Introduction and The Employment Relationship
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 objectives in several different situations (Thompson, 2007). It is also about ensuring that organizational change is accepted. If employee relations are healthy, it leads to more efficient, motivated and productive employees who further lead to increase in sales level and ultimately increase in organizational performance (Matley, 1999).
The Employment Relationship
In this section Marchington and Wilkinson (1996) examine
some of the more important issues and debates surrounding the employment
relationship. In particular we examine the concept of a psychological contract,
the importance of values, the interests of the parties and the extent to which
the employment relationship is characterized by compliance or commitment,
conflict and/or cooperation, the relevance of perspective and the notion of
control of the labor process. No employment relationship occurs in a vacuum and
it is important to realize that there is a range of contexts within which it
occurs and which, to varying degrees, impinge upon the relationship. One of
these is the legal context, and at the level of the individual there is a
legally enforceable contract between employee and employer. It has also been
suggested that the employment relationship can be perceived as a psychological
contract (Leat, 2008)
References
Daniel,
K., 2007, Employee Relations in an organizational context, Mumbai, Jaico
Publishing House
Leat,
M.,2008, in Employee Relations and the Employment Relationship, Employee
Relations, Edinburgh Business School, Edinburgh, United Kingdom, pp. 4-5
Matley,
H., 1999, Employee relations in small firms, A micro-business perspective,
Employee Relations, pp. 285-295
Marchington,
M. & Wilkinson, A.,1996, Core Personnel and Development, London, p. 223
Thompson,
RT., 2007, The Changing Character of Employee Relations, Journal of Labor Research,
pp. 311-321
Employees are not machines who can function at the push of a button. They are human beings who need other people in order to function and should share a good rapport with each other. The success and failure of any organization is directly proportional to the labor put in by each and every employee. It is the prime responsibility of the supervisors and team leads to discourage conflicts amongst employees. It is essential that all the employees share a cordial with each other and work together to accomplish the goals and targets of the organization. (Juneja, n.d)
ReplyDeleteThe employment relationship is the legal link between employers and employees. It exists when a person performs work or services under certain conditions in return for remuneration.
ReplyDeleteWhat constitutes an employee employer relationship?
Hi Rizan, unitarist employment relationship is considered to be a long-term partnership between employees with common interests and employers (Ulrich and Brockbank, 2005). Profitability and other corporate goals go hand in hand with fair treatment and satisfaction of other innate desires of employees (Ulrich and Brockbank, 2005). Therefore, this model of employment relations is the basis for contemporary human resource management and its focus is on formulating policies that benefit employees and employers simultaneously (Ulrich and Brockbank, 2005).
ReplyDeleteAccording to International Labour Organization (ILO) The employment relationship is the legal link between employers and employees. It exists when a person performs work or services under certain conditions in return for remuneration. I suggest you could have included the importance of Employee Relations and why Employee Relations at Workplace ? in order to make your blog more attractive and useful for the reader.
ReplyDeleteThe employment relationship is the connection between employees and employers through which individuals sell their labour (John, 2010).
ReplyDeleteEmployee relations is the term used to describe the relationship between employers and employees. Today’s interpretation of employee relations refers to individual as well as collective workplace relationships. It reflects the increasing individualization of the employment relationship following the rise of individual workplace rights and the decline in trade union reach and influence. In line with this focus, there’s an increasing emphasis on helping line managers to establish trust-based relationships with employees(Suff, 2020).
ReplyDeleteAgree with you Tuan, no employment relationship occurs in a vacuum and it is important to realize that there is a range of contexts within which it occurs. At the level of the individual, there is at least a legally enforceable contract between employee and employer (Leat, 2008).
ReplyDeleteOrganizational commitment often has been considered as a necessary and essential component in measuring employee behavior in organizations, which also tends to vary based on organizational or work settings (Brian & Christopher, 2011). Producing employee commitment has also been seen as a worrying factor that many managers face in running their organizations (Chew & Chan, 2008). The importance of creating commitment has been increase ever before due to its high association in increasing organizational productivity, performance, employee satisfaction as well as lowering absenteeism (Payne & Huffman, 2005).
ReplyDeleteAdding to your introduction, that employee relationship basically deals with resolving and preventing problems involving each person which affected the work situations (Bostan n.d) Also employees are the focal point in the success of every organization. If the employees work together and share a good relationship with employers they can achieve their tasks much faster. Managing employee relationship is important and valuable to the organizational success and achieving competitive advantage.
