collective aspects of relationships between the workforce and “…the management...” Blyton & Turnbull (1994) study of rules governing employment together with the ways in which “…The rules are changed interpreted and administered…” Clegg (1979) The Employment Relationship This is an exchange relationship in the sense that the parties exchange or trade specific tangible and intangible elements. With regards to the tangibles, the employee offers his/her labour (from a hard point of view) which includes his/her skills, knowledge, abilities and experience among other things in return for a salary/ wage and the associated benefits. At the level of the intangibles, the employee offers their commitment, loyalty, subordination (from a soft point of view) with the expectation that the employer will offer job security (or in its absence, employability security), recognition, job satisfaction, opportunities for career advancement etc. This relationship may also be understood as the bedrock of conflicts because the divergence of interests between the parties to it. It is generally argued that the employer is much concerned with issues of controlling the relationship, whilst the employee is concerned with care, which, at a psychological level become the hub of industrial conflicts. Employer-worker relations are organised principally around the contract of employment This forms the background of the study of industrial relations A contract of employment begins when one party (the employee) offers to render their services of a defined nature in return for a fixed, or ascertainable form of remuneration, and the other party (employer) offers to remunerate for services rendered. Contract may or may not be written Breach of contract can lead to unfair labour practice or unfair dismissal Express agreement are terms which are spelled out –
“…the collective aspects of relationships between the workforce and management...” Blyton & Turnbull (1994) “…The study of rules governing employment together with the ways in which rules are changed interpreted and administered…” Clegg (1979) The Employment Relationship This is an exchange relationship in the sense that the parties exchange or trade specific tangible and intangible elements. With regards to the tangibles, the employee offers his/her labour (from a hard point of view) which includes his/her skills, knowledge, abilities and experience among other things in return for a salary/ wage and the associated benefits. At the level of the intangibles, the employee offers their commitment, loyalty, subordination (from a soft point of view) with the expectation that the employer will offer job security (or in its absence, employability security), recognition, job satisfaction, opportunities for career advancement etc. This relationship may also be understood as the bedrock of conflicts because the divergence of interests between the parties to it. It is generally argued that the employer is much concerned with issues of controlling the relationship, whilst the employee is concerned with care, which, at a psychological level become the hub of industrial conflicts. Employer-worker relations are organised principally around the contract of employment This forms the background of the study of industrial relations A contract of employment begins when one party (the employee) offers to render their services of a defined nature in return for a fixed, or ascertainable form of remuneration, and the other party (employer) offers to remunerate for services rendered. Contract may or may not be written Breach of contract can lead to unfair labour practice or unfair dismissal Express agreement – are terms which are spelled out
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