The paper "The Theoretical Assumptions of the Newly Elected Australian Government Bring to Employment " is a perfect example of a business case study. Since time immemorial, governance systems have had to deliberate on employment relations. Ever since the industrial revolutions, employees and employers have been in constant negotiations seeking to alleviate living standards. The central intention underpinning these conclusive negotiations is the fact that employees are a significant player in a country’ s economy. They form a substantive economic cycle and the government have to adhere to their concerns. Industrial negotiations form an amicable agreement between the expected pay and the output.
It is worth noting that there has to be a focal point between the negotiations to ensure that conflict situations do not arise. Australia is a democratic republic availing elective powers to its citizens. Recently, the country undertook the federal obligation to elect a premier as stipulated by their constitution. Tony Abbott the leader of the liberal party clinched the country leadership after vehement trials in the past. Tony Abbott has a substantive past in the political arena since his inception in the early 1990s.
In 2010, during the previous elections, Tony Abbott was among the many contenders who failed to clinch the leadership position then. In any democratic election, partisan politics among other attributes take the center stage as aspirant’ s woe the electorate. Things were not any different in the Australian scenario and through political manifestos, the liberal party, and other aspirants promised the Australian populace several achievements (Harley, 2012). It is prudent to evaluate what the promises forwarded by the liberal party if achieved will deliver to the current industrial relations. It is notable that, the Premier, Tony Abbott has been at the helm of affairs as the minister for employment.
In 1998 to 2001, Tony Abbott was the minister for employment services. During this period, the minister oversaw the expansion of the work for the Dole as well as the development of the job network. Consequently, from 2001 to 2003, tony Abbott has mandated the honors of heading the employment and work relations ministry. This ministry directly deals with industrial relations seeking to deliberate on salient reforms to the betterment of the workforce.
During his tenure, Tony Abbott significantly boosted the construction industry productivity through innumerable dimensions including the establishment of the Cole Royal Commission (Tony Abbott, 2013). There are a number of theories derived with the intent of defining an array of employment relations. The theories are enacted in accordance with the stipulations of the current regime governing a populace. First, there is the unitarist theory of industrial relations. The theory emphasizes the importance of co-dependency between employees and employers. According to the unitarist perspective, the workplace should be a collaborative environment with a conducive atmosphere that harnesses productivity.
It is worth noting that the unitarist do not favor the presence of trade unions (Spicer, 2013). This principle emanates from the fact that in the instance, employees pledge their loyalty to such an organization, it would detract the level of loyalty they bestow on their employers. In eventuality, the presence of employee unions would have an adverse effect on the bond between employers and employees. Secondly, there is the pluralist theory. According to the fundamentalists that propagated this theory, the presence of employees union improves the employment negotiations in a country.
The pluralists have it that the presence of employees unions in an organization reinforce management responsibilities by availing a stable collective bargaining platform. According to the pluralists, organizations having a stable union are legitimate as they can enforce better employment relations negating instances of vindication or exploitation. This is because of the fact that the primary goal of entrenching an employee union is to ensure that the management desists from overstepping their boundary. Thirdly, there is the radical theory commonly confused with the Marxist industrial relations theory.
The radical theory asserts that the presence of unions and industrial relations is necessary but not ideal (Karnes, 2009). This is because as per the radicalises, there are a few sizeable and profitable organizations that disregard the employees and seek to exploit them. For these few instances, it is essential to have practical and feasible result-oriented mechanisms that will avail the intended results. In light of these sentiments, the radicalises have it that, it is prudent to have in place employees unions that will prevent exploitation instances.
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