The employment relationship Essay Example for Free

The employment relationship Essay This essay explores and discusses the employment relationship while considering the value of a systems approach to industrial relations and the fact that individuals view issues from a particular frame of reference. The employment relationship is developed on an inter-related basis involving economic, social and legal dimensions of wider society (Fells, 1989). Organisations are subject to the economic conditions in which they operate. Employers rely on the availability of suitable labour to perform the work of the organisation and although viewed as a commodity by the employer, significant investment in the development of the employee can be lost or unused should the employee decide to leave or remain unmotivated. The unavailability of suitable labour can lead to segmentation of the labour market and a division of labour at the workplace. The division of labour is the breaking down of work into its smallest components in order to achieve effective specialisation, minimal worker discretion and the most efficient output (Sutcliffe and Callus, 1994). This division of labour can have far reaching implications for the management and the organisation, including the control and motivation of the workforce. The legal dimension is concerned with the law of contract between an employer and employee which enables the parties to enter into and enforce agreements (Fells, 1989). By its very nature the employment contract implies a subordination relationship where the employer commands and the employee obeys. The introduction of the Workplace Relations Act 1996 also implies legal boundaries in which the employment relationship must operate (for example the rules relating to unfair dismissal and enterprise bargaining). The social dimension, unlike the economic and legal dimension, is one that chiefly impacts on employees. There are two aspects to this dimension according to Fells (1989), the first being the impact of society on the workplace and secondly employees experiencing management pressures at the workplace as well as pressures from other individual employees who work within a team environment. It is clear that most of us want more out of a working relationship than just a monetary return for our labour. An employer must also provide a job that can stimulate and challenge the worker. Many jobs however are mundane and boring which is a consequence of the increasing division of labour in our industrial society. Industrial relations in a broad sense, is about the behaviour and interaction of people at work. It is concerned with how individuals, groups, organisations and institutions make decisions that shape the employment relationship between management and labour (Deery and Plowman, 1991). It is also closely entwined with political, economic and social forces (Salamon, 1992). As a consequence, people differ in their approaches and views on industrial relations which as a result can lead to industrial conflict. Fox in 1966 attempted to explain the reasons for the differing views of industrial conflict by management and the public, by proposing a frames of reference concept in his paper to the UK Royal Commission on Trade Unions and Employer Associations (Berrell, 1999). Fox believed that some people view industrial relations as a class conflict, others in terms of mutual co-operation and others still in terms of competing interests of various groups. Three approaches were identified: unitary, pluralist and marxist. The unitarian approach believes that industrial relations is based on mutual co-operation, individual treatment, team work and the sharing of common objectives (Stone, 1996). Conflict in the workplace is seen as an anomaly which has occurred because of either union activity, poor management decisions or practice or employees who dont fit the organisations culture. Conflict resulting in strikes for example, is not only considered as unnecessary but destructive. As result, unions are regarded as competitors for employees loyalty and commitment. In essence the unitarian approach is seen as a management ideology which legitimises their authority and control. It blames conflict on employees and threatens unions existence. It is manipulative and exploitative (Horwitz, 1990). In contrast, the pluralist approach accepts the inevitability of conflict (Deery and Plowman, 1991). It sees organisations as coalitions of competing interests where managements role is to mediate amongst the different interests groups. It sees unions as a legitimate representative of employee interests. Management authority under this approach is not automatically accepted. Employees join unions to promote their interests and influence management decision making. As unions are considered to be important in their role of balancing the power between employers and employees, they are considered not only desirable, but necessary. Societies interests at large are protected by state intervention through legislation and industrial tribunals which provide orderly processes for the regulation and resolution of conflict. The marxist approach like pluralists regard conflict between management and employees as inevitable. However, where pluralists see conflict as inherent within all organisations, marxists see it as a product of capitalist society. Adversarial relations in the workplace are seen as simply one aspect of class conflict. Unions under this approach, are seen as instruments for challenging the capitalist system of class domination. By assimilating a persons behaviour to one of the three frames of references, it determines how we would react and shapes the method for altering such behaviour. As a tool for understanding a parties behaviour when conflict occurs we need to undertake a social action perspective, that is to suspend our own judgment when analysing the cause of conflict and accept the persons frame of reference. Individually, our frames of references are molded and influenced by a multiplicity of variables including, values and behaviour, education, political views, work experiences and religious beliefs to name a few. Our position in the class structure and status hierarchy almost certainly has a significant influence as well (Keenoy and Kelly, 1995). It is important to understand these concepts as employers and employees bring to the employment relationship different strategies to gain as much as they can from the relationship. This in turn makes the relationship inherently competitive. Fells (1989) observes that this points to the duality of the employment relationship. Both the employer and employee put their resources, motives, expectations and own interests into the relationshipthese being influenced by the social and economic structure of society (Fells 1989, P 476). In essence therefore, conflict can arise because of the parties differing social and economic interests and strategies. Keenoy and Kelly (1996) take this further by describing the three great struggles which results from the distribution of authority (inherent in an organisational hierarchy) and the division of labour which are sources of potential