Nobody downloaded yet

The Employment Relationship and the Expression of Conflicting Interests - Literature review Example

Comments (0) Cite this document
In the paper, different manifestations of conflicting interests between employers and employees are accounted for including the ways to reduce the level of conflict between them. The personal viewpoint is included with a recent example of interest conflict between employee and employer…
Download full paperFile format: .doc, available for editing
GRAB THE BEST PAPER96.9% of users find it useful
The Employment Relationship and the Expression of Conflicting Interests
Read TextPreview

Extract of sample "The Employment Relationship and the Expression of Conflicting Interests"

Download file to see previous pages The employment relationship comprises of both cooperation and conflict between employer and employee. The incentive for cooperation is based on the combined contribution of labor and capital that is essential for the production of goods and services in order to secure economic progress, whilst the incentive for conflict is grounded on the differences between management and labor over their perspective responsibilities and roles in the production of the goods and services and also in the distribution of the economic returns obtained therefrom (Lewin 2001). A number of Human Resource (HR) scholars and practitioners have put their attention on numerous overt manifestations of employment relationship conflict such as job satisfaction and low productivity, high turnover and high absenteeism. Moreover, HR specialists have also highlighted the covert employment relationship conflict through their analysis of informal work groups (among management personnel and employees), decision-making networks and organizational culture.
In this regard, Taylor (1911) contended that management-worker conflict was largely contributed by poorly designed jobs and the presence of differences over the distribution of economic returns from a relatively low level of a productive outcome. But, it was also the case that workers were increasingly chaffed under the framework of work system required them staunchly to follow the commands and orders of the supervisors and that emboldened management to tighten (or threaten to tighten) standard work times at its own will. Furthermore, this work system considered workers as un-dimensional.
In order to overcome this narrow concept of the worker and to deal with growing worker dissatisfaction with the framework of scientific management, the pioneers of the human relations movement directed employers’ attention towards workers’ social needs and to the significance of the informal workgroup (Roethlisberger & Dickson 1939). The notion that worker needs should be properly and systematically assessed in order to decrease conflict, improve management, and shape HR programs and practices took stronghold among employers particularly in the second half of the 20th century. In 1955, IBM directed an employee opinion survey that was annually administered to rotating samples of the company’s employees and this process still continues in a number of multi-national firms globally. In such companies, senior management typically required lower and middle management to ‘feedback’ major findings from the surveys to employees, appropriately manage the employee queries about intended management actions grounded on survey findings, and assist senior management with reports about actions taken in conjunction with their own annual performance appraisals. In addition, some firms implemented specific employee satisfaction or morale score as new operating HR objectives. ...Download file to see next pagesRead More
Cite this document
  • APA
  • MLA
(The Employment Relationship and the Expression of Conflicting Interest Literature review, n.d.)
The Employment Relationship and the Expression of Conflicting Interest Literature review. Retrieved from
(The Employment Relationship and the Expression of Conflicting Interest Literature Review)
The Employment Relationship and the Expression of Conflicting Interest Literature Review.
“The Employment Relationship and the Expression of Conflicting Interest Literature Review”, n.d.
  • Cited: 0 times
Comments (0)
Click to create a comment or rate a document

CHECK THESE SAMPLES OF The Employment Relationship and the Expression of Conflicting Interests

Employment relationship

...’. The most distinguishing characteristic which differentiate the unitary ideological perspective is the assumption that every work organization is considered to be an integrated entity which has a shared goal and a common purpose. Employment relationship according to the unitary perspective is based on the mutual harmony and cooperation of interest between the organization and its employees (Bray, 2011, p.21). It does not consider the possibility of conflicts between capital owners and workers. They are all considered to be belonging to the same team and having the very same objective which rules out the possibility of conflicts. Wherever there is...
14 Pages(3500 words)Assignment

Employment law - the employment relationship

... to reforms. A tribunal would consist of three persons one of whom must be legally qualified with at least seven years standing and the other two are lay members. One of them represents of employersinterests and the other, employees’ interests and they are both nominated by the Secretary of State. Though they are from their respective industries, the lay members are expected to act as independent members of the bench and in an impartial manner. The idea is make use of the lay members’ industrial experience so as to enable the Tribunal to take a sensible and practical decision. But this idea cannot be taken literally contrary to the plain meaning of statutory provisions even if the lay members consider such provisions as ‘unfair... in view...
8 Pages(2000 words)Essay

