The Dynamics of Employee Relations

Blyton, Paul; Turnbull, Peter

doi:10.1007/978-1-349-14314-6

Cited by 118 publications

(100 citation statements)

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“…This suggests the fact that employer-employees relationship in organisation(s) involves a range of complex patterns of interactions between different work-related groups such as trade unions and employers at organisational level, and the state and its agencies in the regional as well as the national levels (Rose, 2004). Also, Blyton and Turnbull (2004) posited that employer-employees relationship portrays the distinctive characteristics of all employment relationships either individual relationships or collective relationships. However, they contend that understanding employeremployees relationships involves locating it within the broader nature of the economic activity involved and also taking into consideration the structural basis of the probable conflict and Archives of Business Research (ABR) Vol.3, Issue 4, August-2016 accommodation between employee and employer; the persuasion as well as the manipulation of the larger society on employment relations is also important.…”

Section: Review Of Literaturementioning

confidence: 99%

The Predictive Impact of Cultural Values and Ideology on Employer-Employees Relations in Contemporary Nigeria

Adigun¹

2016

ABR

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This study investigated the predictive impact of cultural values and ideology on employer-employees relations in contemporary Nigeria. Using a descriptive survey research design, simple random sampling technique was used to select four hundred employer-employees from ten manufacturing organisations in Ibadan, Nigeria. A self-constructed questionnaire (0.84) was used to collect relevant data for the study. Two research questions were answered and two hypotheses tested at 0.05 level of significance. Data were analysed using Multiple Regression and Pearson Product Moment Correlation statistical tool. There was significant relationship between the independent variables and the dependent variable. Also, the independent variables accounted for 45.5% of the total variance on the predictive impact of cultural values and ideology on employer-employees relations in contemporary Nigeria. In order of magnitude, of the contribution: ideology has more influence on employer-employees relations (β =0.373, t = 2.246, P < 0.05) followed by cultural values (β = 0. 156, t = 1.668, P < 0.05). Therefore, Management should ensure appropriate work orientation is given to workers so that they will be conscious of their organizations cultural values and ideological philosophy as to support the growth of the organization.Key Words: Cultural values, Ideology, Employer-Employee Relations, Organisation, Ibadan. INTRODUCTIONThe condition of service, terms of engagement, quality of life and work relationship pattern that exists in an organisations environment is paramount to the realisation of high productivity, sustainability and harmony. This influences the performance of any organisation in all ramifications. However, attaining harmonious employer-employee relationship that is conflict free is often a challenge to organisation(s). This makes possible factors such as cultural values and ideology that can affect employer-employee relationship an important issue of discuss in this contemporary time considering the fact that employer-employees synergy is central to attaining an effective operational process and actualisation of organisational goals and objectives.

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Section: Review Of Literaturementioning

confidence: 99%

The Predictive Impact of Cultural Values and Ideology on Employer-Employees Relations in Contemporary Nigeria

Adigun¹

2016

ABR

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“…In liberalmarket economies, the lower levels of employment protection and lower exit costs for-in particular-multinational companies and their subsidiaries, create a harsh environment to level up gender equity policies. Within the often maligned but descriptively useful ''Xexible Wrm'' organizational type (Pollert 1991), the scenario in even the more enlightened employers strategy, would be for a polarization of gender equity in diVerent labor market subcategories (Blyton and Turnbull 2004). Thus, men and women working in the ''core''-highly skilled and educated, working at the organization at the apex of the supply chain in a professional capacity in a vital function-could expect that the business case for FWA will enable them to experience enlightened management attitudes.…”

Section: Perceived Organizational Justicementioning

confidence: 99%

Flexible Working Arrangements: From Work–Life to Gender Equity Policies

Lewis¹,

Roper²

2009

The Oxford Handbook of Personnel Psychology

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This article discusses the social and psychological cases for gender equity and for policies and practices to support the integration of work and non-work life. As the implementation of flexible working arrangements (FWAs) is influenced by public policy provisions, it considers the regulatory background from a European/UK perspective before going on to consider the types of “work–life” policies or FWAs introduced in organizations. Furthermore, the article discusses the impact and effectiveness of these policies and residual barriers to their success. Such outcomes include wellbeing and perceived organizational justice, as well as organizational learning and other organizational issues. The article finally demonstrates the interrelationships between individual and workplace outcomes, emphasizing the limitations of policy alone and the importance of implementation and practice.

