摘要:nowadays the labour and traditional views on this process start to change, not in the last turn due to the increasing role of knowledge and information.
y 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” (Allen 304).
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 characterized by a substantial gap between men and women that may be clearly observed in the pay and productivity gap (see Table 1). In this respect, it should be pointed out that, according to the recent research (Walby and Olsen) in the UK, statistical data analysis found that the pay and productivity gap practically in all issues discussed was in favour of men that reveals the fact that the position of women is worse than that of men. To put it more precisely, the gender gap has been used as the most appropriate proxy available for the productivity gap per hour. The gap between women’s and men’s education is associated with 6% of the gap. Occupati
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