The paper "Definitions, Values and Assumptions, Linking to Strategy and the Environment" is an outstanding example of a management assignment. Human resource management is concerned among other things with employees’ conflict resolution. As such, responsible stakeholders including organizational human resource departments and the employee unions are involved. In resolving employee relations conflicts, HRM has two major approaches namely the unitarist and pluralist approaches respectively. On one hand, the unitarist approach seeks to align employee interests with those of the organization. A major organizational management source of conflict is increased discrepancies between organizational goals and those of its employees.
Therefore, strategies establishing a convergence in these needs reduce overall industrial conflicts. The unitarist approach in HRM can be perceived in the American labour market that approaches employees individually reducing the relevance of activist groups. On the other hand, the pluralist approach seeks to not only align employees’ interests to those of the organisation, but also those of the organisation to fit into the employee's interests. Under this conflict resolution approach, there emerges the concept of collective responsibility in employee issues. As such, employees develop unions that champion their rights.
A case of pluralist HRM approach is characterised by increased collective bargaining aspects in human resource conflict resolution (Billsberry, Salaman & Storey, 2005). An example of the application of this approach is in the German labour market. Unlike the USA labour market, the German labour market is pluralist. As such, organisations in the economy are characterised by the presence of an employee’ s council. The council is mandated with the task and responsibility of resolving labour relation conflicts as they emerge as well as developing proactive measures to counter these challenges. Question 2 The learning process is a complicated process with diversity in individual learning abilities.
As such, it is imperative for the learning process adopted to be both incorporative and interesting. Such an approach is the problem-based learning approach. This approach is a group learning strategy that seeks to utilise groups in enhancing not only individual but also collective learning in the respective groups. This approach is majorly applied in learning institutions. In developing this approach, students are classified into respective groups that are required to work as teams.
Then they are exposed to the first step in the problem-based learning approach that is scenario presentation. Under the scenario presented, the groups are presented with the scenario facts. The group members are required to individually and collectively identify the issues arising in the case. Based on the established issues, the groups then move towards the second stage on problem identification. The members collectively through analysis and consultations identify the respective problem (s) in a presented scenario (Billsberry, Salaman & Storey, 2005).
ReferenceBillsberry, J., Salaman, G., & Storey, J. (2005). Strategic Human Resource Management: Theory and Practice. London : SAGE.