HRM301 Lecture Notes - Lecture 12: Transaction Time, Society For Human Resource Management, Industrial Democracy

• School: University of Waterloo
• Department: Human Resources Management
• Course: HRM301
• Professor: Dean Bulloch

Document Summary

Unitary: employer and employee are seen to have common interests. Pluralistic: conflict in the employment relationship is seen as inevitable, since the parties are seen to have differing interests. In this perspective the approach for employers is to attempt to manage conflict, rather than to avoid or suppress it ex. Tuesday, march 19, 2019 2: pursuing a cooperative approach will usually mean that the employer is taking a longer-term view. Employee involvement: represents a situation similar to consensual voice and is often implemented at the level of task decisions, allowing individuals or work groups to contribute. Employee participation: is similar to conflictual voice, but may go beyond the channelling of discontent by establishing the representation of employee interests in the decision-making process. Power: the intention of voice, irrespective of the form, involves some degree of power sharing and redistribution. Sharing power inevitably involves some curtailment of managerial prerogative.