...Assignment #3 The importance of industrial relations is the key to the progress and success of an organization. The important benefit of them is to ensure continuity of production. This means continuous employment for all from the managers to the workers. Disputes are the reflections of the failure of basic human urges or motivations to secure adequate satisfaction or expression that are fully cured by good industrial relations. Strikes, lockouts, unfair tactics, and grievances are a few of the reflections of industrial unrest and do not appear in an atmosphere of the industrial calm. In the end “good” industrial relations depends on which theory you find more persuasive: unitarism, radicalism, or pluralism. Unitarism is perceived as an integrated and harmonious system where the management, staff and all the members of the organization share the same objectives, interests, purposes and are viewed as one happy family. This single entity with a single authority has a loyalty structure which is considered paternalistic approaches were trade unions are deemed unnecessary and conflict is perceived as disruptive. Here management rights to manage are seen as legitimate and rational; and any opposition to management right to manage is seen as irrational. How long would the step ford wives syndrome last before it begins to crumble and fall apart? On the other hand radicalism objects to the capitalistic source of power where the ownership and control extends beyond the...
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...Running head: DESIGN HISTORY An analysis of Tony Fry’s approaches to studying and representing design history Name: University: Course: Tutor: Date: Introduction For a long time, there have been discussions concerning the rewriting of design history. Consequently, the need to re-invent disciplines and approaches to design history has sparked greater intellectual probe on issues of sustainability and credibility. This paper seeks to critically analyze some of the various approaches to studying and representing design history as argued by Tony Fry. The paper will discuss connoisseurship and the object in space and finally assess there effects on the understanding of research design. Design history can be succinctly defined as the study of design based on their respective historical and stylistic contexts. As a discipline, design history has its roots in Britain in the early 1970s. The existing literature indicates that, design history encompasses wide range of issues that revolve around various spheres of the society including social, political, technical, cultural and technical aspects of the society. Consequently, some of the various objects of study include crafts, industrial design, product design, interiors, and fashion among other artistic features (Lees-Maffei, 2009; Clark & Brody, 2009). Furthermore, the original design history has undergone tremendous changes based that have largely shaped the discipline. Fallan (2010) contends that, design history can be...
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...attention as the other key resources. The key Human Resource Management areas are as follows: Industrial Relations Industrial Relations generally refers to an employer's, employee's or trade union's reactive response to issues which occur within the company. These can be either spontaneous or on-going and can ultimately terminate in the disputes mechanisms of the Labour Relations Commission, the Rights Commissioner Service, the Employment Appeals Tribunal and the Labour Court or in industrial actions including strikes and lock outs. Generally the companies with poor industrial relations track records have issues of trust between the parties and tend to have a confrontational relationship. In such an environment a lot of energy is 'wasted' on confrontational debate and posturing rather than on the commercial development of the company's products or services. Central Human Resource Management Structures Human Resource Management is the overall management function, which embraces all aspects of the employee / employer relationship. It incorporates other areas such as industrial relations, employee relations and employment legislation, but as the philosophical approach to how the relationship is managed varies from company to company, the different approaches are dealt with independently within the 1 Stop HR information service. None the less, you will note that the different approaches can and regularly do overlap. In...
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...Pluralist perspective of employment relations Question: Carefully define the pluralist perspective of employment relations and show how it differs from other frames of reference. What are the limits of the pluralist acceptance of different stakeholder interests at work. When, within the pluralist perspective is conflict acceptable? The topic of industrial relations generally deals with the relationships encountered by the workforce in their working lives and can equally be contributed to and studied by economists, lawyers, sociologists, and psychologists, to name but a few. The capacity of the topic spans from the individual in relation to the organisation through to the shop floor, all the way to national and international bodies. Approaches used to define the subject matter of Industrial relations are: Industrial-based definitions, social psychology-based definitions, class-based definitions, human resource management definitions and employment relations. Industrial relations are an ever growing topic and will be continually studied by scholars to further gain in-depth knowledge to natural behaviours of the modern workplace, as advantages of a harmonious working environment is considered the holy grail of globalisation. Although there is a vast array of conceptual approaches to industrial relations, in this essay I will analyse the differences with the frames of reference most commonly known as unitarism, pluralism, and marxism. Before which I will carefully discuss in depth...
