Business Research Task: Coca-Cola Amatil Employees are the most beneficial assets that a business can have. Without staff a business, essentially, would be unable to operate. Therefore it is of vital importance to maintain a highly efficient relationship between employers and employees. This is carried out through Employment Relations. Effective and efficient employment relations in a specific organisation should be shown through; good work performance, job satisfaction amongst employees, low levels of absenteeism and low levels of staff turnover. As these goals are met so will the level of effectiveness of a business’ employment relations be determined. Coca-Cola Amatil independently manufactures own soft drinks, it is the …show more content…
There are two types of rewards; monetary and non-monetary. Monetary rewards consist of things like pay, bonuses, profit sharing, share bonus schemes and fringe benefits. Whereas non-monetary rewards include positive feedback, employee of the month awards, certificates of appreciation and promotion. Rewards systems should include the following to insure fairness to all parties; show respect for individuals, operate with procedures that are fair to everyone and to be plain and blunt about the basis of decision making. Rewards aim to motivate staff and draw high-quality employees. Wages and salaries tend to be the main monetary reward offered at CCA. But they also include offers of retirement benefits and superannuation that are over the legal minimum, this is seen as an attractive quality in potential staff. As an addition, managers are known to receive yearly bonuses, share options and fringe benefits as rewards for good performance. Non-monetary rewards given at CCA comprise of company cars, promotion, flexible work hours, holiday leave [again, above and beyond that of the minimum legal requirement, and implements that aim to keep high levels of productivity an morale in the workplace. [Business Studies HSC Course Second Edition, 2004] At CCA
The use of traditional reward within the organization rewards that is apparent within Aflac. The use of the traditional reward systems is the compensation, profit sharing, and insurance profited to employees (Reed, 2009, pp. 3-5). The non-traditional rewards in the Aflac organization are the child care facility, employee recognition, outdoor adventure days, fitness
When an employee starts a new company, there are several external and internal factors that impact on the employment relationship. Relationships affect both management and worker’s performance. The quality of these relationships have an effect on the organisation.
Employee relations is one of the remaining eight professional areas, an Employee relations professional is required to display knowledge of a strong understanding of employment law, or can access relevant,current and planned changes to laws relevant to the organisation. There is also a requirement to identify and act to mitigate risk to the organisation, have the knowledge of employee relations risks, and is able to coach managers to resolve issues, they will also know how to analyse, collate and feedback on communications and messages heard.
A number of factors can have an impact on the relationship between employees and employers which can be identified as internal and external factors.
History "Coca-Cola enterprises Incorporated, employees 66,199 operates, 444 facilities, 47,235 vehicles, 1.9 million pieces of cold drink equipment and sold 3.8billion unit cases in 46 states in the united states, all 10 provinces of Canada and portions of Europe including Belgium, France, Great Britain, Luxembourg and the Netherlands" (Coca-Cola facts 99). An, Atlanta Pharmacist Dr. John Slyth Pemberton founded Coca-Cola on May 8, 1886. The carmel colored ingredients, Coca leaves and kola nuts. Later the drink was striped of narcotics. The drink was first designed as a drug that will help people feel better. Pemberton sold his new drink for 5 cents a glass. Some time later carbonated water was added to
Employers can promote the building of relationships by speaking candidly with their employees about their lives, asking them about their families and learning about their interests. Similarly, employees can promote the building of this relationship by being open with their employer and sharing information about themselves and their lives.
To achieve the positive employee relations involve undertaking timely and meaningful consultation with key stakeholders, including staffs and union.
Human relations are the first major approach to emphasize informal work relationships and worker satisfaction (Bateman & Snell, 2004)." Many of the ideas from scientific and administrative management methods influenced the development of the Human Relation management approach.
This paper has five further sections. Section two looks into different types of compensation packages and incentive schemes.
Rewards are two types. It can be financial and non-financial. Financial rewards like Salary increments, bonuses commissions, medical benefits. Non-financial rewards like off-days, team building events, job rotations and flexible working ways.
Labour relation or what we call industrial relation is the heart of any industrial system. It is know as the relation between employees and employers of a company. For a successful growth of business of big or small firm this relation are needed to be smooth and healthy. Many writers have tried to define labour relation in different ways. Meaning of labour relation has kept on changing with the change in nature of work, technology and most important globalization. Before industrialization companies had such environments in which employer played a major role. They had the power over the employees forcing rules and regulation formed by the management. Interest of employers was above the interest of
With reference to Figure 1 (Lawler 1987), the framework shows that elements in the compensation system, i.e. performance measurement and evaluation, monetary compensation and career concerns links employee performance to their rewards in the form of monetary compensation and promotions. Hence, the framework suggests that rewards
•Employer/Employee relations: The quality of the relationship that exists between the firm and its employees; includes the transactional things that go on (grievance procedures, open door policies, etc.)
The International Labor Organization (2015) defines employment relationship as a legal linkage between employees and employers that develops as an individual performs certain task within a given circumstance in exchange of remuneration. It has also been argued that employment relationships generate certain rights and obligations that are applicable on both employees and employers. The organization further points that the very existence of employment relationship forms fundamental condition for determination of applicability of social security and labor law provisions associated with employees. In this regard, it is noteworthy that employment relationship is essential for organizational growth and reputation (International Labor
It is important to note that when employees expect to receive a reward, whether it be monetary or otherwise, these employees do not perform to the same level as employees who are not expecting a reward Kohn (1993). Therefore, managers need to be careful when using incentives to achieve organisational outcomes. If rewards are given out too regularly, the