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Employment relationship

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Introduction

Introduction Employment relationship is a new term that broadens the study of industrial relationships, referring to the formal and informal interrelationships between managers and workers. As shown by figure 1, there are different perspectives involved, which will inherently provide ample scope for conflicts to arise. The basis of the employment relationship is one of divergent interests; therefore conflict is inevitable at the workplace. In the process of obtaining the desired values, one party may attempt to neutralize its oppositions. Nevertheless, there can also be substantial amount of common interests, which can be turned to mutual advantage. Communication Communication is a two-way process allowing for a mutual interchange of ideas, feelings and opinions. Thus provisions should be made for upwards as well as downward communication. Communication is very important as it keeps employees informed about general matters affecting their work-role. It increases the understanding of management's actions, reduces misunderstanding arising from daily activity and improves trust between employers and employees. Written methods are ideal as it is less liable to misinterpretation by providing detailed visible information. It includes newssheets, discussion documents, and leaflets in pay packets, posters and booklets. The employee's handbook is a particular important mean, as it contains useful information about conditions of employment, rules and procedures. ...read more.

Middle

The ability of trade unions to exercise power and influence over users of that service depends on the relative demand for that service. Thus, when demand for skilled labor is high, trade unions are in a relatively powerful position to negotiate a high price for the use of that labor. When demand for labor is slack and unemployment begins to raise, the influence power of trade unions will diminish. Trade union power is divided into two categories: Manifest Power Is the key measure of the union's strength, which is revealed by the union's procedural status at organizational and national levels? It is their ability to achieve goals in economic and political areas in confrontation with employers and management. However, this power is wholly dependent on the availability of the latent power resources. Latent Power - is comprised of three main types of resources: Organizational power - membership density, the positional power of members and their willingness to act for the union. Political power - government and public opinion support. Managerial sources - recognition, union membership agreements and facility time. Therefore, a weakening of the latent power resources would undermine their manifest power, which in turn would lead to a further weakening of the latent power. ...read more.

Conclusion

The presence of which helps to ensure 'fair play' not only for the employee concerned, but also for the management. Although grievances are inevitable, the proportion can be minimize by maintaining effective communications between employee and manager. A well-motivated workforce with adequate communication procedures will emanate modest quantity of grievances. Disciplinary matter is initiated by management, and is a matter of general behavior and specific behavior. Whether the offence is the cause of disciplinary action will depend on the nature of the circumstances, on management's attitudes, and on the general organizational culture. Thus an important rule in one organization leading to instant dismissal may be dealt with a warning in another. Managers can minimize the need for formal punishment through proper selection, thorough training and effective supervision. Opportunities for bad behavior can be greatly reduced through effective leadership and adequate communication. Conclusion Employment relationship is an economical exchange of labor capacity in return for the production of goods and services. It is very important to understand the implications of all the aspects of employment relations. High levels of collaboration between the workforce and management are likely to be consistent with greater reliability of production and quality of output, which in turn would bolster the organization's market position. Thus, employment relation is one of the most significant areas that need to be invested. ?? ?? ?? ?? Employment Relationship 1 of 4 ...read more.

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