本文讲的是模型的不同理论观点，雇佣关系，更确切地说是雇员关系，是指雇主与雇员之间为保持建设性关系而发生的法律联系。在这里，员工生产一定数量的工作以换取报酬。信任是员工关系的一个重要方面。雇员按发放给他的一套工作进行工作，其报酬基本上是按月发放的。雇主在完成分配给员工的工作角色方面信任员工(Harzing, a . W.和ington, 2010)。有许多模型包含了不同的理论观点。本篇澳洲代写文章由澳洲论文通AssignmentPass辅导网整理，供大家参考阅读。
The employment relationship or rather employee relationship refers to the legal contract of link which exists between the employer and employee along with the effort given out by both to maintain a constructive relationship. Here, the employee produces a certain amount of work in return for remuneration. Trust is an important aspect of employee relation. The employee works on a given set of work issued to him for a remuneration which is mostly monthly in nature. The employer has a trust on the employee in terms of the achievement of the job role assigned to him (Harzing, A. W. and Pinnington, 2010).There are a number of models which encompass different theoretical perspectives within them. Some of the important models and theories include:
Unitary approach which contains the scientific management theory, human relations theory and human resource management respectively.
Pluralism encompasses systems theory and the strategic choice theory.
Marxism encompasses the labour process theories, feminist theories and other post-modernist theories respectively (Heneman et al., 2000).
Out of the three models of employee relations, the pluralism approach has been dealt in details with respect to the chosen organization. Pluralistic approach is based on a set of assumptions regarding the workplace involved employees and employers where the values and objectives of these elements are bound to generate conflict. Thus, they look for fairer policies to reduce work place conflict and maintain an amiable employee- employer relationship (Bratton and Gold, 2012).
According to the system theory, there is a distinct set of formal and informal rules. These regulations with regard to a diverse arena including, recruitment, holidays, wages, performance, rewards and all other myriad of details related to work place and work life balance. One of the important aspects is that the industrial relations have self-adjusting capacity and want to achieve equilibrium (Schuler, 2007).The overall view point is that everything works in a systematic manner in the light of pre-decided rules and regulations. However, in practicality, this theory might not be followed in totality. The work place conflicts do arise as a result of difference in opinion between employee and employer.