Employment Relations

1. Communicate - It's imperative that an employee understands completely what is expected of him. What are his responsibilities and goals? How are they to be carried out? In what time frame must they be completed? How will their performance be

* Be open and honest, act with integrity and uphold the reputation of their profession

exercise duty of care in relation to what is reasonably expected, taking into account the degree of control you have over work activities and work environment;

An employee has a duty to be devoted and committed to service delivery and also be loyal to the organization. This goes a long way in eliminating corruption and fraud. One should also be selfless by doing their best to the best of their ability and also helping and motivating his fellow co-workers to do the same and where possible acting as a model for the rest of the employees to emulate.

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.

Most importantly, the employer must respect the fact that the employees have a right to join and participate in a union This includes the right to

This report is in three sections. The first section outlines the external constraints that impact upon employee relations within the organisation. A brief summary of this

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

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.

To adopt a professional way of working and ensure that this is done whilst working with integrity.

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:

Labor relations purpose is to minimize costly employee and organization conflicts and try to always find a "win-win" solution to issues that arise. Labor relations strategies, negotiating contracts and administering contracts are the three levels of decision that are involved within labor relations.

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.

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,

Industrial relations have become a complex problem of modern society. In order to have industrial progression and a better economy, it will be impossible to obtain without the cooperation of all workers coming together to foster a good and harmonious relationship. Therefore, it is the interest of all people to create and maintain a good relationship between employees and employers, which in the 1950s, the Dunlop’s model was formed and used as a guide to creating and fostering the good relationships in the industrial society for a better economy in the country.