Tuesday, February 11, 2020

The Various Employment Theories and The Overall Changes in Employment Assignment - 2

The Various Employment Theories and The Overall Changes in Employment Relations Since the 1970s - Assignment Example This research will begin with the statement that the relation between the management and employee in the workplace is a subject that attracts many people’s attention. Work is a part of people’s lives and so a lot of time is spent dealing with work-related issues. How the society views work today is different from the views of people from in the past due to the changing environments. Employment relation explains the management and regulation of the employment relationship between the worker and the employer. The study of employment relations has led to several theoretical perspectives that have helped explain the nature of employment relations. The following is some of the perspectives draw. The first is Unitarianism, a perspective based on workplace conflicts between the employees and the manager. This theory explains that conflicts in the workplace are inevitable, and they should be seen as a unifier and not a dissolvent. In the organization, the employee carries the s ame interest as the manager and that is to see the organization thrive. In case of disagreement, the two parties agree to disagree for the benefit of the organization. The main cause for conflicts according to Bryson is a clash of personality, promotion, lack of communication skills and dissidents deviation. This can be easily solved by the management through finding the problem and solving it. In Taylor’s scientific management theory he states that employees have limited ambitions and tend to act immature and avoid their responsibilities whenever they can. Companies that choose to subscribe to Taylor’s theory set clear roles and directives on assignments undertaken at work. The approach here gives management an upper hand because it has great authority on the workers. The other theory applicable in this case is the human relations theory where workers are viewed as individuals who are self-motivated and have a sense of self-fulfillment in the organization. In this the ory, workers are granted the autonomy to operate in a manner that they feel the job satisfaction. Organizations that adopt this approach create a self-governing environment and allow employees to govern themselves. The second set of assumption is pluralism and unlike Unitarianism pluralism believes that work conflict is necessary and healthy for the organization. Businesses are made up of different complex groups with each group carrying different interests.

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