Dunlop's Theory Of Employee Relations

Employee Relation is termed as sensitive, physical and applied association between employee and employer. Basically, employee relations include legal compliance necessary for an organization. Industrial relations are a field that studies the relationship of employment. Employee relations deal with workers who are non-unionized while labor relation is defined as to deal with workers who are unionized (Dessler, 2013; Armstrong, 2012). If a partnership has been formed with union on the basis of HR policies, then such a partnership appears to succeed in future rather than having conflicts with union. Therefore, more conflicts between the employers and employees leads to less likely mutual benefits (Townsend et al., 2014). Industrial relation provides a multi-disciplinary platform with technological, institutional and economic factors. Thus, organization with strong employee relations tends to provide impartial and reliable treatment to all the employees. An employee relation framework leads employees to have stronger commitment and partnership with their jobs and as a result, devotion to their organization (Bloemer and Odekerken-Schroder, 2006; Bacon and Storey, 2000). It has been found that the employees, who have ambiguity about the goals, lack the organizational commitment. Therefore,

The main reason of numerous authors research has been to prepare a framework which regulates job dimensions, increases worker satisfaction and maintains employee relations in future along with techniques to handle the unions that were present (Bryson et al., 2004; Guest and Hoque, 1994; Hammer and Avgar,