Research Paper on:
Employment Relationship and Partnership

Unformatted Sample Text from the Research Paper:
working that have indicated where the relationship may be seen to take on the form of a co-operative partnership, with unions and employers working together, their may be a great  deal of value added to the employment relationship. In undertaking working practices such as this there are advantages and disadvantages, that may be gained. In defining the term partnership this  may be defined as a "relationship between individuals or groups that is characterised by mutual cooperation and responsibility, as for the achievement of a specified goal" (Dictionay.com, 2003). This may  be seen as the ideal situation, with the opposite of partnership meaning that parties do not work together for the same goals, this may mean differing goals and also the  inability or unwillingness to work together even where the steps were compatible for different goals. In looking at the development of the UK employment relationship there is a paradigm of  conflict in a form of collectivism that does not equate to partnership. The rise of individualism may also be seen as an opposite form of partnership.  When we look more closely, we can argue that collectivism is not out of date, but that is it is a particular style of collectivism that  is now dated and that the new way forward should be a new form of collectivism based on co-operation and consensual practises, rather than the adversarial style which marked the  1970s in the United Kingdom or the loss of collectivism although. When first looking at collectivism the mistake should not be made that it is defined by the labour  movements of the 1970s. This was only a very singular aspect of collectivism. The conflict that was seen at this time between the unions and the employers it has been