Introduction to Industrial Relations - Free Essay Example

Sample details Pages: 7 Words: 2131 Downloads: 1 Date added: 2017/06/26 Category Management Essay Type Analytical essay Did you like this example? Contents Assignment Question2 Background3 Introduction 3 Perspectives in Employment Relations 4 Conclusions6 References7 Introduction to Industrial Relations Title: In your view which of the two perspectives (Unitarist or Pluralist) discussed by Alan Fox in his 1966 article (copy on Moodle) most closely fits the world of work of today. Tasks: Don’t waste time! Our writers will create an original "Introduction to Industrial Relations" essay for you Create order Read the article on perspectives written by Alan Fox, (1966) Industrial Sociology and Industrial Relations, Donovan Commission Research Paper No. 3, HMSO, London. A copy is available on Moodle. Compare and contrast the two perspectives (Unitarist and Pluralist). In essence you will be emphasising the strengths (appropriateness) of one perspective and the weaknesses (inappropriateness) of the other perspective. Your argument should be fully supported by reference to the Fox article, other articles available to you on Moodle, academic publications in the college library or other appropriate academic sources. Academic research must be the basis of your exploration of the topic. You may draw on personal experience to illustrate your discussion. You should, however, avoid an over-reliance on personal experience as this will weaken rather than strengthen the integrity of your work. Your Bibliography must include appropriate reference to Foxà ¢Ã¢â€š ¬Ã¢â€ž ¢s article as well as a number of other academic writers in the industrial relations field. Background Industrial Relation is a field of studies that includes a set of phenomena that regulates inside and outside the workplace, which is concerned with determining and controlling the employment relationship. This paper explains the basis of employment relationship and analyse the motivations with the main set of frame of references which will influence behaviour and help managers to shape methods to understand social phenomena. Alan Fox suggest ways in which frame of reference plays an important role on employment relations and organisations, according to (fox. 1966:1) that à ¢Ã¢â€š ¬Ã…“Ones attitude towards anything depends on ones frame of referenceà ¢Ã¢â€š ¬Ã‚  (fox. 1966:1) Implying that it depends on the personà ¢Ã¢â€š ¬Ã¢â€ž ¢s value, belief and determines judgement which in turn shows the persons motivated behaviour in response to objects when they are professed. More specially, the theory of frame of reference helps to access behaviours outcomes and institutions no t just the individual but as a group to separate the employer and employees ideology. In this essay on the Unitarist and Plurist perspectives there will be three main strands. Firstly, I will evaluate the two perspectives to the extent of what they mean and why they are important, to the point of their strengths and weaknesses. Secondly, I will discuss the key principles by placing them in an employment relationship and workplace to see what implications arise from each perspective such as conflict and see how management power and control each one with the link of ideologies from management and employees that influence the shape of their actions. Finally, I will discuss the possible future direction of the employment relationship with my final conclusion and opinion. 2.0 Introduction The Unitary perspective which is a capitalist society or viewed as one happy family, emphasis on cooperative relations at work and assumes that the organisation is or should be an integrated gr oup of people or team with a single authority and loyalty structure with a set of common values, interests and objectives shared by all members of the organisation. According to Guinnigle, Wallace, and McMahon they suggest that à ¢Ã¢â€š ¬Ã…“the Unitary perspective on employee relations systems is all that an employment units should be cohesive and harmonious with total commitment to the attainment of a common goal with a structure and purpose with shared goals, values and interests with one source of authority and the staff relations are set upon a plinth of mutuality and harmonyà ¢Ã¢â€š ¬Ã‚  (Guinnigle, Wallace and McMahon, 2004, p. 26). A key strength of Unitary is that they want to integrate employer and employee interest so it can enhance employee commitment and loyalty. Employees are seen as important stakeholders of organisation so their well being is considered in ensuring the welfare of organisation. Untarist assumes that all stakeholders are rational members who will find common interests. This provides a steady rationale for stressing common goals so that a stable employment relations system can be achieved. Conflict is perceived as disruptive with the clashes of personalities or poor communication and is resolved by coercion which includes the law or management power therefore trade unions are deemed as unnecessary or an intrusion from the outside. According to Salamon, (2000) he implies that à ¢Ã¢â€š ¬Ã‚ the managerial prerogative is used so that managers have the right to manage and make decisions is regarded legitimate rule, rational and accepted and any opposition to it is seen as irrationalà ¢Ã¢â€š ¬Ã‚  (Salamon, 2000, pp5). The typical weakness is that the lack