Essays on Principles of Employment Relations Coursework

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The paper "Principles of Employment Relations" is a great example of management coursework.   The rapidly changing business environment has increased concern towards employee relationship. Businesses tend to pay special attention towards building healthy relations and employment relationship as a concept has grown with time. This paper thereby substantiates the manner in which the socio-political relations has an effect on the power distribution which gives rise to conflicts between the management and raises social and legislative problems both for the employer and the employee thereby diluting their relationship. To develop better relationship different advocacies of different theories like unitarist, pluralist and radical views were presented.

This paper examines the different approaches taken by unitarist, pluralist and radical view scholars which will help to understand the manner in which employee relationship can be improved. This will create a positive effect and will help the business is building long term relationship which ensures productivity and better relations to help the business grow. This makes it important that employee relationship is understood on the forefront. It has been identified that different scholars, sociologist, human resource personnel and other people in the related field have observed employment relationship differently.

This brings to one of the more complete definition which states that employment relationship deals with the corpus of human resource management which helps to deal with the interactions that take place between the employer and the employee within the organization (Beardwell & Holden, 1994). This has further been developed and tends to include macro-level relations as well as every relation tends to have some effect on the work culture and relationship that exists at all levels. This helps to understand an important underlying fact about employee relationship which states that it happens due to both normative and unitary concepts.

These concepts look towards developing a functional relationship all through the organization and more so between the employer and the employee. This relationship ensures that the level of conflicts between the employer and employee comes down, there is better flexibility and the presence of trade union ensures that any problems or differences in opinion are solved through mutual dialogues (Cradden, 2005). Another concept which also looks at developing a positive relationship between the employer and the employee is the pluralist concept which aims at using the different tribunals and labor laws so that better relationship can be fostered and the rights of both the parties can be preserved. This brings forward to an important fact the there are various factors which have a role in developing employee relationship.

This requires on the forefront that employees and employer should understand the changing business environment and look towards a work culture which fosters the development of a work environment which allows productivity and helps to provide both the parties their legitimate share.

This will help to build positive relations which are based on trust. The importance of the legitimacy relationship has been discussed through different views and approaches so that the organization is able to identify the best fit according to the evolving business environment (Cradden, 2005). Some of the most important views and approaches developed in this regard are the unitarist, pluralist and radical views on employee relationship. This paper further focuses on the manner in which the different theories and concepts present the evolving employee relationship so that better understanding can be generated in different areas.

References

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

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

Cradden, C. 2005. Repoliticizing Management: A Theory of Corporate Legitimacy, Ashgate, Guildford

Fox, A., 2006. Industrial Sociology and Industrial Relations, Research Paper 3, Royal Commission on Trade Unions and Employer Association, Her Majesty’s Stationary Office, London.

Habermas, J. 2004. The Theory of Communicative Action Volume 1: Reason and the Rationalization of Society (trans. T. McCarthy), Polity, Cambridge.

Kerr, C. 2004. Labour and Management in Industrial Society, Doubleday, Garden City NY.

Kaufman, B. 2004. The Global Evolution of Industrial Relations: Events, Ideas and the IIRA, International Labour Office, Geneva.

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

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