Sample Essay on Employment

There are three dimensions of problems that can take place within an organization – economic, legal and social. The economic, legal and social features of the employment relationship are complicated to divide, because all three are closely interrelated (Dufty & Fells 1989, p.3) (Refer Appendix I). It is necessary that the employer and employee relationship be stable and content in the beginning, otherwise in the future the workplace will be inefficient and unproductive.

It is known that the employer requires employees to work for them, to produce products and increase capital and profit for them. The employee is working for a wage that the employer provides in exchange for the employees time and services (Gardner & Palmer 1997, p.213). These are known as the economic dimensions of the employment relationship. Over time employees have developed characteristics and desire to want more i.e.: a certain wage for their qualification, holiday/sick leave and job security. However this will definitely lead to conflict within an employment relationship, because whilst the employer is trying to maximise labour productivity, the employees may intend to obtain higher wages or a promotion (Dufty & Fells 1989, p.4).

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The legal dimension is in some ways, a means of controlling the employment relationship, so that employees and employers cannot take advantage of each other’s powers. Courts are fair but time consuming, therefore not very beneficial for either the employer or employee. On the other hand, if it is required to go to court it is absolutely necessary, because it is based on the rights of an individual.

Looking at the social dimension, it shows that there can be both a positive side and a negative side to it. Entering a workplace people often start as an individual, with their own opinions and characteristics. In the latter stage of employment individuals will tend to group and have group opinions (Dufty & Fells 1989, p.12). As a positive view, a group of employees can support each other to work more productively and efficiently. Nevertheless, groups may band together and lead to overt conflict eg: strikes, sabotage and working without enthusiasm (Stephenson & Brotherton 1979, p.145).

The primary role of the trade union is to aid fellow members in their organization and to improve working conditions in their environment. The power of an employer in a business is far more greater then an employee, this is why workers acting collectively will enhance their power in bargaining. Once this has been established, employees in an organization will feel more secure and less vulnerable to employers’ powers and possible discrimination (Deery & Plowman 1991, p.261). Conversely, for the trade union to assist an employee the employee must first become a member of the trade union, if they are not a member then there will be a difference in wages and leave (Refer Appendix III). Trade unions not only act on behalf of its members but also provide services for member i.e. credit unions, education assistance and recreational clubs (Deery & Plowman 1991, p.262). There are several aims and objectives that trade unions strive to achieve, all correlating to protect and help the interest of members.

The improved economic conditions of members, relates to the increase in wages and salaries, this can also be achieved by shorter working hours (Alexander & Lewer 1998, p.77).

rking conditions are associated with the environment the workers are subject to. The working environment should be safe for employees and proper amenities should be provided. When work breaks are to be taken and how long they should be taken for are also part of the healthy working conditions the trade unions attempt to improve.
Arbitrary and discriminatory discharge is a major problem in the industry, and the trade union is there to protect members and insure their security in an organization. Technological development in a company may bring about redundancies and transfers in an organization, this is where the trade union will act on behalf of the member to solve this conflict (Deery 1991; Alexander 1998).

Conflict rises from all these points, because the employer will have their own view of the situation and what the employee requires and how much they are meant to earn. And on the other hand the members/employees will also have their own personal view of what they deserve and how much they deserve.

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