Essay on Employment Relationship, Management Styles, and Approaches

This essay delves into the multifaceted realm of employment relationships, providing a comprehensive analysis of various perspectives and management styles. It begins by defining the core concept of the employment relationship, emphasizing its significance in fostering a productive and harmonious work environment. The essay then explores key frameworks such as Unitarism, Pluralism, and Marxism, elucidating their underlying principles and implications for workplace dynamics. A significant portion is dedicated to comparing and contrasting the Unitary and Radicalism approaches, highlighting their respective strengths and weaknesses. Furthermore, the role and functions of trade unions within the employment relationship are thoroughly examined, including their impact on employee welfare and collective bargaining. The essay also investigates diverse management styles, such as Traditionalist, Sophisticated Paternalist, and Standard Modern approaches, evaluating their effectiveness in different organizational contexts. By integrating these diverse elements, the essay provides a holistic understanding of the complexities inherent in the employment relationship, offering valuable insights for both employers and employees.

Work and the
Employment Relationship

Table of Contents
INTRODUCTION....................................................................................................................... 1
MAIN BODY.............................................................................................................................. 1
CONCLUSION............................................................................................................................ 6
REFERENCES............................................................................................................................ 7

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l壱INTRODUCTION
Employment relationship is link between the employees and employers. This relationship
survive when a specific person performs work or services in the return of remuneration. For
smooth flow of organisation it is important for owner of enterprise to maintain good relation
between each other (Gallie, 2013). Their are many importance of the same in firm like help in
motivating employees, motivation and encourage for working. This is the work of human
resource management department in company and the below mention file explain employment
relationship, unitarism, pluralism and Marxism. Apart from this criticism of unitary perspective
are also given and in the end Unitarism, Trade Unions as well as importance of management
style and approaches are explained. Maintaining a good relationship is the key for success of
business and the same results in advantageous. When there is strong relationship it results in
more productivity, more efficient and less chance of conflict in organisation as well as
employees will be more loyal with this practices. Although in this assignment statement and
approaches are included this says that Unitarists means employees working in company have to
share their goals and work on common objectives (Stewart,2013).
l壱MAIN BODY
Unitarists means that in organisation the people who are working together they can be
from any level. They all have to share same objectives and work between each other
harmoniously (.Bélanger and Edwards, 2013). In simple words it can explain that all people
working in company as a group member or individual have common purpose. It believes that
management in company can control many thing as well if there is management then leadership
can also work. If working of company is in control and each every employees taking part in day
to day activity then this will result in smooth working , increasing productivity, removing
conflict and in generating revenue as much as they can. Although, this is the approach use for
development of organisation. This approach is good and beneficial so every organisation can
implement this approach so they can gain several benefits which is necessary for its and their
employees present and future development.
Employment relationship is legal bonding between employers and their employees this is
done when they both are agree on the single project to work on. The entire work is done under
the eyes of employers and employees get remuneration for the work they are performing. Every
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work have some terms and conditions these are defined in the form of legislation and collective
agreement. Employers and employees both parties have responsibilities and rights within
relationship of employment and till it ends. So from this it has been understand that there is
requirement of maintaining relationship between employees and their employers. Radical
approach also known as Marxian approach, as per this employees save themselves from such
companies who are working for their own welfare but don't take care of their staff working with
them. Such enterprises are running for only with profit motive as well as the same demotivate
workers and reason for the conflicts in industrial relationship (Beale and Hoel, 2011). There are
some silent feature and objectives of the same are: issues related to inequality, health,
deprivation and discrimination are expose. Also help in removing regional inequalities, work for
developing equal, tension free, peaceful and enjoyable society. When this approach is linked up
with Unitarists then it simply means organisation have to involve each any every employees and
work on common goal. Apart from this enterprise have to concern for their staff also because if
they take care of them in revert company will also gain something.
Unitary approach says that every work going in organisation is integrated and related to
each other entire exists for common purpose. Everyone working in company should be identified
with objectives and mission. The same approach emphasizes the co-dependency of employees
and employers. It help in maintaining relationship and bond of both the parties working together
as well as it help in development of business. There are some advantages of the same is they
integrate interest of employees and employees so that it will encourage them to do work as well
as increase loyalty, personnel are the stakeholders of business so their well-prosperity is
cautiously considered in guarantee the welfare of the organisation (Rubery and Urwin,2011).
