The paper 'Critical Evaluation of Central Argument and Methodology' is a good example of a Management Research Paper. Scientific or journal papers are instruments of persuasion that must argue readers into understanding their underlying assumptions and conclusions. Hence, they must be rested on the principles of logical or critical arguments. A logical argument refers to the series of facts and reasons that are logically connected to establish a viewpoint (Pride 1999). Their significance is to persuade their readers into accommodating the claims as valid and to undertake an action.
Based on these perspectives, this paper explains and critically evaluates the central argument and methodology in the journal article by the scholars Townsend, Burgess, and Wilkinson (2013). Inconsistency with Townsend, Burgess, and Wilkinson’ s (2013) central argument, this essay argues that: while enterprise bargaining is potentially instrumental in transforming the employment conditions, it does not meet the needs of the trade unions, employees, and the employers. Bargaining Peetz (2012) portrays bargaining to be a process of negotiating the terms of an agreement, such as an employment contract. The process is voluntary and out of the free will.
Therefore, enterprise bargaining is the voluntary negotiation of working conditions and wages within an individual organization or an enterprise. The process of negotiation is typically between a company’ s management and employees, or the management and trade union representatives (Blain 1993). On the other hand, Enterprise Bargaining Agreement (EBA) is composed of a combined set of industrial agreements between an employer and the trade union. The key issues reflecting bargaining include structures of job classification, disputed resolution, performance measures, family policies, provisions for leave, wage structures, and family policies. Townsend, Burgess, and Wilkinson (2013) explained that while they may on one hand be beneficial to the employers, they also facilitate flexibility in the working as well as other performance-related conditions, they also benefit the employees on the other hand since they offer better working conditions and wages. Implications of enterprise bargaining have been discussed by advocates of decentralized and centralized industrial relations.
While some arguments have elucidated the merits of enterprise bargaining, few studies have considered investigating their disadvantages. Townsend took this perspective in exploring the (Blain 1993; Houston 1996; Hancock 2012). According to Houston (1996), bargaining is based on power relations, usually between the employer and employees and employer and the trade union.
This is since it is based on interests and rights (Blain 1993). Central argument The central argument in Townsend, Wilkinson, and Burgess’ s (2013) paper is that enterprise bargaining (EB) does not meet the needs of the actors and that it has run its course. While this assumption is disputable based on contradictory findings from some researches, distinguishing the concept of bargaining and enterprise and their varied consequences for employee welfare, organizational productivity a union power, it is evident that Townsend, Wilkinson, and Burgess’ (2013) central claims hold some ground. Townsend, Wilkinson, and Burgess’ (2013) argument is based on the premise that, although Australia shifted from centralized bargaining, questions on the disadvantages of enterprise bargaining has not been examined.
Townsend and his colleagues pointed out that decentralization may be inefficient to some extent because of the procedures of bargaining and the time and expertise needed to make sure it runs its course at the organizational and industrial level. Additionally, the consequences of bargaining are also a factor despite its focus on the individual organizational level.
In the case of trade unions, while bargaining gives them enables them to be relevant, it also weakens between bargaining rounds (Hancock 2012).
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