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(Solved) Employee Relations - PDF

   

Added on  2021-04-17

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Running head: EMPLOYEE RELATIONS Critically discuss the relevance of ‘pluralism’ to contemporary understandings ofemployment relations.Name of the StudentName of the UniversityAuthor Note

1EMPLOYEE RELATIONS Executive Summary:The report gives an overview of the employee relations in the perspective of the pluralistapproach. The report also mentions the fact that as per the pluralist approach organizationshave varied sectional groups with each group having their separate goals, legal loyalties andleaders. There report puts forward a critical discussion on the relevance of the pluralism onthe employee relations. Through the critical discussion, the report provides an insight into thepluralist theory of employee relations and the negative and the positive side of the pluralistapproach. In addition, it also tries to explain and why pluralism serves as valid explanationfor employee relation.

2EMPLOYEE RELATIONS Table of ContentsIntroduction:...............................................................................................................................3Critical Discussion on the Relevance of Pluralism to Employee Relations:.............................3Pluralist Theory on Employee Relations....................................................................................3Positive and Negative Side of Pluralist Theory.........................................................................4Pluralism: A Valid Explanation for Employee Relation............................................................6Conclusion:................................................................................................................................7References:.................................................................................................................................8

3EMPLOYEE RELATIONS Introduction: The aim of this report is to discuss the application of Pluralism to modernunderstanding of employee’s relationships. As per the Pluralist’s perspective, organizationsare made up of different sectional groups. However, each of the group has their own legalloyalties, goals as well as leaders. According to the Pluralist perspective, two of theoutstanding sectional groups are the management and the trade unions. Therefore, the mainjob responsibility as a result is not only enforcement and manages but influence andcoordination (Ackers 2014). Moreover, the trade unions act as the legalized delegates ofemployees. Therefore, the interest of the employees as well as the employers is conflicting.Thus, this conflict is unavoidable and the need for trade union to safeguard the interest ofboth the parties. In Pluralist, approach there is dual authority/loyalty therefore, it has beenseen that the employees are loyal towards the management and to their labour leaders. Critical Discussion on the Relevance of Pluralism to Employee Relations: Pluralist Theory on Employee Relations Arrowsmith and Parker (2013) stated a momentous prototype shift is implemented inthe managing of employee relations to more strategic and incorporated frameworks based onemployee obligation and interests of a shared workplace, as an alternative of traditionaladministrative conflicts and control among the employees and employers. However,according to Alfes et al. (2013) this employee relation (ER) scheme can be traced backed inthe 1050s in the United States, where three of the human recourse models happen to beprominent, explicitly Fombrun, Tichy as well as Devanna’s ‘matching model’, Beer et al.’s‘Harvard model’ and Walton’s ‘control to commitment’ model. Moreover, there are ERchanges, which have also taken place in United Kingdom though majorly in bigger

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