Essays on Theories of Employee Relations Coursework

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The paper "Theories of Employee Relations" is an engrossing example of coursework on management. Employment relations are seen as the heat of most employee relations systems. Successful employee relationship is the major building block to various successful organizations no matter their size. There are various approaches that are used in the study of employment relations; they include the unitary approach, pluralist approach, and the radical approach. The three approaches have been described by employee relation scholars and they tend to contrast each other in their understanding as well in their analysis of workplace relations.

Each of the three theoretical perspectives offers an exact perception of the workplace relations and they interpret concepts such as the conflicts that may occur within the organization, the role played by the unions, and job regulation differently from each other. Each of the three perspectives is discussed below based on how each of the perspective views conflicts, the role played by the unions as well as the job regulation in the organizations. The paper also offers a discussion on the relevance of the three theories to the study of employee relations. Pluralist perspective This theory analyses the work in the organization and the employment relationship form a speculative perspective that is deeply rooted in the inherent conflict of interest between both the employers and the employees who are interacting in an imperfect labor market (Ross & Bamber, 2009).

This theory perceives the organization is seen as comprising of both the powerful and divergent subgroups and each of the groups having their own legitimate loyalties, leaders, and set of objectives. The author argues in a well-organized manner that the organization, therefore, has to manage tension as well as the competing claims so as to maintain a collaborative structure within the organization.

In respect to this perspective, conflict is seen as acceptable as well as inevitable due to the existence of various interest groups.  

References

Bacon, N. & Blyton, P., 2007, Conflict for Mutual Gains. Journal of Management Studies 44, (5) pp.814-834.

Blyton, P., 2004. Dynamics of Employee Relations (Management, Work and Organizations). Palgrave Macmillan publishers.

Braham, P. & Janes, L., 2005. Social Differences and Divisions (Sociology and Society). Wiley Blackwell publishers.

Clark, T. & Clements, L., 1978, Trade Unions under Capitalism (Marxist Theory and Contemporary Capitalism). Humanities Press publishers.

Delaney, J. & Godard. J., 2001. “An Industrial Relations Perspective on the High- Performance Paradigm.” Human Resource Management Review 11 (4) 395-429.

Gennard, J. & Judge, G., 2005, Employee Relations. Chartered Inst of Pers/Develop publishers.

Kessler, I. & Purcell, J., 2003, Individualism and Collectivism in Industrial Relations. Industrial relations: Theory and Practice. Oxford: Blackwell Publishing.

Marcy, S. & Goldstein, F., 2009, High Tech Low Pay: A Marxist Analysis of the Changing Character of the Working Class. New York; World View Forum publishers.

Ross, P. & Bamber, G.J., 2009, Strategic Choices in Pluralist and Unitarist Employment Relations Regimes: A Study of Australian Telecommunications. Industrial & Labor Relations Review 63, (1) 24-41.

Storey, J. & Sisson, K., 2000, Human Resource Management: Still Marching On or Marching Out? The Realities of Human Resource Management: Managing the Employment Relationship. Buckingham: Open University Press: 3-32.

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