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...“Best Perspectives to Human Resource Management” Author: Arrey Mbongaya Ivo ©2006 African Centre for Community and Development (www.africancentreforcommunity.com ) All rights reserved. Table of Contents 1.0 Introduction, Perspectives in Management and the genesis of Human Resource Management 1.1 Scientific or Closed management, Human Relations or Semi open system, Open System or Contingency system 1.2 Personnel management/ Personnel Manager 1.3 The genesis of Human Resource Management(HRM)/Defining Human Resource Management 1.4 What is ‘Hard’ and ‘Soft’ HRM? 1.5 The Debate between Human Relations(HR) and Human Resource Management(HRM) 1.6 The Human Resource Manager and his role 2.0 Attempting a framework for Human Resource Management(HRM) 2.1 Using HRM as a style, a strategy and an outcome 2.2 Is HRM a restatement of Personnel Management? 2.3 Is HRM a new managerial discipline? 2.4 HRM as a resource-based dimension of management 2.5 The Strategic and international possibilities of HRM 3.0Using some models of HRM to critically assess HRM “Hard” and “Soft” Approaches. 3.1The Harvard Model 3.2The Michigan Model 3.3Guest comparative models 3.4The ‘Choice Model’ and its benefits. 4.0The influence of senior management and their Effectiveness 4.1 policy makers 4.2 senior managers and their frames of reference 4.3 The more effective the better the policies 4.4 The Japanese example 5.0 Conclusion, limitations and proposals 5.1HRM a widespread contemporary, evolving & contingent...
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...Identify and explain the main changes that have occured to the employment relations environment. A successful employment relationship is the fundamental element of any successful business or organisation, hence, it is essential and the reason of all the organizations continues seeking methods to improve and maintain these relationships. There are many philosophers and writers have studied and written lots of different theories and approaches that are related to employment relationship. These theories and approaches have changed rapidly from the classical era to the modern era. Furthermore, illustrating issues that have evolved through changes in the employment relations environments such as the nature of work, technology, managerial regimes, regulation, policy and globalisation. The purpose of this essay is to identify and explain the main changes that listed above. The second part of this essay identifies those changes or improvement of employment relations environment that can benefit both the employers and employees by creating a healthy and supportive working environment. Employees who have strong employment relationships, are more satisfied and keen on work, also, they tend to have helpful and friendly co-workers as well as high levels of employee trust and commitment with employer. The establishment of regulation and policies such as labour law, minimum wages, Occupational Health and Safety (OHS) enhance safety and security in workplace. Thus, strong employment relationships...
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...What are ‘Good’ Industrial Relations? What are ‘good’ industrial relations? It can simply be described as a workplace in which the employees are motivated and happy. This occurs when a workplace has solved their problems; however there is no single means to achieving this. Pluralism, unitarism and radicalism are three theoretical approaches to industrial relations. Unitarist theory believes that the employees should have the same goals and interests as their employer and view conflict as detrimental to industrial relations. The pluralist perspective views conflict as being inevitable due to the employer having more control than the employee. The business will flourish and grow only when a solution to this conflict has been obtained. The radicalism perspective also views conflict as being unavoidable but rather than find a solution this theory, suggests eliminating the root of the conflict altogether. All of these approaches have a negative and positive effect in the workplace. In order to answer the question of what ‘good’ industrial relations are, you need to have a full understanding of what each theory entails. Unitarists believe ‘good’ industrial relations are only achievable when everyone works together as a team and the employees share the same common goal and interests as their employer. In order for employees to work towards the same goal as their employer, everyone needs to understand not only what the goal is but also what the plan is to achieve it. This...
