Essays on Conflicts and Paradoxes in Human Resources Management Literature review

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The paper “ Conflicts and Paradoxes in Human Resources  Management” is a meaningful example of the literature review on human resources. Employee management practices have been evolving with time. Starting from employee welfare in the early 20th century, they changed through Taylorism and personnel management to human resource management. The human resource management concept grew exponentially in popularity during the last two decades. However, the “ ambiguities, uncertainties” (Caldwell, 2003) and “ unitary approach” (Jarvis, 2003) of the model are widely debated. There is a continuous debate of HRM being an American concept in view of its non-union labor strategies, nationalist sentiments, and political views.

The following study is an attempt to study the ambiguities in the model w. r.t the statement made by Guest that HRM is “ American, optimistic, apparently humanistic and also superficially simple” . No primary data has been collected for the study. Secondary data and analysis are taken from various published reports on the internet and journals. The essay starts with background study and development which is followed by a thorough analysis of paradoxes and complexities in the model. A conclusion is made in the end. BackgroundTraditional concept of management dealt in establishing rules and regulations in the organization in order to control employees.

The development started from employee welfare concept of early 20th century which was introduced before Industrial revolution. Industrial revolution brought manifold increase in industry workforce. In order to gain effective control over the growing workforce in industries Frederick Taylor introduced Taylorism. Human resource management evolved from Taylorism. The concept was introduced in 1980’ s after the success of Japanese companies in international automobiles and electronic products markets. Japanese notion that “ effective management of employees gives competitive advantage” was taken by the west to improved productivity through people management.

References

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Caldwell, R 2003, ’The changing roles of Personnel Managers: Old Ambiguities, New uncertainties’, Journal of management studies, Vol.40, No.4, pp. 983-1004.

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Gill, C 1999,’Use of Hard and soft models of HRM to illustrate the gap between rhetoric and reality in Workforce management’, RMIT Business, viewed online on 23rd Oct 2010,

Guest, D.E 1990,’Human resource management and the American dream’, Journal of Management studies’, Vol.27, No.4, pp 377-97.

Jarvis, C 2003,’Unitary perspectives and management’ viewed online on 28th Oct 2010, .

Knight, M. & Elsaid, A. M. M. K 2006. ‘Optimism: The Significance of Individual Contribution and Perception’, Research and Practice in Human Resource Management, Vol.14, No.2, pp 61-73

Legge, K 1995,’Human resource management: Rhetorics and realities’, Basingstoke: Macmillan.

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Smith, A 2006, ‘Control or capability? Human resource practices for a changing environment, viewed online on 22nd Oct 2010

Turnbull, P & Wass, V 1998,’Marksist management: sophisticated human relations in a high street retail store(human resource management)’, Industrial relations Journal, viewed online on 28th Oct 2010, < http://business.highbeam.com/137744/article-1G1-20977032/marksist-management-sophisticated-human-relations-high>.

Watson, T.J.(1986), Management, Organization and Employment Strategy, London, Routledge.

Woodbury, TJ 2006,’Building organizational culture- Word by Word’, Leader to Leader, viewed online on 24th Oct 2010,

Zhu, Y Warner, M & Rowley, C. 2007,’Human resource management with Asian Characteristics: a hybrid people management system in East Asia. The International Journal of Human resource Management, Vol. 18, No.5, pp 745-468.

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