Employment Relations Between Employers And Their Workers

Maintaining a strong employer and employee relationship can be the key to the ultimate success of an organisation. It is known that if a strong relationship is in place employees will be more productive, more efficient, create less conflict and will be more

Over the last two centuries the relationship between organizations and their employees have changed as the result of interactions between the two groups and in response to changing governmental legislation. During this period, labor unions arose to advocate for workers and address the inherent power imbalance between individual workers and organizations (Thornton, 2013). In workplaces were unions represent employees, Foss (2008), defines labor relations as the “ongoing interchange between the union and the employer that identifies their common and specific interests and creates mechanism to clarify, mange, reduce and resolve conflicts over their specific interests” (p. 1). The legal framework governing the practice of labor relations is

References:Paul Blyton and Peter Turnbull (2004) "The theory of employee relations" The Dynamics of Employee Relations (3rd edition) PALGRAVE MACMILLAN Printed in ChinaJohn Gennard and Graham Judge (2002) "Employee Relations Strategies and Policies: Management style" Employee Relations (3rd edition) London: Cromwell Press, Trowbridge, WilrshireEd Rose (2004) "Theoretical Approaches to employment and industrial relations" Employment Relations2nd edition Prentice HallRasmussen & Lamm, (2002) "R&L,

Employment relationship is the legal link between employers and employees (Organization, 2016). There is an economic exchange between the employer and employee as they perform the work and services, with certain conditions (Corporation, 2012). A power relationship on the other hand is when the employee agrees to submit to the authority and direction of the employer. The employment relationship is a continuous and open-ended contract, it allows the employees to modify and restrict the work effort and can combine collectively to challenge managerial authority. Therefore, the relationship is interdependent in nature, as employers seek a cooperative relationship with employees to gain their consent to instructions. The purpose of employment relationships is to deal with the employees and the issues that arise from their employment.

Unions play an important role in the marketplace by ensuring that employees are treated fairly. Although it originated around the industrial revolution and the reign of “Big Business,” the practice continues to day. Laws have regulated and organized, which resulted in collective bargaining power with the ability to go on strike or engage in negotiations. Although the role has changed over the years, businesses and unions continue to work together to improve the lives of the employees and hopefully inspire businesses to provide superior treatment to avoid conflict.

An employment relationship describes the dynamic, interlocking economic, legal, social and psychological relations that exist between individuals and their work organizations. Palgrave Macmillan (2013), Glossary [online] Available at: < http://www.palgrave.com/business/brattonandgold/glossary/glossary.htm> [Accessed 17th September 2013]. Factors that impact on this relationship both have a detrimental effect to the running of a business. I will focus on two internal and two external. These being:

The age of “technology” has changed communication in both our personal and professional lives with the advent of social media. Facebook, Linkedin, Twitter, and others have global connections to the external world. The readiness of I-pads, laptops and smart phones has provided both the individual and organizations alike to have instantaneous engagement to a broad and large audience over one or all of the social media networks. The relationship between the employee and the organization can be tested if company social media policies are to broad or restrict the employee’s rights under the labor laws protected by the National Labor Relation Act (NLRA) under Section 7 and Section 8. On the other hand, the organization is seeking

The ‘objective’ of labour law, in our common understanding of the subject, is grounded in securing ‘justice’ for employees (or workers) in their formal working lives. The assumption that there is an imbalance of power in regards to the relationship between employers and their employee has been established over a significant period of time. With companies acquiring large amounts of funds and expanding themselves on a global scale, those who hold managerial positions are becoming more and more inclined to use their new found ‘power’ in a way which houses the potential to exploit the employees who are seen to have less of an influence (in comparison with large profit maximising enterprises). It is for this reason that regulation of the employment relationship between these two parties ought to be properly regulated, as a means to ensure that companies do not take advantage of their employees, a position which has been emphasised by law scholar Sir Otto Kahn-Freund, who has articulated that “the main object of labour law has always been, and I venture to say will always be, to be a countervailing

Employees are most important assets of an organization. They contribute to achieve the goals of the organization So the organizations must to focus the employer employee relationship in the organization. ABC is a car manufacturing organization which has been booming in the past decade. Recently there has been an unfair termination of an employee which has made all other employees unhappy and as a result it has influenced the decision making of the organization. This assignment based how employer, employee relations have been in the organization and how employee legislation can help to maintain good HRM practices in the organization to make productive decision and solutions to the issue.

1. Given Bandag Auto’s size, and anything else you know about it, explain why and how the human resource management function should be reorganized.

Traditional relationships between management and labor looks nothing as it did 100 years ago, especially when it pertains to unions. Being the only industrialized country with its infrastructure mostly intact after World War II, the United States basked in economic superiority with American industry. However, management in the past rarely included employees in the decision-making process. There was a disconnect between management and labor which union leaders were utilized to close gaps and ensure fairness in areas such as pay and benefits, but more importantly, where safety is involved.

In the daily course of business, a business will put forth a great effort to recruit and to hire people who they believe will become a productive member of their organization and the business will reward them with salary and benefits commensurate with their status and performance. But sometimes an event or series of events may force a business to separate their relationship with an employee due to a criminal or ethical violation by the employee or sometimes due to no action by the employee but as a reaction to a change in the economic conditions the business must operate in. Regardless of the cause, to terminate an employee is a task that most businesses would rather avoid, but it is an inevitable part of running a business and it must be

The main objective of labour law as we know see today is based on the notion of securing justice for employees, founded on the assumption that an imbalance of power exists in regards to the employment relationship. As we see the increasing establishment of profit maximising enterprises expanding themselves on a global scale, those who hold managerial positions are becoming somewhat more inclined to use their new found ‘power’ in a way which houses the potential to exploit employees who are seen to have less of an influence in comparison to the company which they work for . It is for this reason that the employment relationship between two parties ought to be properly regulated to ensure companies do not take advantage of their employees, a

Teaching and research in Industrial Relations involves the study of work and employment relationships in all forms. These relationships involves management and employees but get influenced beyond individual workplace, for example: the relationship gets affected by the intervention of the state for passing new laws and policies, international trade, dynamics of the capital market. The study of Industrial Relations consists of various analysis of the employment relations over time period. It focuses on goals and needs of the workers, evaluate the problems faced by the workers. In involves collective form of dealing between labours and employers through trade union.

Employment relations is a more pragmatic and informed theoretical approach which is closely associated with industrial relations (Kramar, 1997). Hence, according to (Kramar, 1997), Employment relations can be defined as a “study of the formal and informal rules which regulate the employment relationship and social processes which create and enforce these rules”. In this context, industrial relations is defined as an area which consisted of all aspects of work, problems that affected both employees and employers thereby including the practices of both employer and worker organizations (Kaufman, 2001). The term employment relations integrates all the three concepts of “industrial relations”, “human resource management” and “employee relations” with human resource management being the administrative area that focusses more on the employees of the organization (Rouse, 2015) and employee relations being more focussed on the practical, emotional and physical relationship between an employer and employee (HRZone, 2015).