MGN410 - Advance Energy: Wage Gap, Alienation, and Diversity Analysis

This assignment analyzes several key aspects of employee relations within Advance Energy, Australia. It begins by examining the wage gap, exploring how unionization and ideological perspectives can influence wage distribution. It then delves into the issue of employee alienation, discussing its various forms (powerlessness, meaninglessness, isolation, self-estrangement) and potential survival strategies such as making out, fiddling, joking, sabotage, and escaping. Finally, the assignment addresses the management of diversity, including leadership, training, performance, and work-life balance, as well as the benefits and disadvantages of diversification and the role of an HR professional in managing related challenges. The assignment draws on various academic sources to support its arguments and recommendations.

Running head: ADVANCE ENERGY, AUSTRALIA
ADVANCE ENERGY, AUSTRALIA
Name of the System
Name of the University
Author Note

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Table of Contents
Question 1..................................................................................................................................2
Question 2..................................................................................................................................2
Question 3..................................................................................................................................4
Bibliography...............................................................................................................................6

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Question 1
The wage gap in between the employees gets affected due to the variation of the
unionisation in areas. Implementation of the Ideological perspective will help in better
understanding of the variation gradation ion the wages. With the help of proper contrast in the
interactions and communication process and the job type that is being performed by the
employees are taken into consideration. This ensures that better wage providence can be
performed. As per the skill sets that are present in the employees the wage that is to be
provided to him will be decided. Hence the balance in between skill and wage drawn can be
established.
Yes, it can be stated that setting up of the collective representative body will be
beneficial for both the governing body as well as employees of the organization. Higher work
life balance incur that better retention of the employees can be made. This ensures that
Trade union formation will be benefitting the entire processing of the work flow and
developing a bridge in between the employees and management body (Geary 2016). The
trade union is basically based on the functioning process that ensures the fact that improving
the work life will be attained. Trade Unions are considered as the agents of revolution who
try to bring in revolution in the work culture and reform the functional process. Response to
the needs of the workers have been the major consideration of the trade union people and also
acts as a main reason of the formation of the trade unions. Work life balance creation will be
performed as per the processing of the management of employee functioning (Blau & Kahn
2017).
As a HR firstly creating a set of difference among the employees regarding their
communication process. Performing differences in between the power of the resources will
also be performed. Creation of Staff union will be benefitting the functioning process of the

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business management will get better as voice of vulnerable workers will be well described
and communicated via the trade union leaders.
Question 2
Alienation issues that are faced includes Powerlessness, as per the processing of the
powerlessness will includes the fact that the employees gets manipulated in terms of the
impersonal system. In the energy business employees will be getting alienated.
Meaninglessness of the entire process is also a major concern that affects the business
management of the lack of understanding of the whole process and the way that the work
contributes to the business management of the project. Isolation, In case of alienation the
employees suffers from lack of belongingness and hence the management process of
employees gets affected and hence unwillingness to comply with the goals gets hampered and
hence lack of motivation will be noticed. Self-Estrangement deals with the lack of identity of
the employees in the business organization (Gomez & Gunderso 2016). Self-expression will
be one of the major aspect that will express boredom of the employees in the working
process. This leads to detachment of the employees from the working process. Hence the
management of the business organization is dependent on the processing of the activity lists.
The survival strategies that are to be implemented for proper management of the
issues that arises due to the alienation process includes Making out, The main aspect that is to
be considered for mitigating the issues include moulding of the laws that are present in the
business organization for benefitting both the employees and managers of the business
organization. Bending of the rules will be benefitting the functional process. Fiddling,
deserved perks that will be benefitting the functioning of the wage subsidising process. This
process certainly affects the profitability of the project. Joking, as per this terminology,
forming of the status quo and hence providing a letting off steam (Lawrence 2016).

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Challenges to management will get performed and hence undermining of the status and
policies of the managers will be taken into consideration. Sabotage, as per performing the
processing of Sabotage the main aspect that is important includes expression of frustration
and taking well-meaning actions as per the malicious acts against the even governing of the
organization. Escaping, In this case the withdrawal of the results as per the acceptance of the
status quo will be acknowledged and hence commencement of the policy management can be
performed.
Question 3
The managing of difference is based on the functional process of these management
includes Management Leadership, with the implementation of the management leadership,
the main advantage that will be performed is that communication process can be performed in
a better manner (Munshi & Rosenzweig 2016). Education and training, employees will be
provided with proper education and training includes the fact that proper knowledge will be
gained by the employees and hence providing proper training will ensure better commencing
of the project will get performed. Performance and accountability, this process will take into
consideration that better analysis of the project can be made and hence better execution of the
project will be made. Work life balance, this will ensure that the employees gain a proper
work life balance, leading to the fact that retention rate remains high (Porter et al, 2017).
Career development and planning, with the help of career development and planning the main
advantage that will be received incudes better processing of the growth curve of the
employees
Benefits of diversification are as follows: -
 Getting trained and having higher diversity
 Better career curve of the employees

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 Better retention of the employees
Disadvantages are as follows: -
 Contradiction will arise
 Communication barrier will be present
 Attitudinal issues are also present.
Being an HR, it is need to be strict in stopping employees taking undue disadvantage
as this will ensure that proper management of the business will be getting better and hence
improper management process gets performed in a proper manner.

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Bibliography
Blau, F. D., & Kahn, L. M. (2017). The gender wage gap: Extent, trends, and
explanations. Journal of Economic Literature, 55(3), 789-865.
Geary, J. (2016). Economic crisis, austerity and trade union responses: The Irish case in
comparative perspective. European Journal of Industrial Relations, 22(2), 131-147.
Gomez, R., & Gunderson, M. (2016). The experience good model of trade union
membership. The Changing Role of Unions: New Forms of Representation Edited by:
Phanindra V. Wunnava (New York: ME Sharpe, 2005).
Hodder, A., Williams, M., Kelly, J., & McCarthy, N. (2017). Does strike action stimulate
trade union membership growth?. British Journal of Industrial Relations, 55(1), 165-
186.
Lawrence, E. (2016). Gender and trade unions. Routledge.
Munshi, K., & Rosenzweig, M. (2016). Networks and misallocation: Insurance, migration,
and the rural-urban wage gap. American Economic Review, 106(1), 46-98.
Porter, F., Blakey, H., Chater, M., Chesters, G. S., Hannam, M., & Manborde, I. (2017).
Analysis: Voices from the movement: What can the Trade Union Act (2016) tell us
about trade union organising?.