Hubungan Tenaga Kerja
Individual project: Research current theories in employment relations
I. Traditional perspectives on the employment relationship.
Traditional perspectives are important because they express the different assumptions that other make about the nature of organization, the fundamental nature of the relationship between workers and employers, and the characteristics of the society within which work organization exist and function.
The three views are most frequently referred to as the unitary, pluralist and Marxist perspectives. The Marxist/ radical perspective is sometimes referred to as the Conflict Model. 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.
2.1 the unitary perspective
In Unitary perspective, the organization is perceived as an integrated and harmonious whole with the ideal of "one happy family", where management and other members of the staff all share a common purpose, emphasizing mutual cooperation. Furthermore, unitary has a paternalistic approach where it demands loyalty of all employees, being predominantly managerial in its emphasis and application. 2.2.1 management style management’s right to manage and make decision is seen as rational, legitimate and acceptable to all ( Salamon 1987) its mean there is only one source of power and authority.
2.2.2 roles of parties
For the management have to provide good communication skill and also strong leadership skill. The employees roles should be loyal to organization and management.
2.2.3 employment relations perspective
The aggressive style of management (strong emphasis on HRM such commonality and organizational goal) that can promote the avoidance or marginalization of trade unions
2.2.4 weakness/critisms
A narrow approach that neglects cause of conflict, fails to explain the prevalence of conflict
I. Traditional perspectives on the employment relationship.
Traditional perspectives are important because they express the different assumptions that other make about the nature of organization, the fundamental nature of the relationship between workers and employers, and the characteristics of the society within which work organization exist and function.
The three views are most frequently referred to as the unitary, pluralist and Marxist perspectives. The Marxist/ radical perspective is sometimes referred to as the Conflict Model. 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.
2.1 the unitary perspective
In Unitary perspective, the organization is perceived as an integrated and harmonious whole with the ideal of "one happy family", where management and other members of the staff all share a common purpose, emphasizing mutual cooperation. Furthermore, unitary has a paternalistic approach where it demands loyalty of all employees, being predominantly managerial in its emphasis and application. 2.2.1 management style management’s right to manage and make decision is seen as rational, legitimate and acceptable to all ( Salamon 1987) its mean there is only one source of power and authority.
2.2.2 roles of parties
For the management have to provide good communication skill and also strong leadership skill. The employees roles should be loyal to organization and management.
2.2.3 employment relations perspective
The aggressive style of management (strong emphasis on HRM such commonality and organizational goal) that can promote the avoidance or marginalization of trade unions
2.2.4 weakness/critisms
A narrow approach that neglects cause of conflict, fails to explain the prevalence of conflict