Introductory description

Work is central to our lives and this module provides an introduction to the field of employment relations. The employment relationship is studied within a broad political, historical, economic and social context, with a focus on the UK and US.

Module web page

Module aims

Outline syllabus

This is an indicative module outline only to give an indication of the sort of topics that may be covered. Actual sessions held may differ.

• Introduction to Module (Definitions of industrial relations, outlining key theoretical and analytical perspectives)
• Ways of understanding employment (What does it mean to be an employee? Who are the key participants, what are the key labour market trends that affect the experience of work? Key perspectives on diversity within the labour market)
• Conflict and resistance in the employment relationship (Is conflict an inherent feature? Strike patterns and discussion of other expressions of conflict. Debates about the employment relationship as a series of structured antagonisms, where cooperation may be as common as conflict)
• Managers – Private and Public sector (This subject will stretch across 2 weeks. Key theoretical and conceptual positions on the management of industrial relations in both sectors. How does the public differ from the private?Trace the trend from control to commitment perspectives and emergence of human resource management.)
• Employees (Reflect on key labour market trends and trends over last 20 years in terms of what it means to be an employee: move away from stereotype of full time, male worker in manufacturing to atypical contracts, flexibility of hours, rise of service sector, feminisation of labour market etc).
• Trade Unions (introduction to trade unions: characteristics, aims, activities, membership trends and introduction to key interventions in the workplace.
• The State: Economic manager and Regulator (What role does government play in the regulation of industrial relations with focus on legislative framework and changes over last 25 years).
• Overview and essay skills (Overview of key themes across module and linking through to development in Industrial Relations Process and Practices module. Guidance on assignment and expectations of markers.

Learning outcomes

By the end of the module, students should be able to:

• Understand the influence of employers, employees, trade unions and the state in shaping the employment relationship.
• Evaluate the impact of the changing political, economic and societal context on industrial relations developments and the behaviour of industrial relations participants.
• Understand how to locate industrial relations processes and institutions within broader business management contexts.
• Critically assess a variety of theories, concepts, frameworks and perspectives which inform the study of industrial relations.

Indicative reading list

P. Blyton and P. Turnbull, (2004) The Dynamics of Employee Relations, 3rd Edition Macmillan.

Colling, T. and Terry, M. (2010) Industrial Relations: Theory and Practice. Wiley.

Katz, H., Kochan, T. and Colvin, A. (2007) An Introduction to Industrial Relations and Collective Bargaining, 4th Edition McGrewHill.

Subject specific skills

Develop negotiating skills in relation to different positions and interests.

Transferable skills

Present analysis of industrial relations in both oral and written form.
Consolidate skills of discussion in groups and application of theories to case study material.