foundation of HRM

Perspective is defined as “a point of view.” From perspective, views can be altered, opinions can be created, and lives can be changed. Throughout the literature that we have read this school year, perspective is a cause of the all the conflicts. Perspective is the way that a person views a situation or another person, which leads to a positive or negative relationship.

• WHAT YOU SHOULD KNOW How an employer and employee (you) are governed by the terms and conditions contained within a contract of employment (this may not be in writing). •

Bennett-Alexander, D., & Hartman, L. (2009). Employment law for business. (6 ed., pp. 247-249). New York, NY: McGraw-Hill/Irwin.

Employment Law helps to govern the relationships between the employee and the employer with relations to guidelines.

It is important to establish the nature of the employment relationship as this is key to determining the employment rights to which an individual is entitled. In employment law a persons employment status helps determine;

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

Over the last two centuries the relationship between organizations and their employees have changed as the result of interactions between the two groups and in response to changing governmental legislation. During this period, labor unions arose to advocate for workers and address the inherent power imbalance between individual workers and organizations (Thornton, 2013). In workplaces were unions represent employees, Foss (2008), defines labor relations as the “ongoing interchange between the union and the employer that identifies their common and specific interests and creates mechanism to clarify, mange, reduce and resolve conflicts over their specific interests” (p. 1). The legal framework governing the practice of labor relations is

PA402: Employment Law Unit 3: The Employment Relationship - Shewin Memorandum Your Course Project: Read About the Shewin Memorandum

When an employee starts a new company, there are several external and internal factors that impact on the employment relationship. Relationships affect both management and worker’s performance. The quality of these relationships have an effect on the organisation.

Employment contracts are encased by many legal frameworks which significantly influence the how the contracts are interpreted and enforced. These legal frameworks include tests used by courts to determine who is an employee and how these tests were altered by the Pointe-Claire v. Quebec case trialed by the Supreme Court of Canada,

When looking at the laws that relate to the relationship between an employer and employee its clear to see that they have changed dramatically over the past few years, and there is now a difficult framework provided by UK law and

Maintaining a strong employer and employee relationship can be the key to the ultimate success of an organisation. It is known that if a strong relationship is in place employees will be more productive, more efficient, create less conflict and will be more

An employment relationship describes the dynamic, interlocking economic, legal, social and psychological relations that exist between individuals and their work organizations. Palgrave Macmillan (2013), Glossary [online] Available at: < http://www.palgrave.com/business/brattonandgold/glossary/glossary.htm> [Accessed 17th September 2013]. Factors that impact on this relationship both have a detrimental effect to the running of a business. I will focus on two internal and two external. These being:

At the two furthest ends of the spectrum MacNeil (1985) identifies the two types of contract that underpin the employment relationship, transactional and relational. A transactional contract is a means to an end view, it denotes an attitude of ‘money comes first’, working in order to get paid and receive other work benefits. They aren’t concerned with being a ‘good organisational citizen’ or going the extra mile to stand out. Their only concerns are being paid and receiving their holidays. It is a contract based on fairly specifiable obligations.

The history of HRM had its beginnings in the early 1800s in England. In the pre industrial era, the apprentice worked and lived in close proximity with the master craftsman who looked after his needs. During the Industrial Revolution in the 18th century, manufacturing underwent a sea change when machines were used in large factories to manufacture goods. Later, in the 19th century, Frederick W. Taylor propounded the theory of scientific management that studied workflows scientifically to improve economic efficiency and significantly improve labor productivity. Taylor recommended that the combination of scientific management and industrial psychology of workers. Taylor proposed that workers should be managed not only for