The Role of Management
There are a number of strategies that management can practice to maintain healthy relationship with employees:-
- Adoption of Unitary of Pluralist Approach: - unitary approach basically emphasizes on the viewpoint that organization and its employees have a common goal and that all employees are benefited from the success, the organization achieves. The consideration is that higher productivity produces increased profits which allow increased pay and investment to yield more jobs. Therefore, there is a stress on harmonious relationships and team working. Whenever the conflict takes place, it is based on misunderstanding rather than differing interests and it is up to management to communicate and persuade more effectively.
A pluralist approach, on the other hand emphasizes on: - Employees, want increased pay and shorter hours but management will regard this as a way to deteriorate profits. Supervisors will always want their earnings to be higher than the employees they supervise but large amounts of overtime for these employees could erode this differential, which leads to some kind of dissatisfaction.
- Should unions be recognized ? There are two influences to be focused on. Firstly, the decision may reflect the positioning on the unitarist– pluralist spectrum. A pluralist approach will understand the genuine need for groups to have representation in the form of unions and will see them as a way to carry out disciplined bargaining over the inevitable conflicts.
A unitary approach, however, will veer towards the view that unions may be irrelevant, that they interfere with the broad process of management, confuse the joint goals. There are also a number of practical considerations that influence the decision, especially the wishes of the employees.
- New realism. , management attempts to take forward major transformational initiatives to improve productivity, quality or customer relations, but, at the same time, to forge a new relationship with the unions. This will help to bring them to the party and get them to be wholly committed to the initiatives, and to persuade their members to come along with them.
- Traditional collectivism. Here, management accepts wholly the pluralist approach and does its best to live within this situation, helped by the restrictive legislation. Organizations found this approach prevailed within the public sector and in non-competitive or declining industries, such as railways and coal.
- Individualized HRM. A more radical approach is taken with a clearly unitary approach, where the policy may extend to de-recognition and encouraging employees to accept individual contracts, whose terms will analyze the individual performance. Bargaining is abandoned but communication and Involvement is supported and encouraged.
- Black hole. Evidences were found in much of the quickly growing or changing service industries that industrial relations was not considered as of any importance. Their competitive advantage was based on cost and flexibility and many employees (and much of the work) will be temporary or outsourced.
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