Applicationof Sociological Perspectives
Thereare several types of relationships that exist in the society. One ofthe most important of these relationships is the employer-employeerelationship. An employee performs all the activities allocated tohim/her by the employer. In this type of relationship, the twoparties have a conditional relationship whereby the employer hasauthority over the employee. He puts in place the rules andregulations to follow. On the other hand, the employee has to complywith the rules and ethics about his work.
Theassociation has several premises that give it direction. First, itdraws a lot of support from mutual respect. Instead of seeing eachother as an enemy, the employer, and the employee regard each otherwith respect since they need each other. The employer provides theoccupation from the employer benefits. Secondly, the relationshiphas a mutual reliance. The employee requires the employer to sustainthe occupation. On the other hand, the employer needs the worker toperform the duties in the right way to support the running of theventure. Lastly, there should be boundaries defining therelationships between the two parties. Both parties do not have anequal platform of privileges since the employer needs the respect ofthe employee concerning his position. On the same note, the rights ofthe employee are paramount if the relationship is to be sustainable.The sociological perspectives of functionalism, conflict andinternationalism relate to different situations in the society. Theyalso affect the relationship between the employer and the employee(Johnston, 2013).
Functionalismoperates as a theory in the industrial perspective where the conflictis an inevitable phenomenon. According to this aspect, a certainlevel of conflict is necessary because it help people to create acommon ground of operation. Employers and employees operate in anenvironment that brings them together for the good of theorganization. In an organizational setting, functionalism allows themanagement to develop prospects for an emergence of a conflict andpan for it. They develop a mechanism that facilitates the forgingcommon background to bring an agreement between the two parties. Ittoday’s society, there is the emergence of a situation whereby fewcommand while the majority obey. In such a scenario, there is a bigpossibility of people having diverging interests when they spotloopholes in the system, and they try to make their way. Most of thetimes, they find themselves at loggerheads with the laid downinstructions (Johnston, 2013). Organizational culture plays nimportant role in conflict resolution. A culture that has a friendlyplatform for solving problems through efficient communication helpsto curtail the effects of disagreement on the operations of anorganization.
Accordingto the proponents of this theory, functionalism is very relevant tothe employer-employee relationship. Its function in the associationis to bring to light the inevitability of conflict between the twoparties. Being aware that disagreement will certainly arise makes thetwo parties live in the awareness that they may find themselvestrying to resolve a conflict. As mentioned earlier, the two partiesact in mutual reliance and respect. None can function in thealienation of the other. For this reason, they develop structures toaddress problems whenever they arise. Sometimes, it requires theinvolvement of third party members, for example, the legal system orthe government. Through functionalism, structures like industrycourts and unions emerge to hit the problems on the head before trymanifest fully. It is, therefore, a very imperative prop in theemployer-employee relationship.
Conflictrefers to a situation of contention between two parties due to theirdiverging views relating to a subject. The altering way of thinkingand action happens on a daily basis as people carry out their duties.In the employee-employer relationship, conflicts arise due tochanging environments and means of production. The 21st century comeswith a lot of changes in almost all the industries and employeessometimes find it difficult to cope. Employers find themselves on theverge of customizing laws and adopting the prevailing best practicesto provide the best conditions for their employees. Conflictingparties cannot achieve the mandate of any organization. For thisreason, conflicts have to be solved as fast as they arise. Failure todo so stalls the functioning of any structure (Van Buren, 2011).Culture plays an important role in providing the right approach toconflicts. An organizational culture, depending on the relationshipbetween the employee and the employee, facilitates or weakens thesolving of conflicts. The conflicts arise from wages, workingconditions, hiring and sacking among other sensitive areas.
Interactionismis a theory involves actions, reactions and adaptations between twoor more parties. It involves the use of several tools to communicateand reach an agreement. It is important in investigating the possibleareas where a conflict is likely to arise and take preventive actionsbefore the situation gets out of hand. In an employer-employeerelationship, Interactionism occurs in the form of efficientcommunication through discussions open forums and other platforms. When the two parties communicate, they agree on issues relating totheir occupation. The result is a formal way of treating employeesand respect for the rules laid down by the management. Interactionismis a fruitful way of preventing disagreements, and it promotesunderstanding between the two parties. The structures that surroundemployers and employees strengthen Interactionism if it allowsemployers and employees to relate both formally and informally. Theunseen tendency of employers being close to their employers duringthe execution of tasks creates a very efficient way of communicatingideas. An inappropriate and rigid culture that creates a barrierbetween the employers and employees maims Interactionism (Watson&Korczynski, 2011).
Thethree aspects of sociological interactions complement each other increating a favorable environment for the employer and the employee.Functionalism helps the parties in anticipating the occurrence of aconflict and consequently develops measures to counter them.Understanding nature and the genesis of a conflict is also importantbecause it makes it easy to solve. Chaos erupts when the sameconflict repeatedly happens in a working environment (Watson&Korczynski, 2011). Unattended conflict may instigate the employers,and they might result in a go-slow or holding a mass action. On theother hand, employers can terminate the service of employees whenthey do not change to the advantage of the ventures goals andobjectives. Interactionism culminates the two aspects because itoutlines the tools effective to initiate communication to solveproblems between the two parties. It strengthens functionalism sincethe identification of a problem bears no fruits if the rightenvironment is not present.
Johnston,A. (2013). Book Review: The production and consumption of meaning atwork. Organization,20(4),635-641.
VanBuren, H. J., Greenwood, M., & Sheehan, C. (2011). Strategichuman resource management and the decline of employee focus. HumanResource Management Review,21(3),209-219.
Watson,T., & Korczynski, M. (2011). Sociology,work and organisation.Routledge: New York.