Radicalism In Employee Relation - Theories of Industrial Relations

Question: Discussion:. Radicalism is no longer relevant to understanding capitalist countries today.Discuss Answer: Radicalism in Employee Relation The thinking on the part of the Employee relations has taken a dramatic shift in a globalized environment. Managers of even the capitalistic countries have paved way to more liberal ideas of managing the organizations. Marxist frame of radicalism marked that the there has to be a command disparity between the labor and the capital. Marx has been of the view that in capitalistic countries there were power struggles and the inequalities persisted in the wealth and even in the ownership (Marx 1978). Capitalism asked for ruthless attitude and exploitation of labor to survive in the business. However considering the case of todays environment it has been witnessed that the radicalism is a basis of the extra costs that has to be accounted for in some form or another. Take the case of the capital controls where the tariffs of the state result in increasing the cost of inputs (Rose, 2008). Employee Relations in Australia Considering the case of Australia, it is witnessed that the state has played a crucial role in removal of the disparities that existed in the Marxist system or Radicalism. The state policies have been framed so that the employee interests are protected. The studies from Lewis et al. (2003) mentioned that the legislative framework by the Australian policymakers was prepared especially taking into consideration the employee relations. The segregation by the Australian system has been on the basis of three segments, employer, employee and trade unions. The trade unions have been legalized so that the workers interests are safeguarded and they are not taken for an undue advantage. The claims settlement process is legalized so that the undue advantage is not taken for by any of the stakeholders (Australian Government, nd). Employee relations and their demands are also measured as per the laws and undue advantage and false claims are checked so that ethical values are restored in the emplo yee relations. The policy makers are also indulged in laying the hours of work for the workers, health and safety standards to be maintained in the organization and the wages are set by the state of Australia itself. As per Rose (2008) state is not just the arbitrator, what it helps in setting the terms between the employers and the employees. These kind of set norms that are followed in Australia is certainly change of stance from the radical approach followed by the capitalistic countries. Conclusion Wealth and property concentration of capitalistic countries created opportunities that lead to exploitation of labor and employees. The capitalistic concentration of powers as per the radical perspective has been transformed into a system where the concentration of powers is used to provide equal opportunities. The case of Australia was discussed where the state owns the responsibility that the wealth and power should not be exploited by a section of capitalists for their benefit. The segregation of powers in between the employees, labor unions, and employers is an example of what can be done in order to save the idea of employee relation. References Australian Government (nd). Consultation and Cooperation in the workplace [Online]. Retrieved from: https://www.fairwork.gov.au/about-us/policies-and-guides/best-practice-guides/consultation-and-cooperation-in-the-workplace. Accessed on 23 March 2015. Marx, K. (1978). Wages, Labour and Capital in R. Tucker (ed), The Marx and Engles Reader, Penguin, London. Lewis, P., Thornhill, A., Saunders, M. (2003).Employee Relations: Understanding The Employment Relationship.New York: Financial Times Prentice Hall. Rose, E. (2008).Employment Relations.New York: Financial Times Prentice Hall.