Finally, it assist in smooth working of company and easy achieving pre determined goal and
objectives. On the other hand, with some advantages there are disadvantages also that there is no
realisation of inequalities of power between employees and their employers this create conflicts
in company. Personnels are not involved in decision making which de-motives them because
when all work are done related to decision then in the end task are given to employees. When
staff are not engaged in every activity of company then their will chances of arises many issues
and problems. So for overcome with these situation organisation have to take care that equal
importance as well as rights should be given to persons who are working with them.
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Comparison between Unitary and Radicalism approach: in the unitary staff, member and
team of organisation share purpose, objective and interest of doing work when everyone is
working together they share their mutual goals. From employees point of view working
atmosphere should be flexible, personnel want that managers skills and knowledge support their
undertaking. As well as they want to take participation in each and every decision of business
this help in innovation, creativity, quality improvement and group also. From employer point of
view the same approach means individuals personal objectives should be discussed and shared
with them and integrated with business's needs. Their are some line managers they should have
to take care of team and staffing responsibilities. Rewards and awards should be designed for
loyal and commitment employees (Kossek and Ruderman,2012). Objectives which are wider
should be communicate in appropriate manner to employees and every department. On the other
hand, Radicalism approach also known as Marxist this looks toward industrial relations from a
societal perspective. In such organisation is work with the motive of profit maximisation and
don't see employees welfare. Personnel are not satisfied in these kind of business where personal
objective of individual are not integrated with whole company's need. Employers pay less to
employees for their work this demotivate them and increase turnover. Where staff welfare and
care are not done they also revert the same to the business in which they are working. From the
above comparison it has been concluded that in unitary approach employees are the priority and
organisation take care of their staff whereas in the Radicalism personnel are not that much
important they are mainly for profit motive. Apart from this where company use unitary
approach staff are satisfy and another is implemented workers of organisation are not satisfy
they are not satisfy with their job. For welfare and growth of organisation job satisfaction is
necessary (Mehnert, 2011).
Trade union and labour union both are same these are formed by organisation by their
workers with the related field which is work for common interest of its members. The same is
established for welfare of employees in such things like good working environment, fairness of
pay, hours of work and benefits. Trade union represent group of workers and provide link
between both management and their employees. Main purpose of the same is to look into the
grudge of wagers and present a corporate voice in front of the management. Union become
instrument of communication between management and its workers. These are the key function
performed by trade union settlement of grievances, standard of relationship, increasing demands
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on the sake of workers, corporate bargaining and negotiations. Their is need of the same union in
company for protecting workers area of working because person can easily exploited without
help of trade union (Herriot, 2013). They help employees in many ways when some things
which is not right for them are going on. Instead of this there are some features of this that it is
formed on continuous basis because it is permanent not casual or temporary. This is change on
year basis and it is formed for protecting interest like social, political, economic for its staff.
Objectives in this is achieved with the help of team efforts and collective actions. Tools use for
completion of objectives are negotiations and collective bargaining. Instead of this trade union
don't work on economic benefits they work on labour welfare also. The same also help in
maintaining good relation between organisation and their workers which is important for smooth
working and growth of business (Golden and et.al., 2011). On the other hand Unitarism states
that everyone in company is member with equal responsibilities and right. Everyone working in
same area have common goal this improve relationship between the employers and employees as
well as in other staff members also. This approach is beneficial for company when it is
implemented because it gives job satisfaction to staff working with them as well as also in
growth and development of firm.
Their are several management styles used in organisation for managing various work
directly or indirectly related to staff working in that organisation. This is using by companies
from ancient time in some traditional methods but now a days the same are modified as per new
styles. The same have some advantages like increasing productivity and profit maximisation.
There are many management style one of them is Traditionalist these are used in early days for
managing day to day activity of a particular business or department of the same. There are
several benefits of this is simple and initially low cost. Apart from this it also have some
disadvantages like high cost in long run, lack of data sharing, data inconsistency, unmanaged
redundancy and separated ownership. This mainly focus on objectives and goal which is
created by senior management department. Goal of implementing this approach is increasing
sales, profit and also focus on quality of goods and services offering by them. Traditional
approach is not complicated easy in understanding and implementing (NoonBlyton and Morrell,
2013).
Sophisticated paternalist is labour management style in this approach employers gives
several benefits to employees as well as job security also. In this welfare of employees are done
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and company spend money on this so that they can in return earn loyalty of them towards
business. It is mainly find in large non-union organisation because there is no requirement of
union they themselves take care of their employees welfare and development. These type of
firms use internal communication and for this pay wages above then average in command to pre-
empt unionisation. This have some advantages also like feedback invited so that it improve
morale, employees turnover rate is decreased, decisions are taken for employees benefits,
personnel are rewarded with several things when they perform well, social needs are fulfilled
this increase loyalty and low turnover. Instead of this disadvantages are employees are not
satisfied when bad decisions are taken, staff are not motivated when loyal connection to
management are not established, employees become more dependent on leader to supervise them
when they are working (Rosenbloom, 2014). This approach is suitable for overall company
because they work for welfare of both.
