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the effects of free trade
The advantages and disadvantages of Performance Related Pay
the effects of free trade
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The Industrial relations framework emerged as a response to the Social Question or the ‘Labour Problem’ – which has been defined by some authors as the problem of improving the conditions of employment of the wage-earning classes [1]. To mitigate the problems of the labour class, whose interests were seen as antithetical to the interests of the producers; a variety of flavours and philosophical leanings developed amongst academicians. Thus IR was conceived differently by different theorists, right from formalization of workplace norms (Dunlop) and job regulation (Flanders) to the social regulation of production (Hyman 1995). The general understanding in the beginning of the historical evolution of the field of IR was that labour problems stemmed from unbridled laissez-faire capitalism, and there was need to seek greater pragmatism, social stability and justice by reforming the current model of employee relationship.
Philosophically speaking, the greatest threat to the idea of reforming the labour system arose from orthodox and neo-classical economics. Classical economics holds two principles dearly, the principle of free trade, and Say’s Law, the idea that a free-market system always returns to a state of full employment. The first principle was applied initially to trade in the international market, but was quickly adapted to use in local market, and importantly also the labour market. The ensuing competition, was considered sufficient to protect the interests of the worker. Similarly, Say’s law implied that deficiency in demand was impossible in a perfectly competitive market. The implication of this macroeconomic theory were applied to labour markets with the belief that dynamics of demand and supply would force the wages up an...
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...e emergence of HRM – human resource management.
When one considers the role of workers and labour in any firm, one can think of them in two distinctive ways – cost competitiveness that considers labour to be a cost that has to be minimized, a view that leads to poorly paid workers and unending labour management conflict. On the other hand, one may consider competing on productivity and commitment – a view which considers workers to be assets, which can afford them high pay and better treatment. As HRM has evolved it has come up with interesting innovations, such as some form of performance based pay, employee participation, supportive HR policies and the like. In this regard, Ichniowski et al mention that these practices may create certain performance advantages such as efficiency in work processes and increased productivity by incentivising workers to work harder
David Brody argues that the rise of contractual or collective bargaining relationships during the post WWII era formalized the relationship between employers and unions, but simultaneously began to put a break on shop floor activism. Explain Brody’s argument and, where relevant, incorporate Weber’s theory of bureaucracy.
Human Resource Management (HRM) is the administration and control of employees. Its purpose is to ensure that the workers and the employer cultivate a valuable relationship. As a result, the company will record an exceptional performance particularly with regard to employee productivity (Paauwe, 2004). Further, the workers will benefit in terms of job satisfaction and self-development (Paauwe, 2004). Some of the activities involved in managing workers include selection and recruitment, training, development, motivation, and appraisal (Sharma, 2009). This paper aims to analyse the role of human resource management in organisations and its linkage to the wider organizational strategy using Tesco and Harrods as illustrations.
...th the classical view that wages would drop to prohibit unemployment because of Trade Unions, and claim that according this view unemployment would enter a vicious spiral. The implications of this are that Modern liberal economics advocates the state managing the economy and that logically the state has a role to play in helping people achieve the self-fulfillment that liberalism works towards. This is consistent with the Modern liberal view of freedom effectively as an ‘enabling process’.
Blanpain, R and Bamber, G J. (2010). Comparative Labor Law and Industrial Relations in Industrialized Market Economies: Xth and Revised Edition. Alphen aan den Rijn: Kluwer Law International.
Watson, T. (2008) The Meaning of Work. The Sociology of Work and Industry. London: Routledge.
Neo-classical economics assumes that workers and employers are perfectly rational and that labor markets function efficient...
Probably no other pronouncement on the social question has had so many readers or exercised such a wide influence. It has inspired a vast Catholic social literature, while many non-Catholics have acclaimed it as one of the most definite and reasonable productions ever written on the subject. Sometimes criticized as vague, it is as specific as any document could be written for several countries in different stages of industrial development. On one point it is strikingly definite: "Let it be taken for granted that workman and employer should, as a rule, make free agreements, and in particular should agree freely as to wages; nevertheless, there is a dictate of natural justice more imperious and ancient than any bargain between man and man, that remuneration should be sufficient to maintain the wage-earner in reasonable and frugal comfort. If through necessity or fear of a worse evil the workman accept harder conditions because an employer or contractor will afford him no better, he is made the victim of force and injustice.
