To what extent do pressure groups promote pluralist democracy in the UK? A pluralist democracy is an even dispersal of power‚ by definition democracy is pluralist‚ however the UK democratic system is considered to have a uneven centre of power in government‚ this disproportionate concentration of power is usually addressed through pressure groups that seek to maintain the freedom of association. However some pressure groups are seen to undermine pluralism in a democracy this may be due to their
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Lao People’s Democratic Republic (2 December 1975) I. Is Laos a unitary system country or federal system country? The Lao People’s Democratic Republic‚ which is situated in Southeast Asia‚ shares borders with five countries; China to the north‚ Vietnam to the east‚ Cambodia to the south‚ and Thailand and the Union of Myanmar to the west. It has a total area of 236‚800 square kilometres‚ with a population of 6.492.400 million . 66.8 per cent of Lao population believe in Buddhism because 33.2 percent
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In this Essay‚ our main aim of discussion is to build a general understanding about how organisation sustainability researchers propose evaluating organisation sustainability and how the proposed models and frameworks changed over time. The analysis is carried out from the perspective of several aspects‚ focusing on the methods‚ tools and models proposed for organisation sustainability assessment‚ noting the organisation level of evaluation (the organisation level‚ a broader industry of value chain
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INTRODUCTION This essay focuses on the three dominant perspectives in industrial relations. These perspectives are unitary perspective‚ pluralist perspective and Marxist perspective as Dzimbiri (2008) suggests. The essay discusses each perspective in detail and further analyzes the one which provide an explanation of the employment relations in the modern work organizations. Having done that the essay finally gives a conclusion. It has to be mentioned that in the beginning‚ the essay starts by
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THE UNITARY AND PLURALIST VIEWS There are two basic views expressed about the basis of the relationship between management and trade unions in particular or employees in general: the unitary and the pluralist perspectives. The unitary view It is typically held by managements who see their function as that of directing and controlling the workforce to achieve economic and growth objectives. To this end‚ management believes that it is the rule-making authority. Management tends to view the
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Pluralists treat power‚ conflict and interests as interrelated phenomena‚ in the management and organisational behaviour literature‚ and in pluralist practice‚ the tendency has been to give prominence to processes of conflict management and resolution‚ while relegating power issues to a residual role. What is Pluralist Approach to Conflict? Pluralist approach defines the conflict inter and intra individuals‚ groups and organisations as an inherent and ineradicable characteristic of organisation
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‘frames of reference’. The first debate on frames of references was made by Fox (1966)‚ when he described and showed the differences between unitary and pluralist approaches. Unitary approach is the system based on employers and his employees’ identity of interest. There is only one source of authority and one focus of loyalty. This is the reason that in unitary approach work is based on team work. Everybody within the team should do equally well as another member of the team and because of one leader
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and function. The three views are most frequently referred to as the unitary‚ pluralist and Marxist perspectives. The Marxist/ radical perspective is sometimes referred to as the Conflict Model. Each offers a particular perception of workplace relations and will therefore interpret such events as workplace conflict‚ the role of trade unions and job regulation very differently. 2.1 the unitary perspective In Unitary perspective‚ the organization is perceived as an integrated and harmonious
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Farnham and J. Pimlott‚ Understanding Industrial Relations (2nd Edn)‚ Cassell‚ 1983‚ p.53. 2. M. W. Salamon‚ Industrial Relations‚ theory and practice‚ Prentice Hall International‚ 1987‚ p.26. 3. A.Fox‚ `Industrial relations: a social critique of pluralist ideology` in J. Child (Ed.)‚ Man and Organization‚ Allen & Unwin‚ 1973‚ p. 188. 4. A. Fox `Industrial Sociology and Industrial Relations`‚ Royal Commission Research Paper No. 3‚ HMSO‚ 1966. 5. I. Maitland‚ `Disorder in the British workplace: the
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Jeannot Bile EMPLOYEE RELATIONS 13/02/2014 A MARXIST (OR RADICAL) PERSPECTIVE OF THE EMPLOYMENT RELATIONSHIP LOCATES ’THE ASYMMETRY OF POWER BETWEEN EMPLOYER AND EMPLOYEE’ AT THE HEART OF ITS ANALYSIS. (BLYTON AND TURNBULL‚ 2004: 34). The conviction that there exists a power imbalance in the employment relationship which gives employers a prejudicial benefit over employees takes its existence for several centuries. Karl Marx known for his theories and contributions related to the employment relations
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