Managing Employee Relations Report
Added on 2020-12-10
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Managing EmployeeRelations
Table of ContentsINTRODUCTION.......................................................................................................................................3PERSPECTIVES OF EMPLOYEE RELATIONS......................................................................................3THEORY OF EMPLOYEE REALTIONS..................................................................................................4CONCLUSION...........................................................................................................................................5REFERENCES............................................................................................................................................6
Herry and Noon (2018) defines employee relations as efforts taken by a company tomanage interactions between member of staff and employer. A firm that has a presence of goodemployee relations is able to treat the staff in fair manner which makes them committed to theirjob. The present report has thus made an attempt to study the different theories and perspectiveson employee relations which is required for an online course to be started in a local college beingImperial college of London. Focus will be given on discussing various theories and perspectiveson the concept of employee relations by discussing real life examples of and also focusing onauthors viewpoints derived from journal articles on the topic. According to Hyman (2018) there exist three main perspectives of employee relationsthat are unitary, Pluralist as well as Marxist. All of them hold different view about employeerelations which has been discussed below. In Unitary perspective, the firm is considered asintegrated and harmonious group of employees that adhere with one loyalty culture. Theemployee relations in Imperial college of London are based on the principle of mutualcooperation, trust and support (Clark, 2015). All staff members work for the sole purpose beingproviding best possible service to the students. This firm does not believe in formation on tradeunion as there is a presence of increased loyalty in teaching staff. Work is done in completeharmony and the management is ever ready to support the staff if the need arises. However it hasbeen found by Kuna and Nadiv (2018) that the firm is required to take care of avoiding anyconflicting situation in teachers and other staff members on account of interpersonal friction,lack of communication. This can have led to a highly disruptive outcome for the college in formof high employee turnover and lack of classes for the students.According to view point of author Khoreva, Vaiman and Van Zalk (2017) pluralistperspective is the one where a firm is made up of many sectional groups being management andtrade unions and each one has a presence of its own legal loyalty, goal and a leader. In this kindof perspective the management focuses on how to persuade and coordinate with the trade unionsrather than enforcing laws and trying to control them. Conflicts often arise in this case which issolved by the process of collective bargaining. It is suggested to the manager that he manageconflict in a best possible manner so that positive change occurs. Then is the Marxist perspective which is also known as radical. The emphasis of thisviewpoint is on the concept that work relations are against history and there is a presence of
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