Essays on Theories of Employment - Unitary, Pluralist and Radical Approaches Essay

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The paper "Theories of Employment - Unitary, Pluralist and Radical Approaches" is a great example of a management essay.   Employment relation is an aspect of business that is increasingly demanding especially in the rapidly changing business environment. Employment relations tend to be associated with the theory and practice of managing employee relationships. This thereby looks into the socio-political aspect of employee relation and the manner in which the power distribution that takes place between the employees and the management has an effect on conflicts which gives rise to social and legislative employee relations.

The different theories of employment like unitary, pluralist and radical ‘ approaches’ have made a demarcating effect on employee relationships. This essay looks to present the manner in which unitary, pluralist and radical ‘ approaches’ has relevance on employee relations and the manner the business is able to deal with the changing business environment and ensure that the role of both the employer and the employee can be improved for better business handling. Before moving ahead with the different theories of employee relationships it is important to understand what employment relationship means?

Different scholars in various fields like psychology, industrial sociology, human resources and others have tried to explain what employee relationship means. It has been stated by different literature that employee relationship is a corpus of HRM as it helps to understand the interactions that exist between the employer and the employees present within the organization and at all levels (Beardwell & Holden, 1994). Some scholars have even moved ahead and looked towards broadening the meaning of employee relation as it tends to include not only employer-employee relationships at the micro-level but also at the macro-level (Gennard & Judge, 2002). This brings forward to an important direction that employee relationship is both established through normative and unitary concepts.

References

Ackers, P 2002. Reframing Employment Relations: the Case for Neo-Pluralism. Industrial Relations Journal, 33 (1), 2-19

Adams, R. 2006. Motive Utilitarianism. Journal of Philosophy, 73 (12), 467-81

Anscombe, G. 2008. Modern Moral Philosophy. Philosophy, 33 (124), 1-19

Beardwell, I. & Holden, L. 1994. Human Resource Management: A Contemporary Perspective, Pitman, London.

Clegg, H. 2005. Pluralism and Industrial Relations. British Journal of Industrial Relations, 13 (3), 309-16

Gennard, J. & Judge, G. 2002. Employee Relations (third edition), Chartered Institute of Personnel and Development, Wimbledon

Provis, C. 2009. Ethics and Industrial Relations' in C. Leggett and G. Treuren (eds.), Proceedings of 13th AIRAANZ Conference (Adelaide), 1 (7), pp. 193-206

Skillen, A. 2001. Workers’ Interests and the Proletarian Ethic; Conflicting Strains in Marxian Anti-Moralism, in K Nielsen & SC Patten (eds.) Canadian Journal of Philosophy Supplementary Vol. II, Canadian Association for Publishing in Philosophy, Guelph, Ontario, pp. 155-70

Teicher, K., Holland, I. & Gough, P. 2002. The True Society: The Philosophy of Labour, Jonathan Cape, London

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