conflict and competition within the employment relationship. These are identified as the struggle over interests, control and motivation. Abraham Maslow in his hierarchy of needs theory argued that individuals sought to satisfy basic needs required to live; that is food, warmth and shelter (Bartol et al 1995). An employee therefore, seeks is in his/her strategy to satisfy their basic needs for survival. Once satisfied, the employee seeks to improve their social standing by earning more money and purchasing material symbols to demonstrate their success. In contrast however, is the organisations strategy to run an efficient and cost effective business. The nature of the employment relationship is such that the employees interest in maximising income is in direct conflict with the employers interest in minimising costs (Keenoy and Kelly 1996). However, both parties in the relationship are equally dependent upon each other for without labour there is no profit and without capital this is no jobs. This is simply termed structured antagonism as the relationship produces both mutual and conflicting interests. Fells (1989) argues that a frontier of control exists between an employer and employee which is born out of the legal, social and economic pressures effecting the distribution of power within the employment relationship. It represents the point of confrontation and interaction between the structure of management control and the challenge from organised labour (Storey, 1980 p 12). The struggle for control arises out of the vagueness of the employment contract, as it rarely specifies the parameters and preciseness of the work to be performed by the employee in exchange for payment (for example, level of effort and range of duties). Both parties tend therefore to have their own expectations as to what has been initially agreed upon and as such, this vagueness can often lead to conflict. In response, the employers strategy is to set up an array of control mechanisms, one being the hierarchy of authority where people are employed to supervise the work of others. This act in itself can lead to tensions within the employment relationship as industrial conflict often occurs when employees challenge the limits of managerial authority. Variations in the degree of control is also apparent within many jobs. For example production line workers experience tight control mechanisms whereas politicians, doctors and lawyers experience little or no control over their particular functions. This last group especially enjoy an elevated position in the hierarchy of authority and a high level of control and autonomy over their work (Kennoy and Kelly, 1996). As a result, conflict may occur over the inability of an organisation to provide a suitable career path which allows an employee access to a higher level of authority within the hierarchy. Securing employee commitment can be a difficult task for an employer as not all employees are motivated to work by monetary rewards alone. Although theorists have argued that motivation is the key to employee behaviour and productivity, work undertaken by the likes of Frederick Herzberg and his two-factor theory have largely been ignored due to the advantages of increasing the division of labour over the benefits of increasing employee satisfaction (Keenoy and Kelly, 1996). Management are faced therefore with a dilemma over ensuring employees remain sufficiently motivated to ensure job effectiveness whilst maintaining the cost effectiveness and efficiency of the organisation. Increasing market competition and a greater emphasis on quality and service provided to customers, may force employers to redefine their strategies towards motivation of their employees. Up to this point the employment relationship has been discussed in terms of its dual nature. However, it is clear that a more holistic approach is required. A systems approach provides a useful look at the employment relationship because it expands on the dual focus to include a third group of actors and the environment within which the relationship operates. John Dunlop proposed an industrial relations system comprised of actors operating within an environment influenced by technology, economics and power distribution. The system is bound together by both ideology and rules to govern behaviour. Three main groups of actors have been defined as managers, workers and their representatives and other bodies concerned with the relationship between workers and employers. The major output of the system is a set of rules and regulations that apply both in the individual workplace and in the wider work community. (Deery and Plowman, 1991). Dunlops industrial relations system has been criticised from a number of quarters (Margerison, 1969; Bain and Clegg, 1974; Hyman) for paying insufficient attention to conflict focusing more on conflict resolution than the root of the conflict, and for suggesting that the industrial relations system is naturally stable. Despite these negative views the system perspective of industrial relations remains valid if only as an analytical tool (Deery and Plowman, 1991). The employment relationship is a unique but fundamental feature of modern society. It commences when an employer engages an employee to perform work in exchange for money. Although this concept of the relationship appears simplistic in nature, it is subject to many stresses and strains brought about by political, social and economic interference. Bibliography Bain, G.S Clegg, H.A, 1974, A Strategy for Industrial Relations Research in Great Britain, British Journal of Industrial Relations, Vol 12, no. 1, p92. Bartol, K.M., Martin, D.C., Tein, M Matthews, G. 1995, Management a Pacific Rim Focus, McGraw-Hill, Sydney. Berrell, M. 1999, Subject Book: Industrial Relations, Monash Distrance Education Centre, Monash University, Churchill, Vic. Deery, S.J. Plowman, D.H. 1991, Australian Industrial Relations, 3rd ed., McGraw-Hill, Sydney Fells, R.E., 1989, The Employment Relationship Control and Strategic Choice in the Study of Industrial Relations in Labour and Industry, Vol 2(3), October pp470-492 Fox, A. 1980, Industrial Relations: A Social Critique of Pluralist Ideology in Barrett, B., Rhodes, E and Beishon, J. (eds), Industrial Relations in the Wider Society; Aspects of Interaction, Collier MacMillan, London. Horwitz, F.M., 1990, HRM: an ideological perspective, Personnel Review, Vol 19, No.2 pp 10-15. Hyman, R., 1975, Industrial Relations: A Marxist Introduction. MacMillan, London. Keenoy, T. Kelley, D. 1998, The Employment Relationship in Australia, 2nd Ed. Harcourt Brace and Co, Sydney. Margerison, C.J., 1969, What do we mean by Industrial Relations? A Behavioural Science Approach. British Journal of Industrial Relations, vol 7, no.2, , p273 Salamon, M. 1992, Industrial relations Theory and Practice, 2nd Ed, Prentice-Hall, London. Stone, R. 1995. Human Resource Management, 2nd Ed, John Wiley and sons, Brisbane. Storey, J. 1980, The Challenge to Management Control, Kogan Page, London. Suttcliffe, P. Callus, R. 1994, Glossary of Industrial Relations Terms, ACIRRT and ACSM, Sydney, Brisbane. Industrial Relations Assn 1 pg 11