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...Introduction In broad terms, Employment relations is concerned with the theory and practice associated with the management and regulation of the employment relationship. In particular, it is concerned with the socio-political dimension of the employment relationship and the distribution of power between management and employees, the incidence and expression of conflict and the social and legislative regulatory framework within which the employment relationship exists. Employment relations is the contemporary term used to refer to what has traditionally been called ‘industrial relations’. As both an academic area of study and a set of organisational activities, industrial relations has traditionally referred to the management of the relationship between trade unions and management and associated processes including collective bargaining, negotiation and consultation and industrial conflict. The use of the term ‘employment relations’, rather than industrial relations, reflects a range of developments in the political, economic, social and legal context of the employment relation- ship that have taken place over the last three decades. The advent of new forms of employee management, such as HRM, alongside shifting industrial structures to a service-dominated economy, declining trade union power and influence, political antipathy towards the union movement, greater individu- alisation and flexibility in the management of labour and changing social attitudes have created a more diverse...
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...Describe how the Unitarist and Pluralist approaches to conflict would explain the positions of (a) management and (b) unions in the Qantas dispute. Identify which one of the approaches provides the better explanation. Explain how you reached this conclusion. In order to describe how the Unitarist and Pluralist approaches to conflict in regards to the position of management and the unions in the Qantas dispute, it is critical to first understand the concept of employment ideology. The field of employment relations takes theories and concepts from these traditional social science disciplines and uses them to study employment relations (Pearson 2012) The Qantas dispute involves three different unions in dispute with Qantas, in which the three unions represent the pilots, engineers and ground staff. Fundamentally striving for the same outcome, which is to be able to hang on their Qantas conditions of service and jobs as Qantas management wants to slash cost. What Qantas management wanted was to cut pay rates, take jobs offshore and increase profits by changing work practices and lowering labour cost, as the airline was losing approximately $200 million a year. (Barry 2011) Therefore under these conditions the reason for unions to get involved would be certain as the changes the Qantas board wishes to take will affect the conditions of the employees. The most persistent approach in industrial relations theory was popularize by Alan Fox, who published the idea that employment...
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...HUMAN RESOURCE MANAGEMENT APPROACHES TO INDUSTRIAL RELATION: Industrial conflicts are the results of several socio-economic, psychological and political factors. Various lines of thoughts have been expressed and approaches used to explain his complex phenomenon. One observer has stated, “An economist tries to interpret industrial conflict in terms of impersonal markets forces and laws of supply demand. To a politician, industrial conflict is a war of different ideologies – perhaps a class-war. To a psychologist, industrial conflict means the conflicting interests, aspirations, goals, motives and perceptions of different groups of individuals, operating within and reacting to a given socio-economic and political environment”. Psychological approach The problems of IR have their origin in the perceptions of the management, unions and the workers. The conflicts between labour and management occur because every group negatively perceives the behaviour of the other i.e. even the honest intention of the other party so looked at with suspicion. The problem is further aggravated by various factors like the income, level of education, communication, values, beliefs, customs, goals of persons and groups, prestige, power, status, recognition, security etc are host factors both economic and non-economic which influence perceptions unions and management towards each other. Industrial peace is a result mainly of proper attitudes and perception of the two parties. Sociological approach ...
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...are serving you? That is a symptom of Taylorism run rampant, a misplaced faith in technology unjustified by human experience. (Weisbord 2011: 12) The nature of work and its organization has interested managers, economists and social scientists for as long as people have been employed by others to engage in productive activity. Indeed, managers have largely been interested in maximizing output from available resources. Economists and social scientists have raised questions about the organization of work in relation to issues of the individual and society in general. Historically, the emphasis was on finding the best way in which to manage the human resource through scientific and mechanical means. Frederick Taylor (“Taylorism”) and Henry Ford (“Fordism”) were both looking to make labour more efficient by fitting workers to jobs. To counteract the some of the worst features of Taylorism, the job redesign and human relations movements stressed the importance of an understanding of employees’ social, rather than simply economic, needs. It is easy to see why mentioning “Taylor” and “Taylorism” seems to talk as if it is history – that is, a management idea that existed in the past, but which is now outdated and old-fashioned. Taylor was indeed writing and practicing management at the start of the 20th century. However, his ideas are still alive today. For that reason, this essay will attempt to review...