of realization between employer and employee that there is a power inequality which in turns generates conflict plus it is unclear how individual worker sentiment can be integrate into organisations objectives because Unitary is very normative and lacks description of how common interest can be identified and shared across organisation. They only assume that members are rationale enough to reach solid decisions on how personal and organisations interest are to be combined. The Pluralist views society as being post capitalist where its being made up of powerful and divergent sub groups, ownership is distinguished from management and authority and power in society are more distributed. This approach sees conflict of interest and disagreements between managers and workers which causes competitiveness between sub groups of leadership, authority and loyalty. Fox argues that à ¢Ã¢â€š ¬Ã…“it gives rise to a complex of tensions and competing claims which have to be managed in the interests of maintaining a viable collaborative structureà ¢Ã¢â€š ¬Ã‚  (fox, 1973, op. cit, p. 193). The role of management would lean less towards enforcing and controlling and more toward persuasion and co-ordination by dynamic process to achieve their objecti ves which then employees, individual mangers and management are all judged. Pluristà ¢Ã¢â€š ¬Ã¢â€ž ¢s believe that effective industrial relations interventions can resolve conflict while it makes use of conflict management to engage groups that are in conflict so that resolutions can be discussed and implemented. The girth of employee relations policies can make Plurism beneficial for diverse organisation and national cultures. Williams and Adam-smith suggest that à ¢Ã¢â€š ¬Ã…“there is now an emphasis on developing procedures that are designed to resolve conflict in particular establishment of bargaining relationships with trade unions, given the plurality of interests that potentially existà ¢Ã¢â€š ¬Ã‚ (Williams and Adam-Smith, 2010, pp13). Trade unions are deemed as legitimate representatives for employees so that they can express their interests and influence management decisions to achieve their objectives. Conflict is dealt by collective bargaining and is viewed not necessarily as a bad thing but if managed could well be in a positive change. Realistic managers should accept conflict to happen because there is a greater propensity for conflict rather than harmony. Salamon suggests that à ¢Ã¢â€š ¬Ã…“Trade unions and their representatives are as much an internal part of the organisation which simply provides a highly organised and continuous form of expression for sectional interests which would exist anywayà ¢Ã¢â€š ¬Ã‚  (Salamon, 2000, p8). A typical weakness of Plurist is that it dwells on the rules and procedures and discards the processes that contribute to the resolution of conflict. These rules can not adapt to emerging workplace conditions while Plurist focuses too much on workers interests plus can lead to inefficiencies of collecting bargaining processes. 3.0 Perspectives in Employment Relations In relation to implying both theoryà ¢Ã¢â€š ¬Ã¢â€ž ¢s into employment relations and how management power and control each per spective is different because each theory comes from a set of norms, it would be wrong to insist a single theory, but to understand each theory which will help differentiate the individual. In a Unitary perspective on employment relations they are obliged to accept trade unions but they never really are prepared to accept them, they tend to accept the decisions of management and submit to the previous management power. Fox suggests in his article (fox.1966:10) that à ¢Ã¢â€š ¬Ã…“Modern workers are perfectly safe in the hands of their managersà ¢Ã¢â€š ¬Ã‚  (fox.1966:10). Most managers in a Unitary system would stress about the common purpose of shared goals and objectives with the absence of conflict of interest between employer and employee if asked about their views on employment relations. These beliefs influence their behaviour most importantly management prerogative. For instance with my own experience as I work in the hotel industry that some mangers would show resent ment towards trade unions and try to emphasize that we are a happy team. According to (Wallace, Gunnigle, McMahon, 2004, p.27) that à ¢Ã¢â€š ¬Ã…“ the consequent rejection of collective bargaining is based upon management perceived legitimate prerogative to proceed without the incumbency of negotiations to attain consent to their decision making initiatives and responsibilityà ¢Ã¢â€š ¬Ã‚ (Gunnigle et al., 2004, p.27). The Unitary system is essentially individualist which works best for industrial relations system, many industrial relations systems have shifted from collectivist paradigms to individual paradigms including some companies in the UK so that the Unitary perspective will be useful for industrial relations system. In relation to Pluralist to employment relations which recognises employers and employees interests which will be reconciled if the organization is to function effectively. The main concern for Pluralist system is that any conflict that arises from d ifferent interests is managed and contained in a way that it prevents it causing too much disruption. Conflict is viewed as inherent as a logical feature of work and requires management by representativeà ¢Ã¢â€š ¬Ã¢â€ž ¢s procedures and