Miss Essay

1775 WordsOct 22, 20138 Pages
This essay will discuss about the adoption of a unitarist (HRM) approach and its effects for all the major employment relations actors. Beet et al. (as cited in Sheehan, 2005) claimed that in order to overcome with the international competition that has been increasing in the last couple of years, organisations had to converge on the value of human resources approach (p.34). ‘The managerialism in the emergence of HRM in the 1980s has overthrown the industrial democracy perspectives of the previous personnel management and industrial relation approaches’ (Boselie, Brewster and Paauwe, 2009, p.462). The changes from this personnel management to HRM has activated the successful strategic positioning and encouraged everyone in the organisation to contribute (Sheenan, 2005, p.35). The main argument proposed in this essay is that the unitarist approach results in advantages for some of the employment relations actors (employers) but has been shown to disadvantage others (employees). Evidence from China will be provided to support this argument and show that the unitarist approach has different outcomes for different actors and that government needs to play a stronger role to prevent the exploitation of workers. Furthermore, this essay will also compare and contrast the unitarist approach with pluralist approach which is developed in Australia. China is one of the countries that have adopted the unitarist approach in their employment relationship. It is evidenced by the organizational structure and functions of trade unions in China today. Unitarist approach is defined by a long-term relationship, a heavy attention on employee commitment, self-control, unitarist employee relations perspective, an organic systems approach, a significant role for line managers and ultimate utilization of human assets (Boselie, Brewster and Paauwe, 2009, p.463). In the real world, China has

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