Conflict Between Employer and Employee Essay


The employment relationship refers to a cardinal hostility between an employer and employee. Therefore, the intrinsic feature of employment relationship is struggle ( Blyton and Turnbull, 2004 ). Actually, struggle is inevitable at work. The cardinal lies with how to pull off struggle so that it can develop positive effects. However, there are different positions against struggle in the theoretical circle. Generally talking, there are three major theoretical positions such as Unitarist, Pluralist and Marxist perspective to see employee dealingss. In this essay, it will foremost present those three positions and so critically discusses the differences in the position of struggle among them on employee dealingss. Second, it will depict the development of employee dealingss in the UK before lucubrating appropriate position for the analysis of employee dealingss in the UK. It considers that Pluralist position is the most suited position instead than other two positions for analysing the British employee dealingss. At last, it will do a decision in a few words.

Theoretical positions on employee dealingss

Unitarist, Pluralist and Marxist position have been described for understanding and analysing employee dealingss. Each of them provides a different reading towards workplace struggle, the function of brotherhoods and occupation ordinance ( Edwards, 2003 ). In other words, those three positions hold different positions against struggle in the employee dealingss. The undermentioned paragraphs will present three positions one by one. After that, it will sum up the differences among them.

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Unitarist position

Sing from the Unitarist position, the organisation is regarded as an integrated and harmonious group of people with one trueness civilization. Specified accounts are as follows. Such an organisation attaches much importance to common cooperation. Furthermore, all employees within the organisation portion a common intent. In add-on, this position similar to paternalism has a high demand for the trueness of all employees. The direction of such an organisation is outstanding due to its accent and application. For this ground, it has been concluded that trade brotherhoods are non necessary for the common clannishness of the trueness between organisations and employees. However, the struggle on employee dealingss is considered pathological and riotous result caused by interpersonal clash, communicating dislocation, every bit good as fomenters ( Kaufman, 2004 ).

Pluralist position

From the position of Pluralist, organisation is made up of assorted sectional groups. Each group has its legal truenesss, ends and leaders. Particularly, direction and trade brotherhoods are two singular sectional groups in the Pluralist position. As a consequence, the chief occupation duty of direction is non enforcement and control but persuasion and coordination. However, trade brotherhoods are acted as lawful delegates of employees. The struggle is inevitable here and the struggle in the Pluralistic position is solved by corporate bargaining. By and large talking, struggle is ever associated with bad things. However, struggle if being managed good can besides take topographic point development and positive alteration from the position of Pluralism ( Kaufman, 2004 ).

Marxist position

Marxist position is besides called extremist position. This position is to uncover the nature of the capitalist society. It thinks that workplace dealingss are against the history. It recognizes inequalities in power in the employment relationship and in wider society as a whole. Consequently, struggle is perceived as an inevitable consequence. What & A ; acirc ; ˆ™s more, a natural response sing workers against the capitalist economy development is seen as trade brotherhoods. The direction & A ; acirc ; ˆ™s place would be improved by establishments of joint ordinance from the position of Marxism if holding the periods of acquiescence, because they suppose instead than dispute the proceeding of capitalist economy ( Hyman, 1975 ).

Differences among three positions

Harmonizing to the descriptions toward three positions, it is evidently that they have different apprehensions against struggle. The Unitarist position perceives struggle as a word with derogative sense and it puts frontward three grounds of bring forthing struggle such as fomenters, interpersonal clash and communicating dislocation. It employs a paternalistic attack, so it is short of the struggle between capital and labour which is the focal point of Marxist position. Furthermore, it does non mention to the solution.

On the contrary, the Pluralist position indicates that corporate bargaining is the manner of undertaking struggle. Another difference lies in that sometimes struggle can be positive. It implies the importance of struggle direction. It can be seen that the Pluralist position pays much attending to conflict declaration and how to how to pull off struggle. Furthermore, it considers that the power between parties with different involvements is equal, which is merely opposite to the Marxist position. Actually, the Marxist position is really extremist. From its point of position, the inevitableness of struggle comes from the inequalities of powers caused by capitalist economy development. That is to state, different from Unitarist position, the Marxist perspective gives different grounds of conveying about struggle.

Appropriate position for analysing employee dealingss in the UK

In this portion, it will foremost depict the development procedure of employee dealingss in the UK. Afterwards, it will turn out that three positions can be applied to analyse the British employee dealingss but the Pluralist position is the most appropriate position for analysing British employee dealingss.

Harmonizing to the definition of corporate bargaining by International Labor Organization, one party of corporate bargaining is one employer, some employers or one or several employer organisations while the other party is one or several worker organisation ( Herman, 1998 ). It is evidently that the corporate bargaining is non executable without the brotherhood of workers. In Medieval England, the relationship between employers and employees was equal but non category dealingss. As usual, most of competent employees would populate in a separate house or married the girl of employers. The sprout of the capitalist manner of production provided possibility for the outgrowth of industrial dealingss. The differentiation of fabrication rights and power of direction, the division of employers and employees, every bit good as the being of a great many lasting labours provided dirt for the coevals of the trade brotherhood. At the early phase of capitalist economy, there was non jurisprudence or system to vouch the basic life of employees. In order to do a life, workers must negociate with employers.