specialists institutions. The emphasis is on developing procedures like shop stewards that resolve conflict and collective bargaining from trade unions which is accepted and recognised to protect employees in the employment. According to (Williams, Adam-Smith, 2010, p.13) they suggest that à ¢Ã¢â€š ¬Ã…“Managers cannot assume that the organisation is characterized by shared interests and common goals in particular employees will have divergent interests and may want to express them through their own independent institutions, trade unionà ¢Ã¢â€š ¬Ã‚  (Williams and Adam-Smith, 2010, p. 13). Trade unions compete with employees and the government for a input to national level in return for wage restraint, cooperation with change and industrial peace, if they fail to resolve differences a third party from the union which provides a resolution of contrasting objectives and conflict, which emphasises the diffusion of power and authority to the organisation. Williams and Adam-Smith suggest that à ¢Ã¢â€š ¬Ã…“unions are a means of reasserting managerial authority, stronger bargaining relationship between employers and unions should be encouraged given the advantages of developing effective procedures for contain conflict through joint regulation of the workplace.à ¢Ã¢â€š ¬Ã‚  (Williams and Adam-Smith, 2010, p.13). 4.0 Conclusions In my final conclusion suggest that some of these features will help the future of employment relations by staffing policies that should unify effort which will inspire and motivate workers. Rewards systems should be put in place to help loyalty and commitment in the organisation, with the objectives of every individual employed in the business should discuss and integrated in the organi zationà ¢Ã¢â€š ¬Ã¢â€ž ¢s needs. In a Pluralist system the firm should have an industrial relations and personal specialists who advise managers and provide services relating to consultation and negotiation. Union recognition should be encouraged and representatives given scope to carry out their duties with collective agreements should be negotiated with union. The effects of both Philosophies of Pluralist and Unitarist in industrial relations they highlight interests rather than values or they try to combine interests and values, which is important to separate both of them, value from interests because there purpose is different in many ways like group dynamics. Unitarists at least emphasize values but for Pluralists its culture and self-identify which are characteristically important for people. The situation does raise some problems for both Unitarists and Pluralists the main problem for Unitarist is that managing values cause contradiction, for Pluralist it changes the whole st ructure to handling conflict with different rules and trade union recognition as they tend to centre interests rather than values. New structure needs to serve identity groups to allow recognition. Bibliography Fox, A., (1966) à ¢Ã¢â€š ¬Ã‹Å"Industrial Sociology and Industrial Relationà ¢Ã¢â€š ¬Ã¢â€ž ¢, Donovan Commission Research Paper No. 3, HMSO, London. pp. 1-10. Fox, A., (1966), Industrial sociology and industrial relations, Research Paper No. 3, Royal commission on Trade Unions and Employers Associations, HMSO , London. pp. 1-10. Gunnigle, P., Wallace, J., and McMahon, G., (2004) Industrial Relations in Ireland. 3rd ed. Dublin: Gill and Macmillan. Provis, C., (1996) à ¢Ã¢â€š ¬Ã‹Å"Unitarism, Pluralism, Interests and Valuesà ¢Ã¢â€š ¬Ã¢â€ž ¢, British Journal of Industrial Relations 34:4 December 1996 0007-1080 pp. 473-495 Salamon, M., (2000), Industrial Relation: Theory AND Practice. 4th ed. United Kingdom: Pearson Education Limited. Williams, S. and Adam-Smith, D., (2010) Contemporary employment relations: A Critical Introduction. 2nd ed. United States: Oxford university press. https://industrialrelations.naukrihub.com/pluralistic-perspective.html https://moodl e.ncirl.ie/mod/resource/view.php?id=28614 https://industrialrelations.naukrihub.com/pluralistic-perspective.html https://industrialrelations.naukrihub.com/unitary-perspective.html https://moodle.ncirl.ie/mod/resource/view.php?id=28613 https://industrialrelations.naukrihub.com/unitary-perspective.html https://moodle.ncirl.ie/mod/resource/view.php?id=28612 Powered by Compare InfoBase Limited (2012) à ¢Ã¢â€š ¬Ã¢â€ž ¢Industrial disputesà ¢Ã¢â€š ¬Ã¢â€ž ¢ [Online]Available from: https://industrialrelations.naukrihub.com/industrial-disputes.html[accessed 29th July [2014]. 1 | Page

Catholicism And Obsessive Compulsive Disorder - 1248 Words

Catholicism and Obsessive-Compulsive Disorder mix like oil and water that was set on fire and then thrown into the Hudson. To put it simply, sin scared me. The second that rancid word entered my mind, the Hudson that was my mind would only get more contaminated and become virtually unswimmable. Once the word â€Å"hell† was poured in as well, radioactive three-eyed fish would be seen dead on the surface of the river. I would constantly annoy people due to my excessive apologizing. This fervor of guilt would culminate into me apologizing for apologizing, which would then leave me feeling guilty due to bothering people with all my apologizing. To me, minor offenses such as cursing and lying seemed grave enough for the death sentence, so†¦show more content†¦It was excruciatingly tedious in every aspect, but my parents believed it would be good for me, and I