Human Resource Management Employment Relationship

Questions: 1. How are good arguments formed? In your response, use the material placed on ilearn under the Assessment tab which explains the key elements to effective argument makingproposed by Aristotles Rhetorical Triangle Model.2. Do you think the authors of this article have developed convincing rhetoric in their writing? Why? In your answer justify your answer by citing examples from this article.3. Reflecting on this exercise, provide three SPECIFIC examples of how you intend to createcompelling rhetoric and strong argument in your group debate and report. Answers: Use of Alan Foxs Theory to Conceptualize Employment Relationship Work is central part of everyones life and the nature and governance of work determines the employment relationship. Different people have different perception of employment relationship and Alan Fox used a framework of theory to categorize employment relationship. By this means, he categorized employment relationship on the basis of Marxist, Unitarist and pluralist theory. Alans frame of reference is collection of values and ideas related to the interest of people in employment relationship (Ackers, 2014). Firstly employment relationship can be conceptualized by the Unitarist theory. According to Unitarism approach, people in employment initiate their job with the belief that work place conflict normally does not occur between manager and staffs. However, conflicts do arise and such unitarist believes that aberration in employment relationship occurs due to lack of coordination between the involved person. A Unitarist person believes that management and employees should have the common vision for achieving the objectives of the organization (Cullinane Dundon, 2014). Therefore, individual attitude, inappropriate recruitment practices and poor communication is regarded as the factor affecting employment relationship. In this context, employment relationship is improved by addressing the communication and personal issues of employees. On the contrary, the ideology of the pluralist is that they begin with the assumption that conflict in workplace is inevitable. They belief this because people from different interest group works in an organization and the complex nature of business organization may lead to issues due to different values and objectives of different employees. This frame of reference of Alan Fox is based on the assumption that conflict will always exist due to different source of authorities within the organization. Therefore, people with pluralist approach will always welcome conflict as it helps them to identify grievance of employees and explore innovative methods to improve the service in the organization (Martin et al., 2016). The frame of reference of Marxism is based on the concept of capitalism and its impact on employment relationship in organization. The concept of capitalism such as increase in investment but low wages for workers lead to inherent contradiction and employees are compelled to take action against the exploitation of the organization. Therefore, according to Marxist frame of reference, conflict in organization is a result of struggle between two competing social class and this factor influences employment relationship (Hyman, 2013). Application of Alan Foxs theory to Purpose Co The CEO of Purpose Co, Ms Brightidea is planning to revise it approach to workplace relationship and seeking advice to advising team of Human Resource company to determine why she should invest her time and resource in HR strategies. Based on Ms Brightideas comment, it can be said that she needs to invest her time in HR management to gain a competitive edge in the market (Armstrong Taylor, 2014). Human resource is the most valuable asset in the company and Alan Foxs frame of reference reveals that conflict in workplace is bound to happen under all circumstance. This conflict has the risk to hamper ideal employment relationship and it eventually influences the work flow organization. If organize fail to address the issues of employees, the employees may lack the motivation to work and they decide on quitting too. This situation may lead to loss of production and additional cost on recruitment for companies. Due to the above mentioned risk faced by organization, it is necessary for Ms Brightidea to develop ideal HR strategies. According to systems theory, work in organization is based on formal and informal rules and regulations and all employees should comply with it to maintain professionalism in work. Human resource management (HRM) will lead to development of competencies of staffs according to specific goal of the organization and it will bring better organization result in the long run. HR managers need to identify the correct approach to manage issues of staffs and method of management will determine it impact on organizational performance (Purce, 2014). As conflict and lack of communication between coworker is a risk for the organization, HRM can lead to the alignment of human resource to gain competitive advantage. The superior performance of top business companies has also been possible due to their unique skills of HRM. Therefore, to gain and sustain competitive advantage in t he market, CEO of Purpose Co can invest in aligning the skills of the employees according to the needs of organization and make them aware of behavior desired from them to achieve success in work. By this initiative, HR manager will ensure that all employees have the required knowledge and skills and willingness to be committed to the goals of the organization. It also involves planning strategies so as to motivate and engage employee wholeheartedly in the goals of the organization (Buller McEvoy, 2012). Hence, HRM will help Brightidea to gain competitive advantage and high performance for her company, Purpose Co. Reference Ackers, P. (2014). Rethinking the employment relationship: a neo-pluralist critique of British industrial relations orthodoxy.The International Journal of Human Resource Management,25(18), 2608-2625. Armstrong, M., Taylor, S. (2014).Armstrong's handbook of human resource management practice. Kogan Page Publishers. Buller, P. F., McEvoy, G. M. (2012). Strategy, human resource management and performance: Sharpening line of sight.Human resource management review,22(1), 43-56. Cullinane, N., Dundon, T. (2014). Unitarism and employer resistance to trade unionism.The International Journal of Human Resource Management,25(18), 2573-2590. Hyman, R. (2013). 4 Whatever happened to industrial sociology?(1).The international yearbook of organization studies., 84. Martin, G., Farndale, E., Paauwe, J., Stiles, P. G. (2016). Corporate governance and strategic human resource management: Four archetypes and proposals for a new approach to corporate sustainability.European Management Journal,34(1), 22-35. Purce, J. (2014). The impact of corporate strategy on human resource management.New Perspectives on Human Resource Management (Routledge Revivals),67.