Literature Review On Employee Relationship Management

The aim/objectives of this assignment are to explore employee relations in detail, including the psychological contract, differences between fair and unfair dismissals, redundancy, and the direct link to my organisation. Pershing is a medium sized financial services company, who has seen strong growth over the last two years during the economic downturn.

It is a company that deals with the production of all types of tires for all the model of vehicles. The company has employed approximately two hundred employees. These employees deal with running of the machines, packing the finished products and assist in distribution. An internal scan of the business shows that the employees of this company have a relationship that is not close. Everyone has his or her own assigned job and to not get enough time to interact. The management team as well only gives orders and ensures that the organization is successfully running. The relationship of the management team and the stakeholders is better than that of the management team and the employees. The activities in the organization run smoothly though there is a gap between the employees relationship.

Initial collaboration between the employee and the employer are vital. Meeting with the employer to gain an understanding of what is expected from the employee from the onslaught of the relationship is a vital key to forming and maintaining conformity and cohesiveness amongst

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

Relational is the interactions between manager and followers. The followers want inspiration and motivation from their manager. Without good employees the manager and the organization have nothing. The manager must build the relationship every

A good relation between coworkers not only make work easier, it also make

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,

We want to maintain a close working relationship with all our employees based upon cooperation, common goals, and providing the best possible working conditions we can.

Which results in better performance, greater efficiency, improved customer satisfaction, and lower costs, turnover, and absenteeism. In the current business and organization literature, employee satisfaction, respect, loyalty, and an atmosphere of feeling valued is imperative to the success of a business. The feeling that an employer sincerely cares for its employees is remarkable. In line with Gupta & Agarwal (2012), it is imperative that employees understand the worth of their lives in the workplace. Companies that express a genuine mutual care towards its employees gets better results. They are motivated to work harder and smarter. Many employers are only interested in the bottom line and performance, not their employees’ well-being and their

Self-employed people are considered their own boss as they are not actually employed by an organisation, they are in business of their own right and don’t have a contract of employment. They usually take on work or perform services of their own accord and get to decide how much sick or holiday time they give themselves. They are responsible for paying their own income tax and national insurance contributions and they usually provide their own equipment/tools to do the work/service. You will find self-employed people usually submit invoices, are VAT registered and can be a limited company. It is important to distinguish this employment status from others because if you were to offer work to this person, for example painting a house even though this person claims to be self-employed, HMRC may take a different view

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.

Employee may affect the performance and at the same time the attitudes of their co-workers in business operation. When business grows, engaging employee is identified as one of the major strategy to help establish initiatives, processes as well as goals to help build positive environment (Cotton, 1993). On the other hand, employee can hesitant to change due to uncertainty. Managers in an organization are supposed to get employee to become much engaged and involved in progressive improvement. Employee involvement entails the way business may improve their performance through dedication and cultivating employee interests.

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:

One group of staff that this affects particularly is sessional lecturers (hourly paid teaching staff). These staff are employed year on year to deliver an agreed number of teaching hours. This group of staff is used to give the university flexibility. Sessional lecturers have commonly been used to cover absences. The impact of this legislation is that sessional staff, who have been with the university for over 4 years, have been offered indefinite contracts, whereas staff that have durations of less than 4 years have not. The impact of this is to cause a poor relationship between employer and employee and as such the number of grievances are on the increase.