As Herriot strongly stated: ‘In the era of globalization (sic), the employer who fails to appreciate the importance of culture as a determinant of the success of the employment relationship is doomed’.
On the other hand, Huiskamp and Kluytmans summarized the four fundamental sources of tensions in an employment relationship. The primary source of tension is the labor, itself – the vital production factor, which is inseparable from its performer. This means that management has no choice but also to consider the interest of employees to be reciprocated of satisfactory performance. The second source of tension is the relationship of time, qualifications and performance as against employee’s effort and long-term labor capacity. Specific issues concerning this pertain to the working time required by the organization as against the normal time by which employees can recover to work again, the qualifications required for the job as against the actual qualification of employees, and the evaluation of employee’s performance as against the actual effort the employee put on the job. The implications of these specific issues can be surmised as follows respectively:. Evaluating Pluralism and Unitarism in HR Management.
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