Employment Relations Assignment Example | Topics and Well Written Essays - 2750 words

Employment Relations - Assignment ExampleEmployment relations theories The study of employment relations has led to several surmise perspectives that have helped explain the nature of employment relations. The following is some of the perspectives draw. The scratch line is Unitarianism, a perspective based on workplace bouts between the employees and the manager. This theory explains that conflicts at the workplace atomic number 18 inevitable, and they should be seen as a unifier and not a dissolvent (Lloyd and Newell, 2001 357). In the organization, the employee carries the same interest as the manager and that is to see the organization thrive. In cocktail dress of dis couplement the two parties agree to disagree for the bring in of the organization. The main cause for conflicts according to Bryson (2005 1111) is a clash of personality, promotion, lack of communication skills and dissidents deviation. This can be well solved by the management through finding the problem an d solving it. In Taylors scientific management theory (197444) he states that employees have limited ambitions and tend to act immature and avoid their responsibilities whenever they can. Companies that shoot to subscribe to Taylors theory set clear roles and directives on assignments undertaken at work. The approach here gives management an upper hand because it has great authority on the workers (Taylor 1974 47). The other theory applicable in this case is the human relations theory where workers are viewed as individuals who are self motivated and have a sense of self-fulfillment in the organization. In this theory workers are granted the autonomy to operate in a manner that they feel the job satisfaction (Gennard and Judge, 2005 76). Organizations that adopt this approach create a supreme environment and allow employees to govern themselves. The second set of assumption is pluralism and unlike Unitarianism pluralism believes that work conflict is requirement and healthy for t he organization. Businesses are made up of different complex groups with each group carrying different interests (Daniel, 2006 36). The management and employees are considered been in different groups here. The assumption here is that there different forms of authority making conflict inevitable. The conflict is taken as a positive factor because it is this situation that sheds light on the employees grievances. Conflict overly forces management to come up with innovative ways to handle the disagreements. Pluralists according to Daniel (2006 36) agree with the two competing sides because it is believed to result to amicable solutions. This is because management not only comes up with conflict solutions but also fair solutions that keep their power balanced. Dunlops system theory is one of the greatest approaches used by most pluralists (Hollishead et al., 2003 19). This theory states that employment relations are made up of a wide sub-system that determines how parties gnarled in the work environment can keep out conflicts at the workplace. There are cardinal elements according to Hollishead et al. (2003 23) that are important factors in employment relations, and that are the actors, the environment, set rules and ideologies that are binding. Another theory recently drawn is the strategic choice theory