In my opinion, HR practices can make positive contributions to organisational performances, because except the unpredictable external environments, human resource management can improve the most factors that affect employees’ performances which finally influence organisational performances in long-term perspectives. This essay is aim to prove human resource practices can positively effect organisational performances based on literature discussion and empirical evidences. The next section briefly brings few negative views about the limitation of HRM related to improving organisational performances. The third section discuss the positive relationship between HR practices and organisational performances are established by applying HRM processes of hiring, selecting, placing employees as well as creating employment relationships within organisations. The final section is going to analyse an example company Mark & Spensers successfully utilised HR practices to improve their organisational performances and created competitive advantages.
Human Resources Management (HRM) Interventions relates to the idea of improving an organizations overall performance and efficiency by improving the members (individuals and groups) performances, commitment, and flexibility. According to Beer et al. (1984), this is often a relevant intervention technique when organizations are facing increased international competition. They see the value of HR investments as a way to improve organizations competitive advantages. Further, they establish that HRM policies have long-term consequences and immediate organizational outcomes. These policies should include the overall competence of employees, the commitment of employees, the cost effectiveness of HRM practices,
Industrial Relations is a multidisciplinary field dealing with the study of employment relationship in union and non-union organizations. There have been various theories of industrial relations in place, but the first and most influential theory was put forward by John Thomas Dunlop. Dunlop, as a labor economist, remodelled the work of sociologists and developed a framework of industrial relations system. He developed the System’s Theory which stressed on the interrelationship of institutions and behaviors that enables one to understand and explain industrial relation rules.
Organizations are working hard in today’s world of business, not only to remain competitive, but also to focus on stability and structure. Employees are the backbone of an organization. It is becoming more important to offer quality HRM programs to staff, in order to support the retention of trained and experienced staff. Employees have always been concerned with salary however, there is a new focus emerging that looks at compensation as a whole entity. Monetary wages are now just as important as other benefits such as paid time off, medical and dental offerings and retirement. This paper will discuss the importance of the total compensation program which includes many aspects, not just salary. Attention must be paid to equal pay, pay
There are many different approaches and theories regarding industrial relations nowadays. In order to mount an opinion on which is the ‘best’ or most appropriate theory of industrial relations, each theory will have to be analyzed. The three most prevalent theories of industrial relations which exist are The Unitarist theory, The Pluralist theory and The Marxist theory. Each offers a particular perception of workplace relations and will therefore interpret such events as workplace conflict, the role of trade unions and job regulation very differently. I will examine each of these theories in turn and then formulate my own opinion regarding which is the ‘best’ or most appropriate theory.
The role of the government on industrial relations is very important as it sets the legal framework that industrial relations operates in. Appropriate industrial relations legislation should recognize the requirements of both employers and employee’s. Both the employee and the employer want to profit from each other but are also reliant on each other. This means that the equal bargaining power of employers and workers must be recognized (Peetz, David. 2006). Appropriate industrial relations laws should address any imbalance of power and give both groups an equal degree of control. Appropriate industrial relations should not only allow a mixture of both collective and individual bargaining but also facilitate employee participation in day to day workplace decisions. After all it’s the structure and framework of the employment relationship, which is governed by legislation that leads to good Industrial Relations.
The theory holds work to be governed by a wide range of formal and informal rules and regulations, which cover everything from recruitment, holidays, performance, wages, hours, and a myriad of other details of employment. It asserts that these rules are what industrial actors try to determine, that their establishment is influenced by the wider environmental context in which the actors operate, and that the actors themselves share an interest in maintaining the processes of negotiation and conflict resolution. On the back of these assertions four elements are held to make up the system of industrial relations rule-making. The first is industrial actors, which consists of employers and their representatives (i.e., employer associations), employees and their representatives (i.e., trade unions), and external agencies with an interest in industrial relations (i.e., government departments and labour courts). The second is the environmental context, which
The Marxist approach looks at industrial relations from a societal perspective. It views industrial relations as a small-scale version of a capitalist society. This approach surrounds itself with the assumption that industrial relations under capitalism are unavoidable, and thus would be a source of conflict. According to Marxist, industrial conflict is central to industrial relations, however actual altercations are uncommon. The approach also sees this as a form ...