Essays on The Ethics of Human Resource Management and Employment Relations Literature review

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The paper “ The Ethics of Human Resource Management and Employment Relations”   is a   meaningful example of a literature review on human resources. HRM specialists often find themselves in a precarious position as they try to reconcile the needs of the senior management and the ethical practices that should be imposed on employees. The profit motive sometimes drives senior managers and owners into reducing the salaries of employees. Whereas this strategy may seem to succeed at the beginning, the long-term consequences can be overwhelming and may lead to enormous losses for the company owners.

Not only do the senior managers lose valuable employees, but they may also face a damaged reputation. According to Bamber, Lansbury & Wailes (2004), employment relations incorporate aspects of both HRM and Industrial relations. The issues that are often addressed in ER relate to the regulation of work. However, ER must also handle issues relating to interactions between employers, owners of the company, employees, their respective organizations, unions, and the state (Bamber, Lansbury & Wailes, 2004). Many problems arise whenever senior managers interact with their employment in a working environment.

Whereas the primary motive of company owners is to maximize profits, that of the employees is ordinarily to earn a living and progress their careers. It is always the task of the HRM department to coordinate employment relations issues by acting as the bridge between the senior managers and the workforce. For HRM officials to understand the employment relations well, an interdisciplinary approach is necessary, with the main areas of focus being the law, economics, and history, among others. In today’ s era of globalization, there is a need for HRM officials to understand the international environment in which the companies that they work for operate (Leunga & Kwong, 2003). Although a clear-cut distinction seems to exist between the profit motive and the welfare of employees, there is no justification for employees to be treated contemptuously.

Meanwhile, membership in labor unions has always been an issue that features whenever the distinction between the profit motive and welfare is being defined.


Bamber, G. Lansbury, R. & Wailes, N. (2004). International and comparative employment relations: Globalisation and the developed market economies. London: Routleldge.

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Chan, A. (2005). Recent Trends in Chinese Labor Issues—Signs of Change. New York: Penguin Books.

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Donga, X. & Bowles, P. (2002). Segmentation and discrimination in China's emerging industrial labor market. China Economic Review, 13(2), 170-196.

Hannan, M., Burton, D. & Baron, J. (1996). Inertia and Change in the Early Years: Employment Relations in Young, High Technology Firms. Industrial and Corporate Change, 5 (2), 503-536.

Huselid, M. (1995). The Impact of Human Resource Management Practices on Turnover, Productivity, and Corporate Financial Performance. The Academy of Management Journal, 38(3) pp. 635-672.

Kalleberg, A. (2000). Nonstandard Employment Relations: Part-time, Temporary and Contract Work. Annual Review of Sociology, 26 (2), 341-365.

Lee, C. (2007). Against the law: labor protests in China's rustbelt and sunbelt. London: Routledge.

Leunga, K. & Kwong, J. (2003). Human resource management practices in international joint ventures in mainland China: a justice analysis. Human Resource Management Review, 13(1), 85-105.

Ng, I. & Maki, D. (1997). Trade Union Influence on Human Resource Management Practices. Industrial Relations: A Journal of Economy and Society, 33(1), 121–135.

Zhu, Y. & Warner, M. (2000). An emerging model of employment relations in China: a divergent path from the Japanese? International Business Review, 9(3), 345-361.

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