Employer and Employee relations


Employer Employee Relations
  


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In this blog I will be focusing employer and employee relations and how these have let to the organisational performance.

Employer-employee relations can be describe as, the agreement made between employer and employee whereby the former undertakes to pay for the work done. Also employees want a fair treatment, security of employment, healthy and safe working environment, good working conditions and the scope to raise and resolve grievances. (Armstrong, 2012)


When an organisation hires new member (employee) to their workforce new employer-employee relationship starts. Because employer and employee should work closely and they necessarily develop relationships. Managing these relationship is essential to the organisational success and productivity. Unshakable relationships can lead to greater employee happiness and it will greatly helps to increase productivity. (Schreiner, 2018)


Contemporary employer-employee relations is seen as focusing on both individual and collective relationships in the workplace, with an emphasis on stablish trust-based relationship with employees. Good employee relations with greater level of employee engagement, commitment and involvement can led to best outcomes as well as contribute to employee's well-being. (CIPD)

Employer-employee relationships begins with trust and expectation of both parties. Employer expect employee will perform as what expect and employee expectation is, organisation will ensure promises.

Armstrong (2017), discussed four approaches to employee relations,
Adversarial-the employer decides what organisation wants to do and expect employees are fitting to it.
Traditional- A good day to day working environment.
Partnership – The organisation involves employees in the accomplishment of organisational policies
Power sharing- employees are involved in day to day working and making strategic decision. 

“Employee relations are concerned with managing the employment relationship and the psychological contract which express certain assumptions and expectation about what employer and employee have to offer and are willing to deliver ”. (Armstrong, 2012)


 

 
The initially relationship starts with legal contract. But it doesn’t mean contractual relationship no longer exist with out written contract. Employer and employee have legal rights and obligations. Employers' obligation is duty to pay salary and remuneration, provide safe work environment and treat in good faith. Employees' obligations are honesty, loyalty, obedience and competence. (Armstrong, 2012)

Armstrong (2012) defined two types of contract, namely transactional contracts and relational contracts. Transaction contracts are formal contract that have well explained/described terms of exchange employer and employees. Relational contracts are informal contract with more terms and refer to an open ended membership for the organisation. 

References

Armstrong, M. (2012). A Handbook of HUMAN RESOURCE MANAGEMENT (12 ed.). London: Kogen.
CIPD. (n.d.). Retrieved June 30, 2018, from Fundamentals of employee relations: https://www.cipd.co.uk/knowledge/fundamentals/relations/employees/factshetHYPERLINK
Schreiner, E. (2018, June 29). Chron. Retrieved June 30, 2018, from Employer Employee relationship: http://smallbusiness.chron.com/employeremployee-relationship-16737.html

 


 
 

Comments

  1. Shanuka Herath4 July 2018 at 09:42

    Well written article . Good Job . Could have used few more references though.

    ReplyDelete
  2. Dr. Rizvan Jaldeen5 July 2018 at 03:15

    Good flow, and structure, language style is good, intext referencing and references meet LMU standards'

    ReplyDelete
  3. darshana5 July 2018 at 06:20

    All are latest references, good job, keep it up,

    ReplyDelete
  4. Anonymous5 July 2018 at 07:10

    Good flow and rich content, well done my friend

    ReplyDelete
  5. Thameera galkaduwa5 July 2018 at 09:19

    Good referencing keep it up.

    ReplyDelete

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