The Importance Of Employment Relations

1464 Words 6 Pages
An examination of the situation in China regarding the employment relationship between the employee and employer reveals that unitarist and pluralist methods can either be advantageous for the employee or employer to an extent. The employment relationship can refer to employment relations frameworks such as unitarist and pluralists, which can either benefit the employee and not the employer or vice versa. Depending on how organisations establish employment relations in being unitarist or pluralist there is always potential for conflict. Nevertheless, organisations aims should reconcile to create and maintain a peaceful working environment the employment relationship must avoid industrial conflict for the employment relationship between the …show more content…
An employee is a person who works for an organisation and an employer is a person who looks after employees working. Employment relations main elements are unitarist and pluralist. Farham, D. (1993) claims “there are two major frames of reference for ER, the unitarist and pluralist frameworks. Ross, P and Bamber, G.J (2009) state that “[Unitarist] is where there is only one single source of authority in an organisation, which is usually the management, and oppositionary leaders are non-existent”. Giles, A (1989) claims “[The] pluralist theory believes that the workplace is composed of diverse sets of beliefs, values, attitudes and behaviors” (p. 131). Both frameworks are not the same and have different principles towards an organisation. Industrial conflict can affect the employment relationship. Ilevbare, F. M., Ojeleye, B., & Ilevbare, O. E. (2012) state “Conflict is decisive or crucial in the …show more content…
However, conflicts arise when the economic exchanges has occurred between the employee and employer. Conversely, managerial prerogative can be affected and act as a factor in industrial conflicts. Providing, Ilevbare, F. M., Ojeleye, B., & Ilevbare, O. E. (2012), state “Industrial conflict is said to have started as soon as the employer-employee relationship emerges in the course of economic development”. This can be seen as managerial prerogative as the employee is being paid accordingly to skills and knowledge attained. Chan, C. K., & Hui, E. S. (2014) suggest “We anticipate that, in the foreseeable future, both collective bargaining by riot and party state-led collective bargaining will co-exist in China”. Although, China suggests in that collective bargaining in the future for their county will exist whether if it is by party state or strike using overt actions. Industrial conflict will always arise between the employment relationship between the employer and employee due to any work related reason. Therefore, between the employee and employer, the relationship must maintain a suitable balance to reduce and avoid industrial

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