Concepts & Values
Name: SHINELLE S. CUNNINGHAM
Question:
Explain with examples the following concepts and values. a. Fairness and Equity b. Power and Authority c. Individualism and Collectivism d. Rights and Responsibilities e. Integrity and Trust
Most definitions of industrial relations imply a certain shortcoming or inadequacy. For instance, Michael Salmon’s suggestion, after much examination of the submissions of others, that “it is possible” to define industrial relations as “a set of phenomena, operating both within and outside the workplace, concerned with determining and regulating the employment relationship”. In my shared opinion, industrial relations is arguably the “Cinderella” branch or aspect of management, which overtime has emerged with its own high degree of importance.
Many reasons surround the emerging of industrial relations as a subject matter and operational activity, both at the organizational level and academic level. Such as, the cost associated with disruptions and dislocations in production processes and systems over time as result of misunderstanding and mishandling of industrial conflict.
In industrial relations, there are concepts (abstract ideas) which require subjective, value judgements (based on moral and ethical) principles for which there are no universally accepted criteria. (Salamon, 2000 p 74) Some of these concepts are; fairness/equity, power/authority, individualism/collectivism, rights/responsibilities and integrity/trust.
Industrial relations has to do with the individual worker and groups of workers, variously constituted and defined, and their interfacing with other individuals and groups at the workplace.
The concept of Fairness/Equity has always been raising eye borrow with questions like; A fair day’s wages for a fair day’s work? But wat is a fair day’s work? It is important for managers to recognize that while people are not equal, every empolyee is entitled to
Question:
Explain with examples the following concepts and values. a. Fairness and Equity b. Power and Authority c. Individualism and Collectivism d. Rights and Responsibilities e. Integrity and Trust
Most definitions of industrial relations imply a certain shortcoming or inadequacy. For instance, Michael Salmon’s suggestion, after much examination of the submissions of others, that “it is possible” to define industrial relations as “a set of phenomena, operating both within and outside the workplace, concerned with determining and regulating the employment relationship”. In my shared opinion, industrial relations is arguably the “Cinderella” branch or aspect of management, which overtime has emerged with its own high degree of importance.
Many reasons surround the emerging of industrial relations as a subject matter and operational activity, both at the organizational level and academic level. Such as, the cost associated with disruptions and dislocations in production processes and systems over time as result of misunderstanding and mishandling of industrial conflict.
In industrial relations, there are concepts (abstract ideas) which require subjective, value judgements (based on moral and ethical) principles for which there are no universally accepted criteria. (Salamon, 2000 p 74) Some of these concepts are; fairness/equity, power/authority, individualism/collectivism, rights/responsibilities and integrity/trust.
Industrial relations has to do with the individual worker and groups of workers, variously constituted and defined, and their interfacing with other individuals and groups at the workplace.
The concept of Fairness/Equity has always been raising eye borrow with questions like; A fair day’s wages for a fair day’s work? But wat is a fair day’s work? It is important for managers to recognize that while people are not equal, every empolyee is entitled to