Kahn-Freund (1983: 18) argues that “ the relations between an employer and an isolated employee or worker is typically a relation between a bearer of power and one who is not a bearer of power”. Discuss with reference to the key institutions influencing the employment relationship and the three perspectives.
Relationship has been in existence for many numbers of years. The employers are views as the one in power within the relationship and there is therefore the need within the relationship for the intervention of external powers such as the trade union, government and on rare extreme circumstances the employer’s organization. The roles of this people are to settle any dispute that rises from the so called power of imbalance. What this essay will try to do, is to look at the power within the relationship between the workers and their employers. However for this to be done we need to understand what employment relationship is all about.
Apart from the aspect of slavery and forced labour, the relationship between a firm and a worker where the worker find employment is what is known as contractual. The legal obligations between workers and their employers have always been stated in individual contract. And what this simply means is that they workers are agreeing at their own accord to negotiate with the terms at which working for the firm or company in place of wages. However in return for the wages the employer are willing to part it means that a large part of the workers life is surrendered. The opposite is the case for the employer they don’t sacrifice and there is no personal involvement either in offering employment. On the other hand the worker freedom is been sacrificed to the employer.
One can argue that as a result of this sacrifices the Trade Union are looking at ways of improving the ways at which workers have to bargain for working in a very degrading way. What they were able to do was to address the position of working over there bargaining inequality. They effect of the trade union helped the workers negotiate their wages and working conditions also to recognize people in the society based on their status but not on contract. However the effect of what they trade union has done is by providing a balance of power between workers and their employers and one can argue that this has improved a lot over the recent years. Although, these tactic can be argued to shift power from employers to employees instead of a balanced power between both parties for the reason of both powers not balancing employers have organizations that they join that protects them from the likes of the trade union, and an example of one of the many organizations are called the Confederation of British Industry (CBI) What their responsibility is, is to represent its members in negotiating with trade union, providing them with supports such as advise, training and necessary information that will be vital for the employers that will prevent dispute at work environment. It has on the other hand enabled the trade union to have a voice in the nation’s affairs. One has to note that this development has not reached all the other countries especially the poorer countries. One can argue that although the trade union are the voice of the nations affair they may seem to have their own interest at hand and it should not be ignored. And what this means is that they paying less attention to the effect of what their actions could either have on the company or their fellow workers and the rest of the community that is been affected e.g. by preventing some necessary changes, or pressing for payment rise. However there is no evidence to back this fact as yet and to generalize it within a single country will be an impossible task. On the other hand the freedom the workers have to obey are still under the influence of their management and they managers responsibilities are deciding about the use of resources, materials and humans or...
Bibliography: Anon, date viewed 7 32011 http://www.mediate.com/articles/voylesR3.cfm
Burchill, F., (2008) “Harmony and Conflict” from Burchill, F., Labour Relations pp.1-8, Basingstoke: Palgrave Macmillan
Flanders, A., (1975) “Extracts from The Internal Social Responsibilities of Industry” from Flanders, A., Management and Unions: The Theory and reform of Industrial Relations pp.132-139, London: Faber
Ed Rose, (2001) Employment relations, Essex, England
The Lecture note
Please join StudyMode to read the full document