Human Resources Management Essay Example | Topics and Well Written Essays - 1500 words

Human Resources Management - Essay Example It is a means of industrial government since it is different from unilateral and workers’ control management. The Donovan Commission bargained for it in 1960s, but in 1980s and 1990s, the employers reduced the range of issues regulated jointly, e.g. work pace and organization, and restored unilateral management (Braton and Gold, 2001:318). After the World War II, bargaining was used to determine the working condition of employees and their pay. This transformed the workplaces bringing with it power balance and the growth of shop stewards’ organization. This organization aimed at fighting for the employees’ rights using striking strategies (Inman et al., 2010:214). The conservative government in 1970 was against the trade unions; a move that led to political and industrial militancy. This saw the labour government create a social contract in order to control the employees’ wages. This was followed by strikes between 1978 and 1979 to oppose the move by the g overnment (Gilmore and Williams, 2009:24-44). In light of this information, this paper examines the managerial styles, objectives and strategies used in trade union and non-union organisations. Employment relationship With the election of Margaret Thatcher under the Conservative government in 1979, the reversal of conservatives’ policies was experienced. ... This saw election of union leaders and an increased union militancy. Major challenges during this time included reduced state jobs and services and an increase in the private sector influence. This had a dramatic influence on employment relations leading to massive opposition from trade unions (Price, 2007:413). Managerial Styles and Objectives of Managing the Employment Relationship There are four styles of managing employment relationships, which influence management strategies and human resource management practices. These are traditionalist, sophisticated paternalists, sophisticated moderns and standard moderns. These styles have different objectives that define their nature. The traditionalist style is authoritative, hostile and does not entertain trade unions (Pynes, 2008:215). Sophisticated paternalists refuse to recognize unions, but they ensure employees are committed to the organizations’ goals and their needs are satisfied. Sophisticated moderns, on the other hand, accept trade unions as well as collective bargains to determine the terms and conditions of employment relations. Standard moderns also accept trade unions, but they change their approach towards them depending on internal and external pressures and responses. It is thus clear that, in traditionalist and sophisticated moderns style, both the manager and employees have the same goals and interests i.e. they are unitary. The other two recognize that the employees and the manager have different goals and interests (Guest et al., 2003:291-314). Managerial Strategies to the Employment of Non-union Organizations Non- union organizations are a disadvantage to the