Conflicts in Employment Relations

Running head: CONFLICTS IN EMPLOYMENT RELATIONS
CONFLICTS IN EMPLOYMENT REALTIONS
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Author Note

CONFLICTS IN EMPLOYMENT RELATIONS1
Employment relations are a multidisciplinary field that studies the relations between the
employers and employees of the organization, between the employers and state and also the trade
unions. The main aim of the paper is to argue on the conflicts in employment relations (Abbott,
Mackinnon and Fallon 2016).
According to the Pluralist point of view, there are different groups of people in the
organization and therefore there are different interests of the people belonging to these groups
and as a result conflict will occur (Mzangwa 2015). Therefore this theory focuses on the
assumptions that conflicts are inherent in the employment relations. This theory is based on
collective bargaining and compromise between the different groups which have different interest
and that ultimately leads to conflicts in the organization and it primarily occurs between the trade
unions and management. This approach also considers the existence of trade unionism in the
industry in order to solve conflicts. This theory is of the view that conflicts and negotiations are
important in employment relations. The companies that follow this approach consider
negotiation as an important part of employment relations because it helps in reaching an
agreeable solution between the different groups of people engaged and therefore provides
benefits to both the employees and the employers. The Dunlop’s theory also recognized the
existence of a set of rules to be implemented by the government and also the existence of three
groups in order maintain appropriate employment relations and recognized the existence of
different contexts, factors and an ideology that binds all the group together.