Traditional Approaches to Industrial Relations Research Proposal

Traditional Approaches to Industrial Relations - Research Proposal ExampleIf the modern human resource is more equipped, then the item that todays employees have not remained like their predecessors in following up the traditional managerial authority can also not ignored. Employees are more enlightened along with the qualities of more likely to question than to accept managerial authority, more focused on their own career development than on the organizations interests, more ready and are less loyal to their deceaseplaces. Many managers see these characteristics in a negative light and advance them as yet more reasons why writ of execution planning and review wont work.In fact, these characteristics of employees make todays employees knowledge workers and todays human resource knowledge management. The jobs of these new employees present new challenges for managers but, handled effectively, these challenges are a key to better individual and organizational performance. For examp le, knowledge-based jobs efficacy involve high levels of non-repetitive work, with frequent changes in demand and direction making the prediction and planning much more difficult and uncertain. Other features of knowledge work also have an impact on the management of performance. (Rudman, 2003, p. 17)AmonAmong most researchers working in the context of Human Resource paradigm, it is the explanations that matter any link to impregnable performance is secondary. It is assumed that societies, governments or regions can have HRM practices and policies as well as firms. At the level of the organization, the organizations objectives and the strategy adopted are not inevitably assumed to be good either for the organization or for society. (Millward, 2000, p. 5)