Employment Relation
Is the book Labour Relations in the Global Fast Food Industry (Royle & Towers 2002) and its key findings the product of the authors’ ideological frame of reference? Or is it the product of genuine, objective research?
Introduction
Employment relations is the study of all aspect of work and the interaction between the management and the employees or the employee’s representative such as the Union (Ackers and Wilkinson, 2005). The underlying beliefs of employment or labour relations are often implicit with the long established focus on how employment processes are conducted, or sometimes are being ignored. In this write up, we will be discussing on the book, Labour Relations in the Global Fast Food Industry (Royle and Towers 2002) and its key findings of the authors’ ideological frame of reference. A frame of reference refers to a person’s perspective on the world. It includes the person’s assumptions, values, beliefs and convictions and the way it was understood on why things are and why they happen in a particular way. It is also a tool to of evaluate a person’s perception and thinking in a particular way towards employment or labour relations.
From the key findings in this book, it showed that the management were adopting a unitarist ideaological frame of reference. Unitarist ideological frame of reference refers to an organisation which accommodates their employees with a common purpose and shared goal for the success of the organisation. It is hence based on mutual co-operation. The government and unions is their unwelcomed party as they tend to interfere their harmonious workplace relation and compete for employee’s loyalty to the organisation. Management also tends to be more autocratic. However, from the authors’ point of view and understanding stated in this book, it showed that the authors have adopted a pluralist ideological frame of reference. Plurarist ideological frame of reference refers to a process of competition, bargaining, compromising
Introduction
Employment relations is the study of all aspect of work and the interaction between the management and the employees or the employee’s representative such as the Union (Ackers and Wilkinson, 2005). The underlying beliefs of employment or labour relations are often implicit with the long established focus on how employment processes are conducted, or sometimes are being ignored. In this write up, we will be discussing on the book, Labour Relations in the Global Fast Food Industry (Royle and Towers 2002) and its key findings of the authors’ ideological frame of reference. A frame of reference refers to a person’s perspective on the world. It includes the person’s assumptions, values, beliefs and convictions and the way it was understood on why things are and why they happen in a particular way. It is also a tool to of evaluate a person’s perception and thinking in a particular way towards employment or labour relations.
From the key findings in this book, it showed that the management were adopting a unitarist ideaological frame of reference. Unitarist ideological frame of reference refers to an organisation which accommodates their employees with a common purpose and shared goal for the success of the organisation. It is hence based on mutual co-operation. The government and unions is their unwelcomed party as they tend to interfere their harmonious workplace relation and compete for employee’s loyalty to the organisation. Management also tends to be more autocratic. However, from the authors’ point of view and understanding stated in this book, it showed that the authors have adopted a pluralist ideological frame of reference. Plurarist ideological frame of reference refers to a process of competition, bargaining, compromising