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“…C'est en outre dans ce contexte, notamment à la suite des opérations de downsizing, que la participation et la coopération sont sollicitées de la part du management 5 . Cette situation est bien différente de celle des années 1970, où les syndicats prenaient l'offensive, notamment dans les pays européens (Scandinavie et Allemagne), en s'appuyant sur la crise du travail pour revendiquer la démocratie industrielle et accroître la citoyenneté dans l'entreprise (Martin, 1994;Blyton et Turnbull, 1994). Aujourd'hui, la crise du travail est passée au second plan, loin derrière celle de l'emploi, et la participation est offerte, voire confisquée 5.…”

Section: Les Nouveaux Modes De Coopération Patronale/syndicaleunclassified

Identités ouvrières et syndicales, fusion, distanciation et recomposition

Lapointe¹

2002

socsoc

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La réorganisation du travail et les nouveaux modes de coopération patronale/syndicale affectent considérablement les identitésouvrières et syndicales en milieu de travail. Ils contribuent à l’émergence de nouvelles identités ouvrières autour du métier etde l’entreprise et remettent en cause la légitimité syndicale. En se rapprochant de la direction, séparément et sur des basesdifférentes, syndicat et salariés fragilisent leurs relations, qui se caractérisent alors par une certaine distanciation afaiblissantle syndicalisme en milieu de travail. Cette évolution n’est toutefois pas inéluctable et elle est fortement influencée par lesinterventions et les orientations syndicales. S’appuyant sur une analyse théorique et une enquête empirique dans le secteur despâtes et papiers au Québec, cet article jette un nouveau regard sur l’impact des négociations intégratives sur l’avenir du syndicalisme.Reorganization of work and new modes of management/union cooperation have a considerable effect on workers’ and unionidentities in the workplace. They contribute to the emergence of new labour identities based on trades and on the firm, questioningunion legitimacy. By moving closer to management, separately and on different bases, unions and employees maketheir relations more fragile and distant, which brings about a weakening of trade unionism in the workplace. This evolution isnot however inevitable and it is strongly influenced by union actions and orientations. Based on a theoretical analysis and anempirical survey in the pulp and paper sector in Quebec, this paper throws new light on the impact of negotiations for integrationon the future of trade unionism.La reorganización del trabajo y los nuevos modos de cooperación patronal/sindical afectan considerablemente las identidadesobreras y sindicales en el medio de trabajo. Ellos contribuyen a la emergencia de nuevas identidades obreras en torno al oficioy a la empresa y cuestionan la legitimidad sindical. Al acercarse separadamente de la dirección, y en función de bases diferentes,sindicato y asalariados vuelven sus relaciones más frágiles al establecer una distancia que trae aparejado un debilitamientodel sindicalismo en el medio de trabajo. Esta evolución no es sin embargo ineluctable y ella está fuertemente influenciada porlas intervenciones y las orientaciones sindicales. Apoyándose sobre un análisis teórico y una investigación empírica en elsector de las pastas y del papel en Quebec, este artículo ofrece una nueva visión sobre el impacto de las negociaciones «integrativas» sobre el futuro del sindicalismo

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The Dynamics of Employee Relations

Cited by 118 publications

References 0 publications

The Predictive Impact of Cultural Values and Ideology on Employer-Employees Relations in Contemporary Nigeria

The Predictive Impact of Cultural Values and Ideology on Employer-Employees Relations in Contemporary Nigeria

Flexible Working Arrangements: From Work–Life to Gender Equity Policies

Identités ouvrières et syndicales, fusion, distanciation et recomposition

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