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Essay / Research Paper Abstract
This 6 page paper discusses two statements; 1) “The state needs to protect employees from employers” and 2) “The state should let managers manage with the minimum of interference”. The writer considers what this means for industrial relations and looks ate issues such as the importance of the shareholder, the need for employers to cut costs and the way in which motivation theory has shown happy employees are more productive. The bibliography cites 6 sources.
Page Count:
6 pages (~225 words per page)
File: TS14_TEeestat.rtf
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Unformatted sample text from the term paper:
unachievable and impossible state of being. Conversely, if we look to writers such as Adam Smith and his treatise entitles The Wealth of Nations, it is the free market economy
that is seen as the most desirable, with government only having a role to regulate so that competition may thrive. It is this role of government in the employment relationship
that has become controversial over the years. Public policies has swung between non- interventionist and totally regulatory. This is often assumed to be as a result of government, with labour
governments and left wing policies seeking to protect workers, with measures such as minimum wages, arguing that workers do not have the power in the relationship, and therefore regulation is
required to even the balance of power so that workers are not exploited. The converse has been true, with right wing or conservative government arguing that to interfere too much
may create a situation where firms are unable to compete and investment is not seen as advantageous in terms of the returns it may produce. Non intervention is then seen
as more desirable as it is argued that market forces will create an environment where an employer sets wages in relations to supply and demand, and as such equilibrium will
be met with employees able to change employers if they are unhappy. In reality there is usually a situation where balance is attempted, governments set minimum standards required for
the safety of employers, but also allowing employers the ability to manage the employee relationship. This swing and attempt to gain a commercially viable balance can be seen in the
changes made by the Australian Workplace Relations Act 1986 moving from one perspective to the other. If we consider the two arguments; "The
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