How important are staff/management relations?

Authors Avatar

A good relationship between staff and management is one in which each party respects and trusts one another, communicates with and understands one another and understands clearly what is expected of each other.  Each party must make a fair contribution towards satisfying the interests of the other party.  Demands placed on each other must be reasonable. Compromise and co-operation both play important roles in safeguarding the interests of the business while also satisfying the conflicting interests of it’s workforce.

It is imperative to build and maintain healthy staff/management relations for the following reasons.  Good relations help to prevent disputes and if conflict does arise it can be better resolved between staff and management who have already developed a good working relationship which helps to ensure as little disruption to normal operations as possible.  Good staff/management relations lead to high morale amongst a workforce. A happy workforce is a more productive one. The employer will also find it easier to retain its employees.  Poor relations can lead to an unhappy workforce and dissatisfied management which is likely to result in reduced productivity and the overall failure of the business.

Join now!

The interests of a company and the interests of it’s workforce are often in conflict with each other.  A number of practices must be in place in order to simultaneously satisfy the needs of both the business and of it’s people.

When an employee first joins a company, they must be given a contract which clearly states what is expected of them in their role and what remuneration he/she will receive. The contract, terms and conditions must make it clear what the employee can expect from it’s employment.  The employee must also be made aware of all relevant company ...

This is a preview of the whole essay

Here's what a teacher thought of this essay


***** An excellent, well written essay that covers the main points in determining good relations. More emphasis should be given to the non financial methods of motivating employees and the influence of unions has been neglected.