Employment Relationship Is Critical Within The Workplace

The importance of maintaining professional relationships within pathology services will always have a significant and indirect effect towards the quality of service that the patients receive. Sustaining good working relationships within the laboratory staff and the service users can be maintained with good interpersonal skills. Communication between the laboratory team can influence the nature of a working relationship, thus simple verbal and non-verbal communication skills is essential. The ability to negotiate, solve problems, make decisions, and be assertive with good listening skills, is imperative to upholding stable working relationships and avoiding any conflict. Conflict can cause miscommunication between the staff in the

As part of week 2’s Organizational Diagnosis 1, this assignment will continue by describing and analyzing employee interactions within the Lincoln Financial Corporation’s Customer Service Department. Interpersonal relationships between co-workers play a vital and important role in one’s career and it enables one to further their career aspirations. Also, interpersonal relationships allow for verbal and written communication amongst co-workers. However, there are times when communication, employee relations are taxed and it calls for a company to determine ways to strengthen the work bonds among their employees. This paper will address both the positive and negative aspects of employee relationships and offer an analysis in terms of whether or not they are functional or dysfunctional.

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.

An employment relationship is a linkage between employer and employees. Through this linkage a reciprocal relationship is built upon and when reciprocity is lacking it is detrimental to both employee and employer. It is this law of reciprocity, when someone does something nice for you; you do something nice in return that keeps American society maintained and running. Therefore, this theory of reciprocity is very important in today’s society when it comes to handling business. In Jeffrey Pfeffer’s journal article ‘Human Resources from an Organizational Behavior Perspective: Some Paradoxes Explained’, he discusses the pervasive distrust employees have with employers. In Daniel Pink’s book, Drive: The Surprising Truth about What Motivates Us,

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:

Is the work being performed by the individual an essential part of the employer’s business: if integral, then the situation is suggestive of an employee/employer relationship.

Employment relation is one of the vital and critical parts of HRM. For making an effective and healthy relationship between employers and employees, it is important to understand the perception of employment relations along with its importance in an organisation (Wang & Chen, 2005). Thus, if an organisation fails to understand its significance of employment relations and unable to manager employer and employee relationship efficiently, this might lead to impact on the organisation power and will deter its strength and profitability. According to Singh (2011), employee relations is basically a study of regulations, agreements and rules through which employees are accomplished with collective and individual group, importance imposed to individual

When evaluating relationship management, we can see that Mr Callahan is held in quite high regard at Pancontinental Airways by his employees and is described as a ‘visionary leader’. Having the admiration of employees is very beneficial in any organisation, and by doing so can create many advantages in the industry, such as the maintenance of ‘low staff turnover rates and high commitment from staff’. This we can see as happening at Pancontinental Airways where the company employs individuals seen to have the ‘right attitude.’ This is then followed by ‘specific training to develop the already present personal qualities of staff’. (Case study) Callahan openly encourages membership of unions so that he can have improved negotiations than with the individual

At the two furthest ends of the spectrum MacNeil (1985) identifies the two types of contract that underpin the employment relationship, transactional and relational. A transactional contract is a means to an end view, it denotes an attitude of ‘money comes first’, working in order to get paid and receive other work benefits. They aren’t concerned with being a ‘good organisational citizen’ or going the extra mile to stand out. Their only concerns are being paid and receiving their holidays. It is a contract based on fairly specifiable obligations.

The relationship between employers and employees has long been the subject of widespread study and debate within the business world. This employment relationship can be defined as a complex system in which social, economic and political factors combine with an employee who exchanges mental and manual labour for rewards allocated by the employer (Encarta Encyclopaedia Deluxe. 2004). Industrial relations and human resource management advocates have traditionally held different views on the subject of organisational conflict. Many authors have argued that organisational conflict is inevitable in most work settings and that the employment relationship is essentially a trade-off ground (Alexander and Lewer, 1998; Deery, Plowman, Walsh and Brown

The psychological contract in organisations has undergone a paradigm shift (Stone J, R, 2005). According to Stone, expectations and assumptions about employment relationships have been swept away. Meaning that loyalty, qualifications, superior performance does not

This report was discussed why the relationship capital is paramount important in companies today and how the relationship capital is either acquired or lost. The report is based on the what I have seen that in 2000, the enterprise investment in internal staff every year to maintain in a relatively stable level, but the employee turnover rate is still high, which is the enterprise used the wrong solution to lead this problem, and I have described earnest how to fix the problem. Further discussed reveal that the company faces from private enterprises into state-owned enterprises, since the second half of 2010, a big problem of rival state-owned enterprises had appeared in the company. These claimed to offer the shareholders’ permission. These factors appear to be the major causes of the relationships capital acquired and lost.

With ‘Employment Relations’ coming to fore as the norm for the industry – both unionized and non-unionized – it’s easy to how corporations and workers will be able to better approach such important employer-employee relations areas as contract types, discipline, motivation, reward packages, culture, psychological health, peer-to-peer worker respect, promotion possibilities, management hierarchies and last but not least, ‘the always difficult to handle employment termination’. (Thornhill 2003)

In conditions of employer employee correlation in the West, Kanter (1972) posits two kinds of relational ties. One sort is non-rational, touching, poignant, conventional and expressive; the other is rational, contractual, instrumental, and task-oriented. Likewise, in the Western network resources literature, relational ties have been theoretically

Employer-employee relationship in 20th century capitalist system is a power relationship and the constant thing about this relationship is conflict (Krahn, et al, 2015). The contradiction inherent within this relationship has to be negotiated, mediated and resolved in order for the production of goods and services to take place. Employers (state inclusive) and employees have an interest in the stability of the employment relationship as well as competing interests. It is this contradictory or dialectical character of the employment relationship that require understanding and management. This is the sociological importance of this study.