The World Needs International Accounting Standards Essay -- Accounting

Financial reporting has a responsibility to communicate the economic condition and functioning of an enterprise. This has to be accurate, reliable and comply by the accounting standards. Effective financial reporting is essential in maintaining confidence in an economy and encouraging investors to invest. Towards the end of 2008, the financial sector across the world was becoming increasingly unstable. Lehman Brothers had been declared bankrupt, Various allegations towards accounting standards have been made in relation to the financial crisis. A lot of banks worldwide valued most of their financial assets at historic cost, the cost at which the assets were initially bought at. These figures were not adjusted to the current market values, and therefore were over estimated on the financial accounts. The ‘incurred loss model,’ was also heavily criticised. This model required only those losses to be recorded which would have a damaging result on future cash flows. The damaging result would have to be reliably estimated. This model did not permit the effects of future losses to be acknowledged, which was one of the reasons why losses were being severely understated. Had these banks valued their financial assets at fair-value cost, then the accounts of the companies would have been giving a more realistic Picture of profits & losses, and maybe the crisis would have been Recognised earlier in time. Off-balance sheet standards have also been blamed for covering company losses. Off-balance sheet asset/liabilities are those which are exempt from appearing on the balance sheet. It has been put forward by the Financial Crisis Advisory Group that the off-balance sheet standards may have hidden losses, therefore... ... risk factors. In response to the financial crisis, the Boards have been advised to emphasise to business entities how crucial it is that the quality of the data recorded for financial reporting should be to a high standard. A global convergence of accounting standards is more imperative than ever, as financial markets are now global markets. A uniform set of accounting standards around the world would enhance transparency, encourage efficient allocation of resources and would allow risks to be recognised. At the moment, over 100 countries have adopted to the IFRS (International Financial Reporting Standards). The Boards have advised that economies that have not adopted the IFRS, should set a practical timetable for adopting these standards. It is not only vital to converge, but also to maintain common solutions and interpretations between economies.

