Employee Relations and organizational effectiveness | Assignment Help
Introduction
There are different employee relations theories and policies presented in the past by different intellectuals and authors in Australia. All of them have shared their experience regarding employee relations and organization effectiveness to a prominent and limited extent. There is one thing which is common in all the theories and that is the relation between employees and workers of the company. There is Unitarism theory which is based on assumption that workers and management always work for the mutual benefits and interests. If there is imbalance of interest and benefits then different authorities and powers have dominance in the organizations from time to time. Any place or industry where power and authorities are distributed in sub-groups is known as the Pluralism approach or theory organization (Sappey, Burgess, Lyons & Buultjens, 2006).
The specific theory of our discussion is Pluralism theory. Keenoy & Kelly (1998) state that organization is made of different sub-groups having powers and authorities. Moreover, these are the groups with separate objectives and obligations towards their followers. The groups are normally called as trade unions and management. This theory has deep existence all over the world because this theory has been based on the assumptions and values which expect inevitable conflicts within these parties.
As the organization is divided into sub-groups with different objectives and interests then the probability of conflict will always be high regarding decisions on the execution of different activities. The reason of high probability of conflict is the working of employees towards the production of same products and services under one roof. If the rights and standards are not met properly by either group then issues always arise in the organization. This theory applies in those places where activities of the organization are very complex (Gennard & Judge, 2002).
Application of theory
As Pluralism theory is the point of discussion so it is important to see the application of this theory as well. This theory applies on several issues but currently it has been applied on the practical case reported on media recently (Thomas, 1999).
Case Study
Several companies have called overseas workers in Australia over local employees without any notification. In that action, union has also been activated and likely to force current government to cooperate with the local workers as much as possible (Hannan, 2013).
The theory can be applied on the current issue of workers against their right for visas. Union has clearly stated that Australian workers should have a legal right of appeal if they are being missed on those jobs filled by foreign workers on 457 visas. Union have desired and pushed current government through pre-election to change the federal migration and workplace laws because they are in the best interest of the workers at all. This issue and demand has been raised due to the use of temporary overseas workers, union has asked government to notify all the unsuccessful Australian employees about the reasons of rejection from the vacant positions clearly (HANNAN, 2013).
Conclusion
This is a kind of issue which is clearly related to pluralism theory in which each group can use their powers in case their rights are not met. In this practical issue, government will decide what can be done to resolve the problem. It is always not necessary that trade union is always on the right because every group has to follow the standard operating procedures and laws equally. If trade unions are fighting and talking on the behalf of employees then they should also keep in view that their wrong actions can also leave a bad impression on the management and government. Ultimately, the effect of wrong actions will definitely be on the employees as union is representing all the attached workers on this overseas visa issue.
References
- Keenoy, T & Kelly, D 1998, The Employment Relationship in Australia, 2nd edn, Thomson, Southbank.
- Sappey, R, Burgess, J, Lyons, M & Buultjens, J 2006, Industrial Relations in Australia, Pearson Education Australia, Frenchs Forrest.
- Ewin, Hannan 2013, Aussies first: union push for more visa controls, Industrial Relations in Australia, The Australian, available at < http://www.theaustralian.com.au/national-affairs/immigration/aussies-first-union-push-for-more-visa-controls/story-fn9hm1gu-1226647966502>.
- Thomas, K. (ed.), 1999, The Oxford Book of Work, Oxford University Press, Oxford.
- Gennard, J. & Judge, G. 2002, Employee Relations (third edition), Chartered Institute of Personnel and Development, Wimbledon.
