Essays on Role of Power in Employment Relations Literature review

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The paper “ Role of Power in Employment Relations”   is an exciting example of the literature review on human resources. While power is one of the words taken for granted in practices of industrial relations, it has various benefits which include instilling discipline among workers. It also has setbacks such as employees’ oppression and a major cause of imbalances. Recent studies show a major problem in employment relationships involving a particular imbalance of power which lies between employers and employees. Abowd and Kramarz (2003, pp. 499-530) describe that the employment relationship is not the same as ordinary contracts but it involves bargaining of power between various interests such as labor and capital.

Managers especially those working in profit maximization firms possess the capacity and motivation to apply power in exploiting their workers. It is, therefore, necessary for every government to introduce labor law with strict regulations that protect employees from inequality of power which is inherent in every employment relationship. This study illustrates the influence of power in industrial relations. Power is a word that is applied in the academic and in the practices of industrial relations.

Raymond et al. (2002) show through the concept of power is normally assumed and taken for granted in most cases of its application. The effect of power is mostly demonstrated using the systems and Marxist theory of industrial relations. Power is therefore of central importance as it instills discipline in workers though theoretically it is neglected. This neglect affects the great understanding of the concepts of industrial relations. Employees should, therefore, get some alternative ways of dealing with the bargaining power of the labor markets. This would be through self-employment, making independent contracts, or being involved in worker’ s cooperatives which cater to the well being of employees. One of the factors that influence the relationship between employees and their employers is globalization.

The increase of globalization has led to countries becoming more interdependent economically since various barriers of trade have been abolished.

References

Abowd, M & Kramarz, F 2003, The costs of hiring and separations, Labour economics, vol. 10, no. 5, pp. 499–530. (Retrieved 20 March 2011

Baird, W 1996, The Employment Contracts Act and unjustifiable dismissal, The economics of an unjust employment tax, Wellington: New Zealand Business Roundtable.

Baker, G Gibbons, R & Murphy, J 2002, Relational contracts and the theory of the firm, Quarterly Journal of Economics, vol. 117, no.1, pp. 39–84. Retrieved 20 March 2011

Creighton, B & Stewart, A 2000, Labour law, An introduction, 3rd ed, Leichhardt, NSW: The Federation Press.

Dubin, R 1998, The world of work, Industrial society and human relations, Prentice Hall, Englewood Cliff, p. 213.

Freeman, B & Daniel, L 2009, Science and engineering careers in the United States, An analysis of markets and employment, University of Chicago Press.

Friedman, S & Wood, S 2002, Employers’ unfair advantage in the United States of America, British Journal of Industrial Relations, vol. 40, no. 1, p. 113. (Retrieved 20 March 2011 < http: // papers.ssrn.com>)

Lee, E 1996, Globalization and employment, International Labour Review, vol. 135, no.5, pp. 45–98.

Raymond, M Ann, H & Kowalczyk, J 2002, Gender, part-time employment and employee participation in Australian workplace, Employee Relations, vol. 24, no. 2, pp. 129 – 150. (Retrieved 20 March 2011 http://www.emeraldinsight.com/journals.htm?articleid=879774)

Stone, R 2005, Human resource management, 5th ed., John Wiley and Sons, Australia, p. 412-41.

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