Four schools of thought about the employment relationship changing

Four Views of Labor Unions and Collective Bargaining

four schools of thought about the employment relationship changing

therefore develops four models of the employment relationship based on different “employee” as employment relationships change and as the definition of employee .. be described below, the pluralist school of thought therefore sees a . If you'd like to suggest a change to this course, please contact The Employment Relationship. 1/4. A Psychological Contract? 1/5 . decide whether you think the employment relationship is essentially a conflictual. Industrial Relations School Critical Industrial Relations School. Using the Internet research information on these four schools of thought, and analyze each by.

Labor Relation Theories: Schools of thought and unions

Your own views on each school of thought e. Why or why not?

four schools of thought about the employment relationship changing

Some of the articles in the references make minimal impact on the theory, but they should be read and some of the references within them might be of value.

You will want to narrow the information to make a more coherent essay. I used the questions posed as the outline format. Mainstream Economics Its view on unions e. The mainstream economics view is negative. It does not single out unions, but instead combines it with any intervention into the market, such as government intervention like minimum wage laws. Unions are seen as hampering the supply of labor.

Week 1 Lesson 2

Because the mainstream economic view is based on competitive markets being the perfect market, unions limit the supply of labor to business. For the mainstream economic view, the relationship between organizations and employees is perfect.

The labor works for the employer and the employer supplied the workers with work. If the arrangement is unsuitable for either side, then one or the other terminates the employee. But, let's talk about the second assumption that stands at the heart of how we think about labor relations and how the workplace should be governed, and that's the question, "Are employers and employees equals in this competitive labor market? And, if the answer to this question is yes, that you think that they are equal, that you think that labor and management have equal power in this relationship, then it brings us back again to the mainstream economics perspective, to the neoclassical economics perspective.

And, again, the way in which one who believes that the parties are equal and that labor is just a commodity like any other commodity, the way in which the workplace is governed given these responses to these assumptions is through competitive markets.

If your answer is no, then it brings us back to these three other perspectives. And, the way in which we distinguish between these three other perspectives, the HR, the industrial relations, and the critical industrial relations perspective is based on the third question, which is "Are there inherent conflicts of interest between employers and employees? And, if your answer to that is no, if your answer to that question is no, that there aren't inherent conflicts of interest, then you're likely to take a unitarist approach, or a human resource management approach, which believes that management and employees don't have inherent tensions or conflicts of interest between them, and management and labor, and employees, can have a single interest or agenda that they're trying to obtain, hence, the term the unitarist approach.

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But, if your answer is yes to this question of whether there's an inherent conflict of interest between employers and employees, then you likely fall under either the industrial relations or the critical industrial relations perspective. The industrial relations perspective is a pluralist perspective mainly that argues that management and employees have different interest that motivate them, that animate them in the workplace, and it's in part because of these different interests that are not completely aligned that unions are necessary.

four schools of thought about the employment relationship changing

It's the human resource management's perspective stating that there aren't necessary conflicts of interest between the parties that leaves that perspective to believe that unions are unnecessary.

And, the critical industrial relations perspective also argues that there is an inherent conflict of interest, or conflicts of interest, between the parties but that these go far deeper than the industrial relations perspective acknowledges. These are their root class differences and therefore need to be addressed through systemic changes. Now, let's take each of these three perspectives from left to right.

The human resource management perspective first, then industrial relations, then critical industrial relations. The human resource management perspective, we can ask one more question. We'll talk a little bit more about that through the semester.