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The study and practice of Employment Relations of the employment relationship is controversial in a way that other aspects of management are often not controversial it doesn't rest quite so much in the kind of technicalities of how to do something there is a lot more emphasis on values on interests on competing ideas about what is right what is valid what is legitimate for different parties to the employment relationship to trade seek to train advance in various ways, and we see this in the way that Employment Relations issues are reported in the media in the way in which they enter into the political discourse they're controversial they excite opinions on one side or another, so we're going to spend a little bit of time just unpacking that thinking about why it is that this area of organizational life this understanding and practice of the way in which employers and employees relate to each other should be controversial unusually so and how we can understand the nature of that controversy and how we can make sense of the different competing ideas that different people have about how the employment relationship should work, so we're going to try to unpack it and to think about the theory or the theories of employment relations now one of the key reasons why this area of organizational life is controversial is because there are simply competing interests at stake here we're often dealing with issues which are a zero-sum game for one side of the employment relationship to advance their interest the other side of the employment relationship will often have to give up something or lose something for one side to win the other side has to lose a little and so naturally the sense of what is right about what is legitimate about what actors in the employment relationship should be trained to achieve at any particular point in time will be bound up with and will reflect our ideas about what is legitimate for one side or the other to pursue and what the cost of pursuing those interests might be for others that are involved in the employment relationship and others that are affected by those issues in the employment relationship so this sense of legitimacy this idea about what is right to do for one actor or the other in the employment relationship it must rest in something it's not just something that pops into our head out of thin air these ideas these critiques that we make about how people behave in the employment relationship she arrests in something it rests in the values that we hold about the principles the things that ought to be the way that the relationship should play out about some idealized version of what we think employment relations should be about how it should function about various rights and responsibilities that the parties to the employment relationship should carry it also rests in the assumptions that we hold our implicit beliefs about human behavior about why people do things about how people respond to various situations various...