is designed to form thinking and beliefs based on one’s perspective and what they have experienced in their own personal lives. Being so, the major obstacles that form the frame of reference in human’s minds and limit individuals from deeper thinking can be determined as lack of understanding, bias from previous life events, and cultural beliefs. One of the most obvious and prominent examples that demonstrates bias due to a person’s own frame of reference is the never-ending contrast of beliefs from Democrats and Republicans. Liberals typically tend to take the “pro-choice” stance on the issue of abortion while on the other end, Conservatives view the topic of abortion as in favor of the fetus, or “pro-life.” When facing very opposing opinions towards a topic like this, these both sides will typically never change their viewpoint on the issue and firmly stick to their

Analyse management’s approach to employee relations in your organisation making reference to appropriate academics models (1,023 words)

This article examines union response to employee’s needs and concerns. The writers finding suggest that in the short term, unions adopted a strategy of compliance and requirement through the development of hybrid forms of voice, such as staff consultative committees. They further understand that non-union forms of employee representation may not allow employees to express dissatisfaction with the workplace because of employer retaliation. Unions, the research explain would seek to dominate these committees by ensuring that their members were elected as staff representatives, thereby safeguarding the dominance of union voice. The non-union employee representation that was created, however, was constrained as an expression of employee voice. Despite this constrain unions have actively involved in establishing representative structures that given exposure to a broader set of organizational issues than those normally covered during collective bargaining. However, where unions have been weak or entirely absent from the workplace, employers were motivated to instigate alternative voice mechanisms through non-union representative bodies in order to channel dissatisfaction, facilitate communication and encourage

Management (HRM)? – What is it? – How do you define it? • Turn to the person next to

Industrial Relations or Labour Relations is an expression used not only for relationships between employers and Trade Unions, but also for those involving Government with the aim of defining policies, facing labour problems. The concept of industrial relations has a very wide meaning and connotation. In the narrow sense, it means that the employer, employee relationship confines itself to the relationship that emerges out of the day to day association of the management and the labour. In its wider sense, industrial relations include the relationship between an employee and an employer in the course of the running of an industry and may project it to spheres, which may transgress to the areas of quality control, marketing, price fixation

It makes it realistic by motivating the workforce, developing commitment in them and improving communication.(Armstrong M,2003) Traditional Personnel management deals with short term planning and controlled externally. With employee relations’ perspective, it has low trust and less communication. It has lot to do with labour management.(limited to the people and not deals with strategy) On the other hand, HRM emphasizes that employees are critical to achieving sustainable competitive advantage and is central to organisational strategic performance.(Bratton and Gold,1999).HRM plays great role with organisation’s corporate strategy. But to do this, all HR strategies must be integrated and must be in line with overall business strategies.(Lecture Notes,2004 Topic 1)

Marxism and Labour Theory - The Conflicts between Employee and Employer 1. Introduction 1.1 Overview on the essay topic To organisations, employees (labours) are wonderful resources, because they are compact and multi-purpose, capable of simple manual tasks or dealing with complicated machines, most importantly, they are the profit maker for their employers. However, there is always a problem between employees and employer. Any attempt to manager in a humane way, by consensus, is doomed to failure because of the irresolvable conflict between employees and their employers.

Theories of management date back to the beginning of times. Every aspect of life contains some form of management. From managing oneself, to managing employees, to managing an entire corporation, management is a key part of life. Over time different theories have been developed and have evolved. Some of the first theories ever explored include the administrative management theory and the scientific management theory. While both of these theories were studied in depth, I believe that one of the greatest theories to ever arise deprived from the Neoclassical Theory of Management, the Human Relations Theory. As previously mentioned, the Human Relations Theory was part of a larger movement called the Neoclassical Theory of Management and was created to provide a new environment and approach to employees in their workplace. Its origins date back to the early 1920’s from a man by the name of Professor Elton Mayo, who began to start the research that would later bring the Human Relations Theory into play (Perry,Gail).