Employment Relationships- Problems and Perspectives Introduction The employment relationship is the heart of any industrial relations system. It is the relationship between the employer and the employee. A successful employment relationship has always been the foundation of any successful business or organisation no matter how big or small. Variety of philosophers and writers of management have written a lot of theories relating to employment relationship. These theories have changed vastly from
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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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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 one with
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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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Unitary perspective views The Unitary perspective views the organisation as a team ’unified by a common purpose’ (Fox‚ 1996: 2)‚ namely the success of the organisation. This perspective views all the people in the organisation as part of one big team. Unitarists view everyone within the organisation as part of one team with one loyalty structure. This immediately says that there are no barriers between different groups and departments which could lead to poor communication and animosity‚ which would
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acceptance of diversity (Wikipedia contributors 2006). This philosophical concept has been used to describe tolerant theological positions‚ liberal social structures and a political approach that recognises and values diversity. A major proponent of Pluralist ideals as fundamental to defeating the more ignoble of human behaviour was Isaiah Berlin (1909-1997). In his last essay he wrote‚ “If pluralism is a valid view‚ and respect between systems of values which are not necessarily hostile to each other
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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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Industrial conflict refers to all expressions of dissatisfaction within the employment relationship‚ especially those pertaining to the employment contract‚ and effort bargain. There are different kinds of industrial conflict which may be divided into two broad classes namely informal and formal. An industrial conflict or dispute is defined as a withdrawal from work by a group of employees‚ or a refusal by an employer to allow workers to work. Causes of industrial conflict include wage demands
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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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INDUSTRIAL RELATIONS PERSPECTIVES UNITARY THEORY Workplace “has one source of authority and one source of loyalty” (Fox 1996: p. 3) - Dunlop (1958) argues that in a unitary theory‚ work organizations are integrated institutions with workers and management working in harmony. - Thus no conflict thesis is a dubious integration. It thrives on assumptions that all workers identify not only with the aims of the enterprise but also with the operating methods (Seifert 1992)
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