g on a number of endogenous and exogenous variables such as employers’ preferences, employees’ willingness to accept such relationships and even time related economic pressures such as the current global economic recession.
The strategic competition has compelled organizations to adopt far reaching policy changes on employee relations with refers to both its operational strategy and the mission related corporate governance principles in order to achieve horizontal and vertical synergies which is associated with its organizational goals and objectives. Therefore the limitations that have cropped up against government and institutional efforts to curtail informal individualization of the employment relationship are many.
The literature review of this dissertation is based on the theoretical constructs, conceptual paradigms and empirical evidence. The legal relationship between the employer and the employee defines the very essence of the employment relationship (Healy, 1999). However it has been pointed out by critics that the existing labor legislation and social security provisions do not adequately cover up the requirements of employees. In fact the employment relationship has become more or less an individual arrangement devoid of universal contractual obligations as found in International Labor Organization’s (ILO) documents. This phenomenon has acquired a new dimension under different disguises and ruses adopted by employers and imposed on unsuspecting employees. The former tends to arrange an individualistic relationship with the latter on the basis of immediate benefits of employment while the latter agrees more or less due to personal compulsions.
Despite the general vagueness of many labor laws and social security provisions in the US employers have got in to recruitment drives with the intention of sign in employment contracts on this particular premise, i.e. they come to a mutual agreement on their individual understanding of the law. For