felt it would be a good way to educate myself in order to avoid sin. As monotonous and unhelpful as these classes were, they did make me more interested in the actual scripture that Catholicism offered. I would constantly tell myself that I was going to read the entire Bible on my own. I d get a few pages into Genesis, read the same story of Adam and Eve, tire, and then re-read the same chapter a couple weeks later. At this point in my life, I had become an altar server. The presiding pastor of my church was an old Brooklynite named Msgr. Dominick. In retrospect, if there was ever a pastor who had tragically lost his faith, it was surely Father Dom. Father Dom was the kind of man you picture with a scratchy voice and a pipe in his glove compartment. He was a sarcastic and cynical man, who would do everything in his power to mess with the congregation. When the choir would go on strike, he would use a tiny thrift shop speaker to play children s choir music in spite of them. On occasion, Father Dom would pretend the altar servers were deaf to confuse the lectors. Every Sunday morning, he would tell me it was time to â€Å"wake up the Jews†, and would play the church bells as loud as he could. Despite the fact that Father DomShow MoreRelatedWhy Are Religious Individuals More Obsessional?1373 Words   |  6 PagesThe article, Why Are Religious Individuals More Obsessional? The Role of Mental Control Beliefs and Guilt in Muslims and Christians, presents the data results from a study comparing Canadian Christian and Turkish Muslim students’ measures of obsessive-compulsive symptoms and beliefs, guilt, religiosity, and negative affect. It is a unique study, as there have been few studies directly exploring this topic and even fewer using a non-Western Muslim sample. Thesis Cognitive-behavioral theory recognizesRead MoreComparing a Non-Denominational Church with the Catholic Denomination1671 Words   |  7 Pagesin many people’s daily lives. Maybe you have a ritual of tailgating before a football game, or simply washing your clothes on a certain day every week it is still a form of ritual. When you are around someone with mild or severe OCD, or obsessive compulsive disorder, they carry out many rituals that get to the point that affects their daily living. Rites of passage are another common feature of religion. Everyone has to encounter rites of passage in their lifetime whether it is being brought into

Heart Healthy Diet free essay sample

Not Just for Those with Existing Heart Disease Teaching Project Ashley Page Fort Hays State University Heart Healthy Diet: Not Just For Those with Existing Heart Disease A heart healthy should be followed by the general population and not those with just heart disease. Men, women, children, adolescents, middle aged, and elderly can all benefit from eating healthy. If the heart healthy diet is followed properly it may decrease risk of heart disease, diabetes, and hypertension. The audience that I plan on educating regarding a heart healthy diet is people who do not have documented heart disease but may have risk factors including a poor diet. I will present a power point with discussion to a middle-aged African American male who presented to the emergency room with chest pain and was admitted to rule out a myocardial infarction. The patient’s wife and two children are present at the bedside. I will provide the patient and his family with education regarding a heart healthy diet prior to discharge mid-afternoon. We will write a custom essay sample on Heart Healthy Diet or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Physical resources present in the patient’s room are a computer that is height adjustable on wheels, multiple power outlets, and adequate lighting. Following the presentation the learner will demonstrate increase awareness of the importance of a good diet in maintaining health and resisting disease. Following the presentation the learner will demonstrate increase in awareness of the foods which are essential to make up a balanced diet. Following the presentation the learner will be able to verbalize heart-healthy substitutions that individuals can make in order to prepare flavorful food with hypertension in mind and increase consumption of whole grains, fruits, vegetables, oily fish, and other healthful components that can play a role in reducing risk of heart disease. Following the presentation the learner will be able to describe the role of nutrition in heart health. Introduction to a heart healthy diet will take approximately two minutes. I will begin the power point that I have created for this subject. Six questions will be asked of the learner. The pretest will take approximately seven minutes. I will then continue the power point and discuss the importance of a heart healthy diet, goals, how to eat heart healthy, basic nutrition information, diets that use heart healthy recommendations, and other ways to change ones lifestyle to become heart healthy. This discussion of the heart healthy content will take approximately ten minutes. I will then give the learner the posttest which will take approximately seven minutes. After presentation of all of the content I will then answer questions and encourage discussion regarding heart healthy diet and lifestyle. The pre and post test are both orally given. The Health Belief Model is an intrapersonal theory that â€Å"addresses a