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
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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
Individualism outlines the link between the ‘individual and the collectivity which prevails in a given society’ (Hofstede, 1980: 213). The main distinction amongst individualism and collectivism is the way that people of various cultures classify themselves (Di Cesare and Sadri, 2002). They recognize themselves as either an individual or a member of a group. Individualism is the extent in which societies look after themselves and their immediate family while in collectivist societies, individuals belong to groups that tend to them in exchange for wholehearted allegiance (Torrington, 1994; Hofstede, 2015). Individualist actions are motivated by their own attitudes and customs, while collectivists are focused by collective norms (Kulkarni et al, 2010). Also, individualists are more focused toward undertaking a personal task, while collectivists are driven more in the direction of achieving balanced relationships (Kulkarni et al, 2010). In certain societies, being an individualist is seen as an advantage while in other societies it can be viewed as isolating. The amount of individualism or collectivism in a particular society will influence the essence of the relationship among the individual and the organization they belong (Hofstede, 1980). From the viewpoint of the organization, individuality can be looked at as the worker’s independence in distinction to the organization. The level of
Labor Unions have been around for since the 1750’s. A union is “ a legally constituted group of individuals working together to achieve shared, job- related goals, including higher pay and shorting working hours ( Denisi Griffin 2015)”. Labor unions work with the employees to get the rights that they believe they deserve. The three laws that impacted unions was the Wagner Act of 1935, the Taft-Hartly Act, passed in 1947 and the Landrum Griffin Act of 1959. The Wagner Act was passed to help put unions “on equal footing as managers for rights of employees” (Denisi, Griffin, pg. 246). This law help to set up National Labor Relations Act and helps to administrate union laws. The Taft-Hartly Act of 1947 was passed to “limit union practices ( Denisi, Griffin, pg. 247) “and it also outlawed “closed shop (
The purpose of this paper is to analyze a specific, hypothetical employment situation encountered and to include the information regarding employment conflicts, questions, grievances, lawsuits, etc., in terms of how the situation was handled or resolved. Employment conflicts are a constant issue everyday in any organization; it is how you handle them both legally and professionally that counts.
Neoliberalism is known as a philosophy of politics whose believers supports, free trade, open markets, deregulations, privatization and improving private sectors in todays society. Purpose of this philosophy was to hopefully avoid an economic failure like the one in the 1930s. Neoliberalism requires the state to participate positively by creating infrastructures, privatizing industries. Privatizations refer to the distribution of state-owned industries to become privately owned. Privatization can occur in many ways including buyouts, sales from stock market, or selling vouchers. In Canada some examples of privatization includes Petro Canada, Canadian National Airway, Ontario Hydro, Telus etc. Privatizing a industry would mean more job opportunities and greater revenue. Therefore, the Ontario Works Act purpose is to create a program that recognize responsibility and promote self-reliance, provide financial assistance, and serve the public. The standard employment relationship outlines the nature of the relationship between the employee and the employer, regarding the employment. One of the first points is assuming that the employment is full time, and the employee has one employer. Second, is concerning the place of work, the employee must have a physical workplace. And finally that the employment will continue for unfixed period or time or permanent, meaning an employment contract. Being involved in a Standard Employment Relationship has many advantages for the employee; they are entitled to extras such as, paid holiday, sick leave, and health benefits, as well as being protected by the labor legislation. However over the past years the Standard Employment Relationship have changed and heading more towards casualization. Created...
The ways employees connect to the leader are important. If the employees do not like or trust the leader, this can impact the outcome of the job and create future hurdles. If you work for someone, you have to be able to relate to him or her. There has to be a formal relationship in order for the formal authority to be respected.
