英语论文网

tal is a stock of assets one owns, which allows one to receive a flow of income, which is like interests earned. On the other hand, it is necessary to emphasize that human capital is substitutable though it does not mean that it will replace land, labour or capital totally, but “it can be substituted for them to various degrees and be included as a separate variable in a production function” (Allen 233).

In such a way, nowadays, actually as always, the relations of employees are defined by their skills and abilities which actually form human capital. On the other hand, there is another component of human capital that substantially differs modern employees relations from those of the past and this component is knowledge. Objectively speaking, knowledge can hardly be referred to human capital as a kind of standard skills or abilities of an employee.

Knowledge is really unique and it is substantially different from the physical labour that used to dominate in the past and, to a significant extent, contributed to the domination of men in the labour market, while knowledge creates opportunities for women to gain better position in the labour market and really benefit from employee relations. actually, knowledge reveal certain limitations of the human capital theory exactly because of the uniqueness of knowledge which cannot be really standardized and classified by this theory.

Basically, the uniqueness of knowledge and its difference from the physical labour may be explained by several factors which can potentially put men and women in more equal positions in employee relations and labour market.

Firstly, knowledge is expandable and self-generating. Practically it means that as doctors get more experience their knowledge base will increase, as well as their endowment of human capital (Kelvin 134). It is also important to emphasize that nowadays “the economics of scarcity is replaced by the economics of self-generation” (Kelvin 137) not in the last turn due to knowledge which is self-generating, i.e., to put it in simple words, knowledge can produce knew knowledge. Secondly, knowledge is transportable and shareable and, consequently, knowledge can be easily moved and shared. Even though knowledge’s transfer does not prevent its use by the original holder, “the transfer of knowledge may reduce its scarcity-value to its original possessor”

Thus, at first glance, according to the theory of human capital, knowledge, becoming one of the defining factors in the modern labour market, should provide equal opportunities for both men and women to benefit from their human capital and establish equal employee relations. In fact, this exactly what the harkim theory implies. To put it more precisely, according to this theory the balance is essential in employee relations since it will contribute to the improvement of the position of employees through equal pay for the same labour, for instance, and, consequently, it will lead to higher productivity and efficiency of work. However, the reality is quite different from this ideal assumption and actually reveals certain to idealism in the harkim theory that undermines, to a certain extent, its plausibility and reliability.

Basically, the current situation in the labour market and employee relations is still characte本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。