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The concept of job regulations in some authors' views represents the core of industrial relations. Flanders (1965) stipulated that study of industrial relations should be limited to the institutions of job regulation. In this approach, (Oram, 1984) indicated that 'the 'human relations' variable was given a relatively insignificant role in the explanation of behaviour in industrial relations. Although personal, or unstructured, relationships were acknowledged as being important, they were considered by Flanders to be outside the scope of industrial relations'. Flanders (1965) made a distinction between internal and external job regulations. Internal job regulations are those rules and regulation that can be changed internally by management and subordinates without any outside authorisation. This internal regulation could be achieved unilaterally by the management or bilaterally through negotiation with employees. On the other hand external job regulations are those being imposed on the organisation from outside agencies where they could be any third parties, state regulation or any outside stakeholders. Hence, it can be said that job regulations as such may forge the industrial relations and external job regulation may allow different forms of unions. As mentioned previously there are three perspectives on employment relations and these are Unitarism, Pluralism, and Marxism.
Unitarism by definition has a set of characteristics. In Unitarism, the organization is considered as one unit that is working towards a single goal. It represents the happy family picture. It also follows that all members of the family, i.e. the organisation, are loyal. Unitalirsts do not believe in conflicts or disputes and they do not expect or accept it. Trade unions have no role to play in unitarism, no negotiations and no collective bargaining. Any of these issues would be considered a disruptive influence to the path of the organisation towards its goal. Management in Unitarism considers making unilateral decisions is the norm and any opposition to this is illogic and irrational. Unitarism has a paternalistic approach where it demands loyalty of all employees. Atkinson and Curtis (2004, p. 492) stated 'paternalistic approach to employee relations in many small companies was found to be largely still intact. The government's intention of developing partnerships in the employment relationship in order to promote greater fairness in the workplace has, to a significant extent, failed. Small companies may not be granting their employees all their statutory rights'. The statement quoted indicates that in this approach there is a sense of unfairness in such ideology of unitarism, at least in the view of the author. Other authors such as Rodriguez and Rios (2007) see that paternalism is counterproductive to productivity. Rodriguez and Rios (2007, p. 356) stated 'Given this historical account, paternalism has been closely related to the traditional personalized social bond between a boss and his employees. The association also implies that paternalism and productivity are not compatible. In this paper we argue that some of the new modern labour bonds that are being established rise from the paternalistic womb. New fully modern bonds non paternalistic are present as well. Both are related to productivity under the condition that organizations act consistently with the premises under which the contracts are made. By consistent we mean non hypocritical relationships that realistically and sincerely take into account those premises to decide upon Human Resources management policies and practices'. On the other hand, authors such as Lewis (1989) see that unitarism approach is what is required in the midst of recession. Lewis (1989) referred to Cressey and Mclnnes (1985) argue that 'the effect of the recession has been to downgrade the role of consultation. In the companies in which they reviewed the process of consultation, it was "trivial" and "bland". Any "lifeboat democracy", as they term it, brought about by the desire to improve co-operation in order to cope with the recession, is extremely fragile and will come to grief on the rocks of managerial prerogative'. Moreover, some authors consider that unitarism is normal and required, for example Wilkinson, et al (1991) stated 'unitarism is an underlying theme which remains unquestioned. Implementation is seen as a matter of motivation, with the correct attitudes being instilled by simple training programmes'. Black and Ackers (1998) termed the context of unitarism as looked upon in this investigation as 'macho management' or direct control as a management style. The authors then referred to what they termed as 'new unitarism' and indicated that there is now a shift towards such ideology. Black and Ackers (1998) suggest that 'management is shifting its emphasis, within the strategy of responsible autonomy, away from the shop stewards' organisation towards the shop-floor worker. This involves a shift of issues from collective bargaining to consultation and an attempt to supplement or replace the workplace corporatism of the post-war period, with a greater stress on direct communications with and involvement of the shop floor. The new unitarism attempts to circumvent unions and restrict their scope rather than smashing them'. In support of this Gunnigle (1992) views neo-unitarism as 'a unitarist perspective involving a range of HRM policies designed to eliminate employee need for collective representation'. In this sense neo-unitarism is a diluted version of the old unitarism that is investigated here.
