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Essay / Research Paper Abstract
This 5 age paper considers why an employer may not like the idea of unions in the workplace. The writers looks at perspectives such as the traditional conflict role and the older forms of collectivism, as well as the impact on the balance of power in the employment relationship. The writer then considers the role of individualism, and why an employer may find this preferable to unionisation, and then the paper discusses how employee may still make their voices heard along with the newer forms of collectivism. The bibliography cites 6 sources.
Page Count:
5 pages (~225 words per page)
File: TS14_TEtradeu.rtf
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Unformatted sample text from the term paper:
may be seen as one of the most important stakeholders, and as such a group that has a very strong role to play when it comes to the decision making
processes and the influence that they should be granted. One of the groups that has traditionally be able to fulfil this role is the trade union. This is a collective
group that is able, legally, to bargain with the employer on behalf of its members. The trade union is seen by many employers as a powerful organisation as it shifts
the power in the employment relationship to the employees, collective groups can also take collective action, and even if the employers win in any dispute resulting in strike or work
to rule action they will still feel the cost. It is due to this shift, or perceived shift, in the employment relationship that creates an attitude where employers will
seek to avoid unionisation or adopt an anti union approach. Traditionally, unionisation is seen as collectivism that defined by the labour movements of the 1970s and the resulting conflicts. It
is also worth considering that this was only a very singular aspect of collectivism. The conflict that was seen at this time between the unions and the employers it has
been argued was merely a symptom of the society in which the unions operated (Kessler-Harris, 1987). Collectivism as seen with the unions can be argued as a social concept and
cannot be considered in isolation from the idea of culture in both the workplace and the wider environment. Etzioni (1968), along with many other sociologists and anthropologists, argues that people
exist only in a social context, and as such when we consider the relationship of collectivism in the work place we must also consider the wider context, such as the
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