代写文章：企业关系的多元论

代写文章：企业关系的多元论

产业关系的多元论观点认为，管理层和工人之间存在着两个不同的子群体，他们根据自己的利益进行谈判，争取自己的权利。在这种情况下，冲突倾向大于和谐，这可能为双方建立新的讨论标准提供了更好的创造性机会，因为在这种情况下，冲突显然是预期的(Geare和Edgar, 2007)。他们认为，工会是合法的，需要得到充分的倾听，这使得管理层更倾向于说服工人，而不是在管理和向组织注入资本和知识方面。

代写文章：企业关系的多元论
一个团结主义者会把这个组织看作一个幸福的大家庭，在这个大家庭里，没有必要建立工会，冲突被认为是不必要的。这种观点使两个实体走到一起，共同为一个共同的目标而努力，共同承担几乎相同的责任。这种做法可以在当前的企业文化中看到，管理层和员工为了一个共同的目标而一起工作，几乎没有任何公开出现的、被视为讨论的冲突。然而，它可能隐藏和间接滥用这些条件，以通过伪装的诱惑来控制员工不断上升的抱负。

代写文章：企业关系的多元论

A pluralist perspective of industrial relations views two different sub-groups that exist in the relationship between the management and the workers, and they act according to their interests to negotiate for their rights. The propensity to conflict is more in this case than harmony, and it probably provides a better creative chance for both to set up new discussion standards as conflicts are apparently expected in such cases (Geare and Edgar, 2007). They view that worker unions are legitimate and need to be heard well, and this makes the management lean more towards convincing the workers and less in managing and infusing capital and knowledge into the organisation.

代写文章：企业关系的多元论
A unitarist would see the organisation as one big happy family, in which there is no necessity of trade unions, and conflicts are seen to be inessential. This view makes the two entities come together and work together for a common goal and share almost equal responsibility. Such an approach can be seen in the current corporate culture where the management and the employees work together for a common goal and there is hardly any conflict which is publicly emerging and viewed getting discussed. However, it may have hidden and indirectly misuse of such conditions to control the rising aspirations of employees with enticement of disguises.