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ReplyDeleteA good management-employee relationship is necessary for the satisfactory organization and performance of any firm and for the employees to feel engaged. Autonomy of the employees in their work domain versus hierarchical control by the management towards the aims of the firm should in balance. This can affect the productivity and loyalty of the workers. For this reason, the management employee relations are important (Tansel, A 2013).
An organization grapples to motivate their employees to survive and compete in a dynamic competitive environment profitably as motivation puts personal expident into action, improve level of efficiency of employees, enables organizations to accomplish a feasible competitive advantage and to achieve organizational goals (Mohsen et al., 2004). Its more important to have clear communication and information accessibility within organization frame work to be more clear on the objectives and goals and on what the employees can expect by achieving them (Shoraj and Llaci 2015). Relationship and communication between management and subordinates is a key ingredient for the increase or decrease in performance and higher levels of those elements will produce a higher level of results.
ReplyDeleteEmployee relations will have a more influence on employee performance and productivity. Daft and Marcic (2010) describes business owners never to inspire their employees to have a negative relationship. If that occurs, the organization's productivity levels will decline.
ReplyDeleteAdding more to your statement employee relationship have a dirrect impact on organization performance. According to Alvesson (2009:52) wrote that strategic HRM is about ‘how the employment relationships for all employees can be managed in such a way as to contribute optimally to the organization’s goal achievement’
ReplyDeleteThe employee relations and employee performance and is named “Employee
ReplyDeleteRelationship Management (ERP)”. ERP includes job satisfaction of employees and the protection of the dignity of employees (William and Cusack, 2003).
Dutta(2020) explained ,Human resource management can play an important role in building strong employee relationships. They can conduct activities which allow employees to work with each other as well as managers. Peer relationships, if cultivated properly, can significantly improve your company’s culture. A good relationship builds camaraderie and boosts morale. When teams work together, employees can learn new skills from each other, motivate each other and collaborate. Such a healthy environment encourages employees to perform and achieve their goals.
ReplyDeleteIn the context of employee relationships, communal and exchange relationships are distinct constructs, but both are regarded as “win-win” relationships that organizations should seek out (Hung, 2005). It can be assumed that most relationships begin as an exchange relationship in essence (Ni, 2007) – once an employment contract is established, an organization provides economic or other tangible benefits (e.g. rewards, compensation, development opportunities) to employees, and employees deliver performance in return.
ReplyDeleteThe employers must understand the dissertation that adding value to the team, automatically adds value to the product. Hence, the panacea for sustainable organization success definitely is the strength of employee relations at the workplace ( Tewari & Sharma, 2019).
ReplyDeleteTo achieve goals an organization can’t perform with only the non living things, hence Employees also very important to the company. Employment relation very important for success or frailer of the company. Line managers in organization have a vital position in achieving goals and objectives of the organization due to their close link which directly impact on employees motivation and dedication. (Sawithri,D.L et al.2017)
ReplyDeleteEmployee or employment relations are concerned with managing and maintaining the employment relationship, which involves handling the pay–work bargain, dealing with employment practices, terms and conditions of employment, issues arising from employment, providing employees with a voice and communicating with employees. They consist of the approaches and methods adopted by employers to deal with employees either collectively through their trade unions or individually (Armstrong,M 2017).
ReplyDeleteSelf-image congruence also parallels the notion of person-person congruence which is defined as the congruence between the beliefs, norms and goals of an individual person and those of others. In the context of work environment, people with the same values and personalities are attracted to, selected by and remain in environments where others have the same or similar personal characteristics (Van Vianen, 2000)
ReplyDeleteAt the 91st Session of the Conference in June 2003, a general discussion was held on the scope of the employment relationship. During the discussion, many delegates emphasized that the concept of the employment relationship is common to all legal systems and traditions. There are rights and entitlements which exist under labor laws, regulations and collective agreements and which are specific to or linked to workers who work within the framework of an employment relationship. One of the consequences associated with changes in the structure of the labor market, the organization of work and the deficient application of the law is the growing phenomenon of workers who are in fact employees but find themselves without the protection of an employment relationship. There was a shared concern among governments, employers and workers to ensure that labor laws and regulations are applied to those who are in employment relationships and that the wide variety of arrangements under which work is performed by a worker can be put within an appropriate legal framework (ILO, 2003).
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