For instance, in the Ivory Coast, the group goal prevails. Indeed, individuals share a common goal and work for the group or organization’s success. Oscar Rudenstam in his article “Individualism vs Collectivism” points out that in a collectivist culture as the one in the Ivory Coast, the workplace is prioritized higher than the individual self. This mindset means that individuals are more likely to put the institution’s interests before their own and work together to achieve the institution’s goal. In fact, the Ivory Coast motto “Union- Discipline- Work’’ best illustrate this point. On the other hand, in the United States, the individual goal and the “self-made man’’ concept are pronounced. In the same article “Individualism vs Collectivism”, Rudenstam comments that “it is typical of an individual who is relatively individualistic to prioritize individual ambitions to a higher degree and strive to fulfill such ambitions’’. Rudenstam believe that an individualistic individual tends to value self accomplishment more. The individual is the only person responsible for his success and achievements. A collectivist culture which promotes and work for the institution’s success opposes an individualist culture where individuals are focus on achieving their personal
collectivism is the degree “to which a society is based on satisfying the needs of the individual versus satisfying needs of the group” (Hofstede, 2001). U.S. scores higher (91%) than India (48%) in terms of individualism. Individualism (I) stands for a society where everyone is expected to look after themselves and their immediate family only. It also signifies that success is based on an individual’s achievement and people deliver their best performance when they work alone. In contrast, collectivism (We) stands for a society where people prefer to live in cohesive groups that take care of them in exchange of loyalty. They value the welfare of their group, sacrifice for them over their own individual needs and are actively attached to them throughout their life. Thus, the contradiction in the perception of this dimension significantly impacts work relationships between U.S. and
The relationship between employer and employees plays a pivotal role in the performance of the organization. Employers and employees have certain responsibilities towards each other which facilitate a fair and productive workplace. Positive work relationships create a cooperative climate with effort towards the same goals. Conflict, on the other hand, is likely to divert attention away from organizational performance.
“Critically discuss the above statement, taking into account the current situation in Botswana and determine whether or not you agree that trade unions should participate in the political affairs of the country.”
Traditional literature in the field of labor relations has focused immensely on its benefit towards the employer and in the process equating it to working rules. This has been so despite the field being expected to cover the process of, labor management, union formation, and collective bargain; all which are anticipated to create a positive employer-employee relationship. This relationship is said to be positive if there exist a balance between employment functions and the rights of the laborer. Also important to note, is that this relation is equally important to the public sector as it is to the private one. Therefore, to ensure a mutually conducive labor environment exists, effective labor management process and inclusive negotiation program should be adopted (Mulve 2006; Walton, 2008).
There were many displays of collectivism in the film. Kazihiro, who was in charge of the Assan factory, told Hunt about how work always comes first before anything else. On the first day Kazihiro and his management partners, told all of his employees that they must be a team and they must be thinking only of the company. Another scene in the movie displayed how Willie, a factory worker, wanted to leave so he can be with his kid who was going to get his tonsils removed. Kazihiro was shocked on the way Willie makes his family priority over work. Collectivism is clear when the Union workers complain about how they are going to feed their families with a pay of $8.75 an hour. They want more so that they can support themselves and their families.
The three main actors of Dunlop’s System Theory constitute: employers, labor unions, and government. The interaction and relationship between these actors create the set of rules of the workplace that administers the actors in the workplace. These actors cannot act ind...
Human resource management (HRM) processes are crucial to the success of an acute care hospital facility. In this paper, I will give insight on how HRM processes have to align with the organizations goals and objectives in order to operate successfully. Hiring, training and benefits are a few of the major roles that human resources control in an organization. Therefore, it is important that human resource managers are abreast of all current policies and procedures.
The role of the government on industrial relations is very important as it sets the legal framework that industrial relations operates in. Appropriate industrial relations legislation should recognize the requirements of both employers and employee’s. Both the employee and the employer want to profit from each other but are also reliant on each other. This means that the equal bargaining power of employers and workers must be recognized (Peetz, David. 2006). Appropriate industrial relations laws should address any imbalance of power and give both groups an equal degree of control. Appropriate industrial relations should not only allow a mixture of both collective and individual bargaining but also facilitate employee participation in day to day workplace decisions. After all it’s the structure and framework of the employment relationship, which is governed by legislation that leads to good Industrial Relations.
Conflict exists in every organization as a result of incompatible needs, goals, and objectives of two people while aligning to the overall business requirements. Though disagreement is linked with negative impact, the approach has healthy considerations (Leung, 2008). For instance, some conflicts create an avenue for the exchange of ideas and creativity to meet the set organizational purposes. However, damaging disagreement in organizations results in employee dissatisfaction, turnover, and poor services and reduced productivity. The paper establishes different types of interpersonal conflict and key resolution strategies used to address the problem. Human resource managers need to have the capacity to identify different levels of conflicts and the best methods to negate them.