person’s perceptions of the threat of a health problem and the accompanying appraisal of a recommended behavior for preventing or managing the problem. † (McKenzie, Cottrell, Girvan, 2006). The Health Belief Model (HBM) has been commonly used to guide preventive interventions in heart health. The learner was brought to the hospital due to chest pain. Although, a myocardial infarction was ruled out the patient realizes that he is at risk of heart disease and the risk is enough to change current eating habits and sedentary lifestyle. The patient’s grandfather died due to heart disease and his mother has diabetes. The patient is receiving encouragement to start living heart healthy from family members. The patient sees that his current eating habits and sedentary lifestyle plus his family history puts him at risk for heart disease, diabetes, and hypertension. The patient recognizes the benefits eating heart healthy and living a heart healthy lifestyle. These benefits include better health, decrease in heart disease, diabetes, and hypertension. References: American Heart Association Nutrition Committee; Lichtenstein AH, Appel LJ, Brands M, Carnethon M, Daniels S, (2006). Diet and lifestyle recommendations revision 2006: a scientific statement from the American Heart Association Nutrition Committee. 4;114(1):82-96. Krauss R. (2007). Braunwalds Heart Disease: A Textbook of Cardiovascular Medicine. 8th ed. Saunderschap. McKenzie, J, Cottrell, R, Girvan, J, (2006). Principles and foundations of health promotion and education. Benjamin/Cummings Pub Co. Resources: www. americanheart. org American Heart Association http://fnic. nal. usda. gov Food and Nutrition Information Center

Reading Response #6 Essays - Philosophy, Visual Arts, Construction

Reading Response #6 In A Brave New World, Chuck Byrne and Martha Witte explore the concept of Deconstruction and apply the meaning of it to design. The term Deconstruction refers to the dissemble of something to decode its parts. In design, deconstruction breaks rules but in a meaningful way, where every choice has a reason. Because every decision has a reasoning behind it, this movement is a philosophical approach to design, where the questioning of every part results on a meaningful whole. Jacques Derrida initiated the study of Deconstruction by decoding language and analyzing each component that forms meaning. Ellen Lupton explains that "Deconstruction focuses not on the themes and imagery of its objects but rather on the linguistic and institutional systems that frame the production of texts."1 By primarily focusing on the structure rather than content, it is possible to uncover intentionality. When creating a complex composition in design, the designer asks the viewer to not read the poster, but to feel it. Deconstruction in design dismantled modernism by creating chaotic visuals that questioned conventions and forced the viewer to study the piece meticulously. One of the most innovative approaches in this postmodern movement is how type was displayed. Manipulation of readability broke the boundaries of basic literacy and pushed the viewer to understand typography instead of reading it. By literally breaking words and organizing its pieces in unusual ways, the desig ner forces the audience to pay attention in the details. The meaning then becomes subjective, given that each viewer will interpret the piece in a different way. Byrne and Witte discusses that "formulaic structures seem to be blurring in favor of a kind of empirical context for the page that serves to create a new relationship between form and content specific to an individual piece of work."2 Inviting the reader to a close reading of the art transforms the viewer in a member of the deconstruction movement, because they too, will have to dismantle each piece of the design to create a conclusion. Increasing appropriation of historical styles and use of known symbols was another approach of Deconstruction. Designers wanted to prove that originality did not depend on new content, so the use of existing imagery in new artwork was prevalent. "Suspicion that everything had already been said, drawn, photographed () stood in contrast to the modern enthusiasm for innovation."3 Appropriation was used a tool to enforce search for meaning, where the images used could bring associations to the viewer, making the "old" have influence on the "new." Historical images with certain connotations could be repeated, and the viewer would connect the older image to its replica, that is purposely created so it can translate certain connotations to the work. This approach allowed designers to be even more abstract in their compositions, because the use of appropriated image would point to the meaning faster. Postmodernist movements like Deconstruction allowed for artists to stray from conventions an d experiment without constraints. Meaning would be delivered like the modernist way, but with a complexity that asked the viewer to think before jumping to conclusions. Works Cited Byrne, Chuck, and Martha Witte. "A BRAVE NEW WORLD: UNDERSTANDING DECONSTRUCTION." Looking Closer: Critical Writings on Graphic Design, 1994. Drucker, Johanna, and Emily McVarish."Graphic Design History: A Critical Guide," Boston: Pearson, 2009. Lupton, Ellen. "Deconstruction and Graphic Design." Ellen Lupton RSS. http://elupton.com/2009/10/deconstruction-and-graphic-design/.