Although a batch of inequalities existed between them, workers did non hold plenty offseting power through single dialogue or sign language contract with each worker. In order to better life and working conditions, labours bit by bit united and struggled with employers. At the terminal of 1600s, trade brotherhood emerged as the times require. Because the industrial workers did non organize strong hierarchy, the primary labour motion was merely limited to the scope of manual workers. One of of import function of the early trade brotherhood on behalf of workers was to negociate with employers for wage, employment conditions and so on. At the terminal of 1700s, the corporate understanding between employment labour organisations and employers came to the UK, which is the earliest corporate understanding in the universe ( Fraser, 1999 ).

The UK as the beginning beginning of Industrial Revolution is besides a state developing trade brotherhood motion earliest in the universe ( Williams and Smith, 2006 ). Therefore, the British labour dealingss system is with typical features. In the development history of British Labor Laws, corporate bargaining is regarded as an effectual manner to decide labour differences. Before the Second World War, the corporate bargaining in the UK was chiefly a national dialogue. The national corporate understanding covered most of workers. Until 1970s, some local corporate bargaining emerged. More and more employers started to retreat from national corporate bargaining. Corporate-level corporate bargaining bit by bit occupied dominant place replacing national corporate bargaining ( Gospel, 1998 ).

Furthermore, the authorities besides supported decentralised corporate bargaining and the regulative establishments such as rewards council were abolished. In add-on, the British jurisprudence to the full protected the involvements of members of trade brotherhood and stated a assortment of unsusceptibilities against trade brotherhoods so that they would non be charged owing to work stoppages or other industrial actions. However, corporate bargaining has begun to endure many-sided unfavorable judgments since 1980s. Person criticized that the corporate bargaining was excessively riotous, because the dislocation of corporate bargaining brought approximately excessively often industrial actions so as to weaken domestic economic fight.

As a consequence, the coverage of corporate bargaining gets smaller and smaller. Harmonizing to the statistics, the coverage has already decreased from 70 % in 1984 to 41 % in1998 ( Addison and Siebert, 2002 ). In any manner, corporate bargaining was the footing of the British employee dealingss for much of the twentieth century.

Based on the debut of employee dealingss in the UK, it can be seen that the British Bolshevism has already went through the development procedure from sprout to be legal. In Medieval England, the relationship between employers and employees can be explained with the paternalistic attack. Employers and employees were loyal with the ideal of & A ; acirc ; ˆ?a happy household & A ; acirc ; ˆA? and did non necessitate the trade brotherhood to work out struggles, which is the accent of the Unitarist position. Consequently, the inequalities existed between employers and employees at the get downing phase of capitalist economy. Employees were exploited by employers, but they had non plenty strong power to work out them. For this ground, the inequalities in power in employment relationship can be analyzed by the Marxist position.

After that period of clip, the trade brotherhood came into being and was foremost responsible for negociating with employers sing the issues of pay and employment status. Afterwards, the corporate understanding emerged in the UK with the betterment of trade brotherhood. Furthermore, the variegation of employees created conditions for the enlargement of trade brotherhoods and members. As a consequence, the signifier of corporate bargaining was more common and was regarded as an effectual solution to conflict in labour differences, which is indistinguishable with the position of the Pluralist position. Employers bit by bit found the disadvantages of corporate bargaining and less took portion in the corporate bargaining. As a affair of fact, the diminution of corporate bargaining can besides impute to the defects of the Pluralist position which focused excessively much on the solution to struggle and the adjustment to alter and power differences. In other words, it neglects the authorities influences and power differences at all employee dealingss degrees.

As a whole, the lacks of corporate bargaining lead to its decline in the British employee dealingss, but its function can non be substituted for any other sort of struggle declaration. It can be concluded that the Pluralist position has greatly influenced the employee dealingss in the UK and will go on to develop its effects, which is natural to be the most appropriate position for analysing the British employee dealingss compared with other two positions.


To sum up, different people have different heads. The Unitarism, Pluralism and Marxism have already expressed their positions against the struggle on employee dealingss. However, there are some differences in their positions. Three positions are from different angles and have different accents. After discoursing the differences among three positions, it has elaborated my ain sentiment that the Pluralist position is the most appropriate for the analysis of employee dealingss in the UK based on the development procedure of the British employee dealingss. It can be concluded from the analyses that collective bargaining with unreplaceable function is playing a less and less of import function in the British employee dealingss with the assorted alterations in employment and the labour force.

In add-on, struggle direction is highly important for the sustainable development of organisations. Peoples should non merely concentrate on the struggle declaration but besides pay attending to the influences of other factors. As a consequence, it is really important and indispensable for every organisation to set up positive employee relation so as to pull and retain high-quality staff, to better employee productiveness, to increase employee trueness, to heighten working morale, to promote concern public presentation, every bit good as to cut down absence rate ( Lewis and Saunders, 2003 ).