Employment Relations Case Study

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The theoretical frameworks are Unitarist, Pluralist and Marxist/Radical which is proposed by Alan Fox in 1966. The employment relationship will be conceptualised by these theories so that these will improve the understanding of the concept of employment relationship within businesses. Although Unitarist, Pluralist and Radical/Marxist by Alan Fox are the most used theories, individualism and collectivism by Purcell in 1987 can also conceive the topic of employment relationship. Unitarist Perspective In the view of unitary, industrial relation is grounded in mutual cooperation, teamwork, and a sharing of common objectives which is the same goal employment. The management is the only authority in the organisation. The role of organisational leaders is to provide strong leadership and good communication. Leadership is very strong in order to encourage the commitment of employees to their job and as well as their company. While the employees are both working on the same goal, conflict is not assisted. Trade Union is to compete for the loyalty and commitment of the…show more content…
The idea of individualism is the employees have their own judgement whether to keep or to use their techniques which allows employees to deal with corporate management and negotiate their salaries and bonus. (Ian Kessler, John Purcell, 2003) Individualists may ignore group interests if the conflict is happening within the group. Alternatively, collectivist will search in the group whether are there any well-being that they are belonging to, even this may ignore their personal interests. (Wagner, 1995) While individualism is directing the management how they can manage the individual employees, collectivism encourage management to address and deal with collective and representative institutions. (Ian Kessler, John Purcell, 2003) By combining two different approaches, it can conceptualise employment

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