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...Scientific Management and Human Relations Approaches in the 21st century Authored by: Nguyen Thi Kim Anh Submited to: Mr. Tran Quoc Trung Foreign Trade University Submission date: May 22, 2015 The development of management in the 21st century is seen as the result of a process of change from the past. Managemant specific to the driver and guide all parts of an organization, usually economic organizations, through the establishment and change of resources (human, financial, material, intellectual real and intangible value). Surely, the managers always hoped that they could find the appropriate management approach and effective to increase work efficiency, labor productivity, as well as enable them to easily manage job and humans. The birth of the company from the years of 1780s to mid 1800s has created a significant influences on management, making it became a necessary element for the survival of a company. However, until the start of the 20th century, the knowledge of management was unified, development and transmission. Early 20th century, writers management called Mary Parker Follett defines management as "the art of getting the work done by others.". Since then, there have been many management methods and the human approach were launched, which included: Scientific Management and Human Relations Approaches. The founding father of Scientific Management is Frederick W. Taylor ( 1856 – 1915). He came from a mechanic in the US, who has made the positions as foreman, chief...
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...How does the use of management approaches keep pace with the changing trends of worlds? Union is strength. This common saying has existed between people for a long period of time. With the start of cooperation between different people, they tend to start forming groups when facing a problem that requires much effort. David Premack (2010) suggests that there are fundamental differences between humans and animals. Humans alone can reinterpret the higher order relations between these relations. This gradually leads to differences on mind set in different unique individuals. Different people do not always share the same thoughts as compared to one another. Conflicts or misunderstanding usually come up, making team productivity unfavorable. As a result, management approaches are always essential to maintain the unity of the whole team. Management approaches are important in remaining team productivity. However, these approaches were not exactly the same in the past. The approaches changed from time to time in order to suit the exact needs of that certain period of time. I find out that it will be interesting to discuss and search more deeply about the ways and reasons on the changes of management approaches. In this essay, I will be identifying different main management approaches, then applying and analyzing the reason why it was used at that time. The first type of management approaches comes from the ancient management. Its history can be followed back to at least...
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...2 APPROACHES TO ORGANISATION AND MANAGEMENT Organisational behaviour is a discursive subject and much has been written about it. The study of organisations and management has therefore to proceed on a broad front. It is the comparative study of the different approaches that will yield benefits to the manager. The study of organisations, their structure and management is important for the manager. Identification of major trends in management and organisational behaviour, and the work of leading writers, provide a perspective on concepts and ideas discussed in more detail in other chapters. Learning outcomes After completing this chapter you should be able to: ■ identify major trends in the development of organisational behaviour and management thinking; contrast main features of different approaches to organisation and management; evaluate the relevance of these different approaches to the present-day management of organisations; explain the relationships between management theory and practice; assess the value of the study of different approaches to organisation and management; recognise the relationship between the development of theory, behaviour in organisations and management practice; establish a basis for consideration of aspects of organisational behaviour discussed in subsequent chapters. ■ ■ ■ ■ ■ ■ Critical reflection ‘It is often claimed that what leading writers say is an important part of the study of management and organisational behaviour. Others say that...
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...Evaluate the main traditional approaches to management (classical, humanistic, systems, contingency) and contrast them with post-modern ideas of management Introduction As any other activity managing an organization has got various approaches to rely on. To be successful managers have to possess enough knowledge on different approaches to management and discriminate them from one another, perceive advantages and disadvantages of each. In this work traditional approaches to management and post-modern ideas are present as well. Classical approach Classical concepts in management appeared in the end of 19th century. Manufacturing system at that period faced with tasks which were never taken into account before. Development of large and sophisticated organizations forced to search for new coordination and control methods. From this step evolution of modern management has started and as a result classical approach was established. This approach implied three specific areas: scientific management, bureaucracy organizations and administrative principles. Frederick Winslow Taylor suggested that low productivity which restrained economical development was caused by bad organization of labor and lack of scientifically-proved norms and standards. Moreover, decision-making must be based not on previous traditions and rules but on exact prescriptions made after thorough examining of specific situations. The main principles of scientific management, formulated by Taylor, are: *...
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