ijcrb.webs.com APRIL 2013 INTERDISCIPLINARY JOURNAL OF CONTEMPORARY RESEARCH IN BUSINESS VOL 4‚ NO 12 ACTORS IN INDUSTRIAL RELATIONS: COMPETITORS‚ COLLABORATORS OR COMPATRIOTS? OYELEKAN AYANTUNJI Department of Industrial Relations and Public Administration Lagos State University‚ Ojo‚ Lagos MOJIRADE M. AYANTUNJI Department of Adult Education University of Ibadan Ibadan‚ Nigeria. Abstract This paper discussed three major alternative strategies in labour management relations especially in the
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13 Theoretical Approaches to Employment and Industrial Relations: A Comparison of Subsisting Orthodoxies 1Department of Industrial Relations & Personnel Management‚ University of Lagos‚ 2Department of Accounting‚ University of Lagos‚ Nigeria Christopher Odogwu Chidi1 and Okwy Peter Okpala2 1. Introduction Theory could be viewed as a coherent group of assumptions or propositions put forth to explain a phenomenon. A theory is an abstraction of reality and is synonymous with perception‚
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strength of labour struggles in the striving to improve the wellbeing of the working class. THEORIES IN INDUSTRIAL RELATIONS Political Theory of Unitarism The essence of the unitary theory is that the larger social system or the work enterprise as a sub-system of the larger social system is a unitary organisation. The larger social system or the work enterprise is likened to a football team or a family which shares a common goal. Just like the head of the family supposedly knows what
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independence internationally - de jure sovereignty: a legal right to rule supremely - facto sovereignty: actual distribution of political power Government: Leadership that runs the state. States differ based on 1. Territorial organization Unitary: Most power at the national level‚ little regional authority. Federal: Significant power given to regional bodies by constitution. 2. Ethnic Composition Nation state: Correspondence between state and nation: population bound by a shared territory
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Farooq Assignment No Assignment Title 1 Understand the context of employee relations against a changing background & Understand the nature of industrial conflict and its resolution In this assignment students will distinguish between unitary and pluralistic perspectives with reference to employee relations‚ learn the changes that have affected trade unionism and be able to explain the role of the main players in employee relations. Also learn about industrial/collective disputes and
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management styles and look through the theoretical perspectives of Unitarists‚ Pluralists and radicals as well as the relationship between employees and the business. I will also analyze different management styles look to see which one is the most effective. Relationship between employees and the business There are 3 main theories on the relationships between the employer and the employee these are unitarist‚ pluralist and radical. The unitarist theory believes that a business is united and as
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Title: Kahn-Freund (1983: 18) argues that “ the relations between an employer and an isolated employee or worker is typically a relation between a bearer of power and one who is not a bearer of power”. Discuss with reference to the key institutions influencing the employment relationship and the three perspectives. Relationship has been in existence for many numbers of years. The employers are views as the one in power within the relationship and there is therefore the need within the relationship
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Inequality‚ Instability and Voice Author: Amartya Sen The essay ‘Inequality‚ Instability and Voice’ is one of the articles written by Amartya Sen. It figures in the book ‘The Argumentative Indian’ which is a collection of writings on Indian history‚ culture and identity by the Economics Nobel prize winner. In the essay‚ Sen touches upon three issues. They are: • Inequality in the Indian society and the quest for equality; • Unity and diversity in India; and • Need for greater commitment
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Name: James Fakaua ID: S11041505 Table of Contents Aims/Objectives……………………………………………………………………………..pg 3 Research Methods………………………………………………………………………...…pg 4 Sample Size………………………………………………………………………………......pg 5 Limitations…………………………………………………………………………………...pg 6 Introduction………………………………………………………………………….………pg 7 Results and Analysis…………………………………………………………………………pg 8 Company structure……………………………………………………………….....pg 9 Decisions Making……………………………………………………………………pg 10 Trade Unions Absence…………………………………………………………
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The employment relationship is the context within which intricate interactions between employees‚ who may be unionised‚ and employers are conducted‚ both collectively and individually (Kelly‚ 1998 cited in Rose‚ 2004 p.6) Potential for conflict between employee and employer interests Unequal nature of the employment contract The ways in which the employment relationship is regulated The employment contract: Lecture aim: to examine the inequality of the employment contract to outline the
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