The study of international relations and its influence on the international community can be best understood by analyzing realism‚ liberalism‚ and constructivism. Throughout history‚ these three approaches have played a crucial role in explaining us the major causes of some devastating wars and politics in the history of mankind. In the following below‚ the distinguishing characteristics of realism‚ liberalism‚ and constructivism will be explained vividly. Realism is the view that world politics
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1 OBJECT RELATIONS THEORY Instructor: Michael J. Gerson‚ PhD Copyright © 1996 by the Institute of Advanced Psychological Studies. All rights reserved. Except as permitted under the United States Copyright Act of 1976‚ no part of this publication may be reproduced or distributed in any form or by any means‚ or stored in a data base or retrieval system‚ without the prior written permission of the publisher. Introduction The following presentation is aimed at explicating the basic principles
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Compare and Contrast “Industrial Relations” and “Human Resource Management” With the rapid pace of globalization‚ economic development and the more fierce competition among enterprises‚ the environment of employment is becoming more and more complex than in the past. The companies‚ no matter private or state-owned ones‚ have realized the significance of human resources which is the source of social wealth and plays a decisive role in its creation. The essay is concerned about comparing and contrasting
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Change in Industrial Relations Analysis As a student of industrial relations‚ I am often bombarded with conflicting theories and reasons for the emergence and importance of this field. Edmond Heery outlines and analyses the justaposition of two different views of modeling this vast and often debated area of industrial relations. His article looks at two types of model building in IR. First‚ the traditional model of systems-thinking set forth by John Dunlop‚ one of the pioneers of IR theory. Introduced
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Case-Study IR Problems at Toyota Kirloskar Motor Private Limited On January 08‚ 2006‚ Toyota Motor Corporation’s (Toyota) Indian joint venture company‚ Toyota Kirloskar Motor Private Limited (TKM) declared a lockout at its plant in Bidadi‚ Karnataka. The lockout came after two days of agitation by the plant’s employees against the dismissal of three workers by the management. The strike was the outcome of an incident that occurred in February 2004 when the management suspended 15 employees
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interest in the issue of globalization‚ internationalization‚ ’best practices’ adoption and its impacts on the convergence of national employment relations system. Many scholars concludes that at the industry level‚ the needed changes to be more flexible and internationally competitive has led to several common patterns in term of employment relations. Meanwhile‚ others argue that cross-national variations such as culture‚ economic stage of development‚ institutions workers‚ behavioral mindset still
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Synopsis of John Dunlop’s Industrial Relations Systems John Dunlop’s analysis and study of the concepts‚ structure‚ function‚ practices‚ outcome and the institution that are constitutive of the employment relationship have paved the way in the establishment of the main framework of an industrial relations system. According to Dunlop‚ the system is composed of three main actors and their organizations‚ the context or setting in which they interact‚ the common ideology held by the actors and
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HOW DO THE CARIBBEAN PEOPLE RESPOND TO OPPRESSION? 2. OPPRESSION Oppression is the experience of repeated‚ widespread‚ systemic injustice. It need not be extreme and involve the legal system (as in slavery‚ apartheid‚ or the lack of right to vote) nor violent (as in tyrannical societies). 3. What Really happened Between 1662 and 1807‚ Britain shipped 3.1 million Africans across the Atlantic ocean in the transatlantic slave trade. Africans were forcibly brought to British owned colonies in the Caribbean
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Prior to 1965‚ the voluntary system of industrial relations patterned along the British system was in practice. Under such system‚ the concept of self-government and autonomy within industry was the key to industrial harmony. The two sides of industry were encouraged to regulate their collective relationship and to settle any dispute arising therefrom through their own efforts and through mutually agreed procedures‚ with minimal State intervention‚ such intervention being confined mainly to providing
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Abstract This is a report exploring three key areas of industrial relations at the University of Ballarat (UB)‚ examining current legislations and the policies and procedures. The three areas are; • Employee attraction and retention • Employee performance and appraisal • Employee voluntary and non-voluntary exit from the organisation This report finds that the adequate procedures and policies in place are in line with all relevant legislation. Contents Abstract 2 Introduction 4 Company
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