Introduction

So far we have defined employment relations, anticipated some of the rules and rule-making processes we will study in this course, and looked, in a very general way, at the nature and objectives of employment relations systems.

In this topic we continue to examine concepts that help to understand the nature of ER as a subject and that contribute to better comparative analysis of ER systems. To begin, we note the importance of history (along with context and agency) as an important explanatory variable. We then move on to explore the impact of values (or frames of reference) on different approaches towards the management of the employment relationship.  We draw on Fox’s and Budd’s taxonomies to explore the impact of values on both the theory and practice of employment relations. 

Objectives

At the end of this lesson, you should be able to:

• recognize the importance of history as an explanatory variable;
• understand why values are important in analyzing ER;
• critically evaluate the taxonomy of values in ER as derived from Budd and Bhave;
• define and compare the four types of values: egoism, unitarism, pluralism and radicalism;
• provide examples of each of the three types of values and how they shape the behavior of the different parties in the practice of ER.

Lesson Readings & Activities

By the end of this lesson, make sure you have completed the readings and activities found in the Lesson 2 Course Schedule.