Standard modern is the latest style of management because it is update-ion in the
traditional techniques used by manager of company (Rosenbloom, 2014). So that organisation
can achieve its goal and objectives in effective manner as well as this results in effective
running of business. Modification in old tools and techniques is necessary so that management in
overall company as well as particular department can be. As everyone have advantages and
disadvantages same this also have it help in managing work, development of organisation, not
time consuming, but it is expensive, employees need development and training to work on latest
tools and techniques (Watson,2013). Modern techniques are easy to work on it because old tools
and techniques are difficult as well as time consuming.
Management approaches and styles should be implemented in organisation for smooth
working of it. As well as these both are important for employees satisfaction because if the are
satisfy with company and their job then only they will give something in revert to the enterprise
in which they are working (Fox, and et.al., 2013). These thing is beneficial for present working
as well as for future also. Although the environment in which business exist in full of
competition and it is dynamic in nature so according to requirement of surrounding management
styles and approaches should be implemented in company.
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l壱CONCLUSION
As per the above assignment it has been concluded that employment relationship is
important for organisation for its growth and development. This also shows that Unitarists is
important because it gives equal rights and responsibilities to employees working with the
company. Because this approach says that staff working in a single area have to share their
goals with each other so that they can work easily as well as properly. Management of specific
firm control and implement leadership in proper manner within an organisation. This explain
radical approach this says that company should have to take care of their workers not only work
with motive of profit. In this main motive of enterprises is only profit and they pay less to their
workers for the work they are doing. Criticism of unitary perspectives are done their advantages,
limitation as well as comparison of unitary and radicalism are done above with the consider
point interest of employees are not taken into consideration, assumes that employees interest will
coincide with employers, by seeing conflicts as dysfunctional and dismissing the need for third
party presence, this could actually encourage conflict. In the last part of project trade union and
their features are explained which is important for employees and they work for welfare of staff
working in organisation so that no incorrect practices can be done with people working. They
are important for maintaining communication between employers and their employees. Apart
from this management styles and approaches are described because these help in managing
company as well as in maintaining good relation between employers and their employees. Also
in achieving target and objectives which are pre determined by the top level of company.
Following management styles and approaches are given traditionalist, sophisticated paternalist,
standard moderns, sophisticated modern consulter's and so on.
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l壱REFERENCES
Books and Journals
Gallie, D., 2013. Book review symposium: Arne L Kalleberg, Good Jobs, Bad Jobs: The Rise of
Polarized and Precarious Employment Systems in the United States, 1970s to 2000s.
Bélanger, J. and Edwards, P., 2013. The nature of front-line service work: distinctive features
and continuity in the employment relationship. Work, employment and society, 27(3),
pp.433-450.
Beale, D. and Hoel, H., 2011. Workplace bullying and the employment relationship: exploring
questions of prevention, control and context. Work, employment and society, 25(1),
pp.5-18.
Rubery, J. and Urwin, P., 2011. Bringing the employer back in: why social care needs a
standard employment relationship. Human Resource Management Journal, 21(2),
pp.122-137.
Kossek, E. and Ruderman, M., 2012. Work-family flexibility and the employment
relationship. Understanding the Employee-Organization Relationship: Advances in
Theory and Practice, pp.223-253.
Herriot, P., 2013. The employment relationship: A psychological perspective. Routledge.
Golden, L. and et.al., 2011. Working time in the employment relationship: Working time,
perceived control and work-life balance. Research handbook on the future of work and
employment relations, 188.
Noon, M., Blyton, P. and Morrell, K., 2013. The realities of work: Experiencing work and
employment in contemporary society. Palgrave Macmillan.
Rosenbloom, D. H., 2014. Federal service and the constitution: The development of the public
employment relationship. Georgetown University Press.
Stewart, A., 2013. Stewart's guide to employment law (Vol. 3). Sydney: Federation Press.
Mehnert, A., 2011. Employment and work-related issues in cancer survivors. Critical reviews in
oncology/hematology, 77(2), pp.109-130.
Watson, T., 2013. The Personnel Managers (Routledge Revivals): A Study in the Sociology of
Work and Employment. Routledge.
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Fox, M. L. and et.al., 2013. Africa's Got Work to Do: Employment Prospects in the New
Century (No. 13-201). International Monetary Fund.
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