Human Resource Management, Employers and the Management of Labour Essay

Human Resource Management, Employers and the Management of Labour - Essay Example The business environment and the way of working of the industry have been undergoing many alterations since the past few decades. Previously managers were only liable for keeping discipline in an organisation. They even did not have a noteworthy role to play in the process of selection and recruiting. But the scenario has been altering and the role of managers has been observed to totally metamorphose. The fundamental reasons behind this metamorphosis were the increasing consciousness between the workers and the abolition of trade unions to a large extent. The other reason was that the managements were no more inflexible and became increasingly agreeable to causes and also adjustable to the progresses in the technological sector (Dalton, 1950). But in the current era, the organisations have realised the magnitude of their human resources as it is with the help of these resources that increased productivity is attained by an organisation. An important feature which needs to be mentioned is that the supervisors in an organisation are referred to as the management and the employees coming in the category of nonsupervisory level are referred to as the labourers in this paper. Labours require working in teams in organisations and thus it is an obvious fact that there would cause differences between themselves. In such circumstances the interference of management is considered quite necessary so as to resolve the issues and maintaining a good working environment (Dalton, 1950). The purpose of this paper would be to assess the labour problems and the rights of the managers along with the differences in the traditional and contemporary practices. Labour Problem and the Need to Resolve It Disputes among the human resources and the m anagement are a known phenomenon. Disputes among the employees could take place due to various reasons and it is in this context that the managers need to take control of the situation. The managers are the one who are being entrusted with the responsibility of solving the disputes. In this context it is important to understand the reasons of dispute among the employees or the human resources first and then the role and need of the managers. The reason for disputes among the labourers and the management in the industries has been categorised into four key divisions which relates to the economic, managerial, political and other causes (Dalton, 1950). It has been learnt that majority of the industrial differences among the labourers and the management has been owing to economic reasons. The prime economic reason has been the problem of low wage. The wage structure in the industries is generally low and so, it gives rise to some grave complexities for the human resources in terms of me eting up to their basic requirements. The human resources want the pay or the wages to be proportionate to the quantity of work done by them. Such wants takes the form of industrial differences and problems. The want for higher pays has been observed to be the most central reason for problems between the labourers and the management (Michael, 1988). The want for extra pays in the form of bonus has been credited to be the other reason for differences arising out of want for pays. The augmenting cost of survival has been the reason for the labourers to claim and put forward their want for extra remuneration as dearness allowances. The increasing prices has been turning out to be triggering the want for dearness allowances and the un-acceptance of such wants by the labourers give rise to these industrial differences. The workforce of an organisation is considered to be an integral division of the production. The