Contemporary Employment Relationship

... Contemporary employment relationship Currently we are in the process of resurfacing from a lengthy and incapacitating recession and begin forgetting most of confusing strides as a result of past crisis. One factor is rife: for recovery to take place, personnel skills are required in both public and private work places. Vigorous race, nonstop changes and the necessity to deal with budget shortfalls will mean that more organizations expecting their staff members to give huge output with little resources. On the other hand business top creams are facing a greater challenge on how to employ enough staff to sustain the condition. It is in this context that an extensive report of good working relations examines the situation... of...
7 Pages(1750 words)Essay

Employment Relationship

...than related with the monetary aspects of the relationship between the employer and the employee. This multi-disciplinary approach gives this whole a much larger significance as to the core of this issue, a deep conflict between the capital and the labor can easily be analyzed. As discussed above that the employment relations are critical for employees because it provides an opportunity to basically carve out a social identity for them therefore in order to protect such identities, employees often negotiate their contractual relationships in a manner which potentially protect their own interests. However, from the perspective of the...
7 Pages(1750 words)Essay

Managing the Employment Relationship

...Advisory on the of employment relations in XYZ Company Ltd Introduction: One of the most important assets of an organization is its employees and it is their productivity and quality which in turn reflects back on the quality of the organization. In such an environment, the relation between employers and employees (often characterized by conflict of interests) is of paramount importance. Employment relationship should be viewed seriously by employers and employees should reciprocate the gesture. But, in many instances, the relationship is not smooth. In certain instances, the management has a strong say...
15 Pages(3750 words)Essay

Managing the Employment Relationship

.... However, regardless of the size of the organisation, it is advisable for employers to have effective systems for providing information and consultations with employees on a periodic basis (ACAS, 2005). This is particularly critical for small companies that are growing at a fast rate and need to have systems in place for employee engagement as is the case with the company under consideration. Employee representation and trade unions One form of employee representation is trade unions. Trade unions are associations of employees. Trade union is “an organization of workers that aims to protect and advance the interests of its members” (BIS, 2009). Their objective is to sustain and enhance the terms and...
11 Pages(2750 words)Essay

Contemporary Employment Relationship

...Contemporary Employment Relationship: Working without Trade Unions By Insert Presented to Location Date Due Contents Contents 2 Introduction 3 How Organisations and Workers are Fairing without Trade Unions 4 Conclusion 9 List of References 10 Introduction Lately, a managerial trend has been witnessed where an increase in prominence of Human Resource Management (HRM) is overshadowing the importance of trade unions. Trade unions have been in existence for decades during which they have catered for the welfare of workers. One of the main roles that trade unions have played is protecting the rights of workers such as against discrimination from the organisation. The current crops of workers do not share the...
5 Pages(1250 words)Essay

Managing the Employment Relationship

... «Managing the employment relationship» Table of Contents 1. Introduction 3 2. Company overview 3 3. Employment relationships across the organization 3a. General aspects of existing employment relationships 4 3a1. Management level 5 3a2. Low levels of organizational hierarchy 6 3b. Priorities in existing employment relationships – emergent problems 3b1. Handling conflict in the organization 7 3b2. Allowing employees to express their views 9 4. Employment relationships and trade union 10 5....
12 Pages(3000 words)Term Paper

Managing the Employment Relationship

...generate worse outcomes. However, union recognition has a positive effect on productivity change (Addison & Belfield, 2001). Trade unions look after the interest of their members but they also recognize the advantages of working in partnership with the employers. A recognized trade union means that the firm can negotiate the terms and conditions of employment with the union instead of negotiating with individual workers (BIS, n.d). However, the firm has the option to include only certain categories of workers. Firms are also obliged to disclose terms of employment to the recognized trade unions. Recognizing trade unions give a single point of contact which is...
11 Pages(2750 words)Research Paper

Managing the Employment Relationship a development to resolve contradictory interests in employment relations, but its weaknesses have also become noticeable within the organization. Within the organization, it imparts an inadequate basis for the legality of managerial decisions, often not taking into consideration an extensive array of decisions of immense magnitude for the wellbeing of employees. Conflict is unavoidable in employee-management relations, but with no reciprocated cooperation and only standing upon a philosophy that makes it possible to expand positive industrial relations, the wonders of advanced technology and hoisted prospects may escort towards a catastrophe (Miles & Smith, 1969). Where there are...
17 Pages(4250 words)Research Paper
sponsored ads
We use cookies to create the best experience for you. Keep on browsing if you are OK with that, or find out how to manage cookies.

Let us find you another Literature review on topic The Employment Relationship and the Expression of Conflicting Interests for FREE!

Contact Us