Paper写作是留学生常见的作业形式，基本上每到学期末都要进行Paper写作。相对于Essay而言，Paper的写作难度更大，要求更严，逻辑性更强。但是对于我国留学生而言， Paper的逻辑性把握难度似乎更大，因而，也就成了让我国留学生特别头痛的一个问题。现在，小编就谈留学生Paper写作中的逻辑问题进行了简略的总结，期望能给广阔留学生朋友提供协助，进步Paper写作的逻辑性。
一、注意文中语句以及阶段之间的逻辑联系编排
Paper写作是一个逻辑性很强的进程，当你写过许多Paper之后你会发现，英语写作有着严密的逻辑形式，比方用词上要求人称、数、格的共同；一个语句要有主谓结构；阶段与阶段语句与语句之间要多用关联词语；注重语句阶段形式的对应和显性联接。一篇优秀的Paper文中语句间和阶段间的联接肯定是非常恰当的。我们在进行paper写作的时分要注意：想靠语句的机械堆砌来完结的文章是觉得不允许的，一篇文章是一个有机全体，语句与语句之间，阶段与阶段之间是存在着严谨的逻辑联系的。举例来说：
Every summer, I go to traveling with my family or my best friends. When thenew term comes, I will surprisingly find my oral English is much improved. So Ifirmly believe book is not only the source of knowledge.
咱们许多留学生都能写出这样水平的语句，的确是没有语法问题，但读起来是否感觉总少点什么？没错，短少逻辑联系：go to traveling with my family与后面的myoral English is much improved并没有必然联系，逻辑上讲不通。
单单做好语句与语句之间的逻辑联接也是不行的，还要做好阶段与阶段之间的联接。要写出逻辑明晰的Paper，就要有必要要做到全文中语句以及阶段的联接和连贯。因而，我们在paper写作的时分用好连接词和语义接受就显得很重要了。在英文论文写作中常见的连接词有because, as, while, it, however, therefore, although, similarly,consequently, nevertheless等，它们归于“明连接”。“暗接受”即语义接受，经过上下文之间的接受联系行文，比方经过指示代词、人称代词等指代前一句中呈现的内容，或转述、解释前一句的关键词，然后形成天然的接受联系。
二、平常学习中要有认识地进行逻辑思想训练
因为中西方教育方式的差异，国内的中学甚至大学都没有进行很好的逻辑思想训练，这也是造成咱们留学paper写作质量不高的原因之一。缺乏逻辑思想会导致文章语言不通，层次紊乱，主题不明。要写出思想严谨，脉络明晰的paper，留学生小主们就有必要掌握基本的逻辑学规则：排中律，同一律，矛盾律。
排中律是指文章的立意要明晰，旗帜鲜明，不要牵丝攀藤。比方：
Some people think that students should go to boarding schools instead ofliving at home. Do you agree or disagree?
这个thesis statement立意不行明晰，应该直接表达出对上寄宿学校的附和或许反对，而不是模棱两可，观点不清。
三.了解同一律与矛盾律
同一律是指在考虑进程中，运用的概念或判断有必要始终不变，保持同一。这也是文章立意符合要求、语体风格得当的必要条件。比方：
Judging from the current tendency, I am inclined to believe thattraditional shopping will disappear gradually and the reasons are as follows:For one thing, the online shopping can bring convenience to people's life…Foranother, the merchandizes in online shops are much cheaper than that in thosereal shops because... Everybody tends to choose the online shopping in thiscase.
上面这段话就违反了同一律的准则，前后不共同，前半部分给出的论点是传统购物会逐步消失，后面的证明进程却在说网购的好处，两者失去了同一性，不能联接，显着有自相矛盾的过错。
矛盾律是指文章论述有必要首尾相贯，避免呈现自相矛盾，跑题离题的现象。比方这样的标题：Asking students to evaluate their teachers is a good idea
我们在写作的时分就应该阐述学生点评老师带来的好处，而不应该把阐述重点放在学生评分带来的害处上。
四、经过很多阅览和很多考虑来培育逻辑思想
如果我们想把自己的观点论述清楚，不仅仅要掌握语言技巧，更要有满足的常识储藏。爱因斯坦说：“If you can't explain it simply, you don't understand it well enough.”试想，你对你自己确立的观点没有基本的常识储藏，空谈语言技巧和逻辑思想方法没有任何含义。明晰的逻辑和有力的证明肯定是要建立在满足深化了解论题的基础上。
