Context:                 In employment or industrial relations, the theory of liberalism, which is about the protection of personal rights over government intervention is applied in probing the growth of workforces because it provides clues to better understanding the changing concept of work.  Industrial relations analysts, according to Ramia and Wailes (2006), have long been interested in employment relations as rules and regulations which may limit market inequalities in various ways.

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Question:   Should the state play an active part in employment relations or are such matters best left to employers and their associations, workers and their unions?

Refer to the HRM (unitarist) and IR (pluralist) frames of reference in answering this question and use specific examples to support your argument.

SAMPLE ANSWER:

Introduction

The state role in contemporary industrialist economies can barely be disregarded, and whether by means of legislation, the existence of the state is deceiving (Williams, Heery, & Abbott, 2011). Scores of developing countries have created a system for industrial relations wherein the state plays an active responsibility. Boselie, Brewster, and Paauwe (2009) posit that in most developing economies, the state by means of its most influential tools have acknowledged and are using the policies rooted in the principle that the other groups in the system of in industrial relations such as employees as well as managers cannot be allowed to totally to control all facet of the work structure. Since the early 90s, the Human Resource Management concept has surfaced as part of the vital remedies for an international management practices convergence (Boselie, Brewster, & Paauwe, 2009). Similar to nearly all other concepts of management Harpaz and Meshoulam (2010) posit that HRM started in the US. Still, HRM does not just provide an array of contemporary management methods like re-engineering as well as lean production, but in addition it concerns values. Above some of the other modernisms, HRM influences directly certain techniques of carrying out things supported by values systems as well as state organizations. Agarwala (2008) affirms that the HRM values are fundamentally distinctive and unitarist. The essay seeks to answer if state plays an active part in employment relations or if such matters can best be left to employers and their associations, workers and their unions.

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