Employee Relationship in Organization

  There are many organizations that have created corporate cultures with the purpose of supporting a foundation of positive, productive and meaningful understanding between employees (Yarbrough, 2018). Two examples will be discussed, Dollywood and Lego. Each explains effective aspects of reciprocity with their employees (Yarbrough, 2018).   Dollywood Dollywood opened in May 3, 1986 in Pigeon Forge, Tennessee. Per the Pigeon Forge Chamber of Commerce, the organization has experienced over $110 million in expansions, shows, attractions and rides. Further, Dollywood is the biggest tourist attraction in Tennessee and employees about 3000 local workers and supports 2.5 million guests to Pigeon Forge and Gatlinburg a year (Jackson, 2011). But, one of the reasons for Dollywood's ongoing success is due to the organizations focus on giving to and supporting stakeholders (Yarbrough, 2018). Per the Appalachian Regional Commission, most the counties in East Tennessee are economicall...

  Employers will have an official contract that clarifies employee expectations like hours worked, necessary certifications, production expectations and compensation/benefits. But, as time passes, the employer and employee will develop a set of unwritten expectations that are not explicit in the contract. The following are examples of unwritten psychological contracts that may develop within a working relationship (Yarbrough, 2018). • Employees can leave work 30 minutes early on Fridays. • Employees that produce results will be rewarded. • Employees that exceed expectations will be promoted. • The job workload will allow for work/life balance. • Employee investment in the organization will equal employee "ownership" in organizational outcomes. • Employee loyalty will be rewarded by organizational loyalty.   The value of effective psychological contract Studies shows that individuals expect a balanced and fair exchange relationship in the workplace (Sherman ...

The employment relationship contains a combination of beliefs held by individuals and that organization’s employers about what they expect of one another. This is the psychological contract, and it is vital to understand the psychological contract and its significance as a key aspect of relationships with employees when formulating and implementing reward policy (Armstrong, 2007).   Definition of the psychological contract A psychological contract is a system of beliefs that encompasses the actions employees believe are expected of them and what response that employees expect in return from the employer (Armstrong, 2007). Stiles, Gratton & Truss (2001) are defines ‘The psychological contract is set of reciprocal expectations between an individual employee and the organization’. As described by Guest et al (1996) It is concerned with assumptions, expectations, promises and mutual obligations. It creates attitudes and emotions that form and govern behavior. A psychologica...

  An employee relation has been evolved from Industrial relations. Evolution of Industrial Relations is incremental and adaptive. These changes have taken place gradually. Judging from the attention paid by various researchers, the 1980s and 1990s was a period of change, turmoil, and even transformation in industrial relations systems all over the world (Daniel, 2007). Employee relations have evolved from recognition of "thinking" jobs and "doing" jobs into the realization that all employees have a stake in the outcome of an enterprise. Certainly, the transition has not been smooth. There has been a change in most salient constraints of Industrial Relations which is related to Labor institutions. Due to evolution of Industrial Relations into Employee Relations, relations have become healthy and positive at workplace. Basically, an employee relation is concerned with how to gain people’s commitment to the achievement of the organization’s business goals and objective...