Employment relations 🤝
Economic Perspective views employment primarily as a form of economic exchange
Macro-economic level analysis explores changes in the wider labour market and its effects on employment relations, for example, how precarious employment may reduce the bargaining power of employees.
Micro-economic level analysis focuses on hiring practices and the relative power of employers and employees within organisations.
Legal Perspective This concentrates on the individual and collective legal contracts between employers and employees
This includes laws around hiring and firing as well as disciplining and promotion.
Regulation Perspective this explores how to successfully negotiate and potentially overcome the supposedly inherent tensions between employers and employees
it explores the broader legal environment in which these legal rights emerge as well as the underlying assumptions they are founded upon.
There are also a variety of types of negotiation associated with employment relations.
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between managers – the negotiation between organisational decision-makers regarding institutional resources, policy and values
grievance handling – the negotiation between employees and employers in solving specific cases of injustice and unfairness within the organisation
bargaining – the negotiation between employer and employees over working conditions, wages and organisational decision-making power
group problem solving – the negotiation where one party will collaborate with another party to constructively address a common issue for their mutual interests.
Employees voice
procedural dimension - the channel by which voice is
expressed
substantive dimension - which is the extent to which voice
shapes and impacts on workplace outcomes
Says of regulating employees relationships
Employee inclusion
Employee partecipation
Each individual is empowered to help shape the decision that affect their specific job and role
Being able to collaborate with management to improve how they work
Suggest how to become more efficient and productive
Ability to input on and influence organsation-wide decision making
Allow employees to engage is self management
Collective bargaining