LRM2601
summary
notes
, lOMoARcPSD|12658746
CHAPTER 1:
INTRODUCING SOME FUNDAMENTALS OF EMPLOYMENT RELATIONS
FOUR DIMENSIONS OF EMPLOYMENT RELATIONSHIP:- (Pg 22 of SG)
***FICI
▪ Formal dimension :
Parties have specific rights and duties based on official agreements between
them. This can be individual or collective.
Whether employment contract is verbal or written, it is an agreement between
the parties.
Characterised by certain agreements, rules, laws, regulations and formalities.
▪ Informal dimension:
This refers to the dynamic aspects of human behaviour.
This could include human behaviour in a group context (informal collective
dimension); or in the context of the individual dimension.
It includes aspects and consequences which arise from the feelings and ideas
the various parties have about each other, their values, needs and outlook on
life, as well as their preferences and perceptions of each other.
Justice Perceptions
Distributive justice
▪ Collective dimension:
Workers can organise into groups and enter into discussions as a group with
management or groups of employment.
This is referred to as labour-management relationship or the union-employer
relationship.
Labour organises workers in groups known as trade unions; act as
representatives of their members.
As a group, the union has a specific relationship with management; i.e.:
intergroup relations
▪ Individual dimension:
Every individual has an employment relationship with the organisation.
Each worker interacts every day with the organisation.
The worker has a specific relationship with the organisation; from
management to colleagues as individuals. (individual / interpersonal / human
relations)
summary
notes
, lOMoARcPSD|12658746
CHAPTER 1:
INTRODUCING SOME FUNDAMENTALS OF EMPLOYMENT RELATIONS
FOUR DIMENSIONS OF EMPLOYMENT RELATIONSHIP:- (Pg 22 of SG)
***FICI
▪ Formal dimension :
Parties have specific rights and duties based on official agreements between
them. This can be individual or collective.
Whether employment contract is verbal or written, it is an agreement between
the parties.
Characterised by certain agreements, rules, laws, regulations and formalities.
▪ Informal dimension:
This refers to the dynamic aspects of human behaviour.
This could include human behaviour in a group context (informal collective
dimension); or in the context of the individual dimension.
It includes aspects and consequences which arise from the feelings and ideas
the various parties have about each other, their values, needs and outlook on
life, as well as their preferences and perceptions of each other.
Justice Perceptions
Distributive justice
▪ Collective dimension:
Workers can organise into groups and enter into discussions as a group with
management or groups of employment.
This is referred to as labour-management relationship or the union-employer
relationship.
Labour organises workers in groups known as trade unions; act as
representatives of their members.
As a group, the union has a specific relationship with management; i.e.:
intergroup relations
▪ Individual dimension:
Every individual has an employment relationship with the organisation.
Each worker interacts every day with the organisation.
The worker has a specific relationship with the organisation; from
management to colleagues as individuals. (individual / interpersonal / human
relations)