Home Schooling vs Public Education

Home Schooling vs Public Education Ann Brickler COM/155 University Compostion and Communication I March 10, 2013 Stephanie Cook Home Schooling vs Public Education The debate continues and often will turn into heated arguments between the two opposing sides. The side of the fence that you choose is ultimately your decision on what type of education your child receives. Homeschooling may have many benefits, a public school education may provide a better learning environment for a student to learn and succeed.There are so many forms of education that a person may receive today with two of the forms as home schooling and public education. There are some benefits to the individual of home schooling, such as being able to learn on your own time and having one-on-one instruction. Child safety is a pro for the parent as they are not having to worry about bullying in school and not having their child exposed to drugs or alcohol by their peers. There are also pros and cons of public education with the pros being the child is receiving an education from a professionally trained teacher.They are better prepared in everyday teachings that the child will receive. The curriculum is outlined for the year on what the child will be taught and what is expected to be taught to the child by way of a school board developing the curriculum. Children are also learning on how to socialize with other children and realizing on how diverse a world we have. The cons of home schooling outweigh what some people believe as a benefit. One being that the parent is not a professional teacher such as English or music class. The parent does not have the technique in giving their child a quality and prolific education.Another con is the student is not being exposed to a diverse environment. The child is not able to grow with their peers and associate themselves with reality and what is out there on the streets that children have to deal with when they are in a public school setting. Child safety ca n be a con in public education with what has recently been happening with the shootings in schools and bullying by other children. You should not shelter a child because of the cons as this is something that can be dealt with while growing up. Children learn how to deal with issues such as these and grow more because of them.Another con is the standardized testing that children are expected each year to take at the beginning of each school year. This test gives the school board a better concept on where each child is in their learning grade. It also is one factor on whether a child will move ahead in their grade level in the fifth and eighth grade. Children are tested and quizzed weekly in their classes and that determination in itself will give each teacher a concept on what the child is retaining and whether they should move along in each grade level. Socialization for home schooled children as an individual or a group can be a challenge for them.Public schooled children have a be tter advantage to them when they are put in a group together to socialize amongst themselves relating to a topic they may be learning about in their class or to do a project together. They are able to gather ideas and listen to other ideas which enable more learning for them. When you are home schooled the only type of socialization in a group you are going to have is with either your sibling or with your parent. That can be a good thing only if that child is a type of introvert and has a difficult time relating to others in a traditional school setting.There are homeschool groups that you can join with your child to meet other parents and children, but there may not be many of these groups out there for you to select from as there are children whom are more likely to receive a public education. Another advantage the child in a public school has is being able to play in sports that are offered. The home schooled child does not have that offered to them. A child who is home schooled can request to join a sports team in their school district but that does not always work for them. The district can say no to them joining a school sport.A public school child can join a school sport at any time it is offered; however, they are expected to maintain a grade point average of a C. If they do not, they are suspended from the team if they are involved or denied completely from trying out for the team. Public school provides a more diverse and social experience in contrast to homeschooling. Parents whom are homeschooling their children should be qualified to teach as a public schoolteacher. A public school education can be much more fulfilling and gives children the tools they need to succeed.Socialization and interaction with other children is a benefit to any child to help them learn and grow with others in their age group. Home schooled children may not be susceptible to drugs and alcohol or school bullying but sometimes the risks outweigh these factors. There is no te sting done by the district of the home schooled child and to know exactly where they are in their grade level. Standardized testing does aide the district for public school children but is essentially given at the beginning of a school year where it can be a misleading statistic on what the child in a public school does know by the end of the school year.Whether you choose to send your child to a public school or teach them on your own, be sure that you have the proper tools to do this. Your child’s future depends on you and the education they receive. Overall, the knowledge the child gains and the scores they receive between the two, home schooling and public education has each of its own benefits and each of its own drawbacks. As long as the student’s needs are being met, regardless the choice you make for your children, whether it be home schooling or public education, either type of teaching will be the best choice because you made the choice.

Motivational Learning Styles - 1104 Words

Motivational learning styles There are three major types of learning styles in regards to what motivates a person to learn. These styles are defined as goal motivated, relationship motivated and learning motivated. Motivational learning can be summarized as, the foundation of learning. In addition to your motivational style there are five more learning aspects which influence’s learning abilities as identified in Marcia L. Conner (2004) book Learn More Now: 1. How you learn; visual, auditory or tactile. 2. Your learning direction; global or linear. 3. Your attention style; time-oriented, space-oriented, comparison oriented and contradiction oriented. 4. Your learning together style; alone/pair, small group or big†¦show more content†¦A learning motivated learner will pick up novel or textbook just to read and learn. Conner (2004) describes these learners as, â€Å"people seek knowledge because of their deep love of learning anything new† (p.17). Nobel Prize win ners are not a recipient of this highly esteemed award because they learned for a relationship or to accomplish a goal. They are learning motivated and incorporate a visual and auditory learning style with a global learning direction and a comparison and contradiction oriented attention styles. By incorporating all of these styles the Nobel Prize awardees can see and talk about what they learn, they gain a sense of how it fits together in the big picture and analyze the similarities and create differences on the subject they are learning. The Nobel Prize is not a just given to any scientist, but to the one who is eager to learn and make significant contributions in their area or study. Each of the three motivational styles has its fundamental strengths and weakness. In addition to having just one motivational learning style in is more beneficial to learning if you teach yourself to have two motivational styles. 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