1. It is a matter of fact that from the given case study, it can be said that the Alan Joyce has the values of a radicalism where as Tony Sheldon possesses the values of unitarism. This is because, by the actions and intentions of Alan Joyce, it is seen that there are a basic and inherent conflict if interest between the employees and the employers under his reign. The main conflict that emerged from the ownership is of the means of production and the consequential unequal allocation of power and income (Atkinson & Storey, 2016). On the other hand, the values of Tony Sheldon can be categorized as unitarism, and in this scenario, it is seen that the relationship between the employees and the management is in general harmonious. The employees and the employers share the common goals and ambition for the organization. These values can be categorized by the actions of these persons from the given case study (Bray et al., 2014). It is seen how Alan Joyce suddenly announced that they are going to ground all the domestic and international aircrafts in a press meet and that affected the Australian economy along with the huge workforce of that particular organization (Kim, 2017). It is a matter of fact that this was a result of the employees protest against the organization asking for better work conditions. On the other hand, Tony Sheldon is seen as a man of unitarism, as under his leadership the employees of Qantas Airlines protested against the authority. In the year of 2011, Qantas Airlines and Transport Workers Union engaged into an industrial bargaining where the union workers demanded that the organization should have assured better work condition, and that resulted in a sudden shut down in the organization.
2. The analysis of the values, those are present in Alan Joyce and Tony Sheldon matches with their actions that is mentioned in the given case study (Kersley et al., 2013). It is seen how Alan Joyce being the leader of the Qantas Airlines, is reluctant towards the well being of the staffs of the organization. When the staffs demanded a better work condition, he abruptly grounded all the aircrafts to teach them a lesson and that resulted in a heavy loss or the organization and also that affected the Australian economy, which is unacceptable (Fox, 1966). The lives of the employees of that particular organization were also under huge threat. On the other hand, the role of Tony Sheldon was appropriate for a man with the values of Unitarism (Walby, 2013). It is seen how under his leadership the employees protested against the deeds of the organization and finally how Tony Sheldon succeeded to continue his campaign against tyrannical Aan Joyce, claiming that he is totally unfit to do his job and he does not do justice with the post he was given in the organization. Thus, it can be said that the analysis of the values in the first part rightly matches with the case study that was provided.
Atkinson, J., & Storey, D. J. (Eds.). (2016). Employment, the small firm and the labour market. Routledge.
Bray, M, Waring, P, Cooper, R and Macneil, J (2014). The study of employment relations: Values, Chapter 3 in Employment Relations: Theory and Practice (3rd ed.). Sydney: McGraw-Hill.
Fox, A (1966) Management’s Frame of Reference, excerpt from Industrial Sociology and Industrial Relations, Royal Commission on Trade Unions and Employer Associations, Research Papers 3, HMSO, London, Part 1, pp.2-14 in A. Flanders (ed) (1969) Collective Bargaining, Penguin, Harmondsworth, p.390-409
Kersley, B., Alpin, C., Forth, J., Bryson, A., Bewley, H., Dix, G., & Oxenbridge, S. (2013). Inside the workplace: findings from the 2004 Workplace Employment Relations Survey. Routledge.
Kim, D. O. (2017). Employment relations and HRM in South Korea. Taylor & Francis.
Walby, S. (2013). Patriarchy at work: Patriarchal and capitalist relations in employment, 1800-1984. John Wiley & Sons.
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