Relational Theory Of Current Interest

that are relevant to the practice of management. They describe two contrasting models of workforce

On September 6th, 1971, President Richard Nixon gave the “Address to the Nation on Labor Day.” In this speech, he determines that there is a change in the work environment air. Nixon claims that workers in this developmental time deserve new opportunities to grow within their work. He reached the conclusion that job satisfaction should be a company's main focus. As the work environment evolves, worker satisfaction becomes increasingly more important. Employees have expectations, such as raises, insurance, and paid time off, so if a company is not willing to comply with these new demands, then it will become increasingly difficult to generate decent productivity rates. Nixon defined this word by stating that “Productivity really means getting

There are a number of different relationship theories, such as; Levinger's Relationship Stage Theory, Filter Theory, Stimulus-Value-Role Model and other Stage Theories like Erikson's Developmental Stage Theory, Devito's Relationship Stages, Kohlberg's Stage Theory and Fowler's Faith Stage Theory to name but a few.

1.1 Key principles of relationship theories - Stage theories in general describe how we go through distinct stages as we develop. Thus, rather than gradually changing, we typically make sudden shifts to different plateaus of perception and behaviour.

Relational returns (recognition and status, employment security, challenging work, learning opportunities) increase efficiency and engagement of employees.

I believe that it is important to understand that job satisfaction has an impact on job performance. In my personal experiences I have seen management completely oblivious to the concerns of their staff that had a negative impact on job satisfaction. The text cites 300 studies that found that organizations with

This study deals with the impact of furloughs on non-furloughed federal worker's job satisfaction levels. Furlough is a budgetary problem that impact government programs and services by increasing workloads and absenteeism to the identified non-furloughed federal workers. The threat of furlough and furlough itself is a problem to the organizations in the form of poor performances; increase work stressors and emotional strain. The problem to be addressed is the negative impact of furloughs on non-furloughed federal workers, predominately GS employees and excepted contractors. The purpose of this study is to examine the negative impact of furlough on the job satisfaction levels of the identified non-furloughed federal workers. To help non-furloughed

Researchers in the past have made valuable discovery about employee relations what is the cause of dissatisfaction and satisfaction at work. Companies that want to

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,

Knapp’s Relational Model is the holy grail when it comes to interpersonal relationships, whether they be new or old. The model defines different stages of a relationship and at which one’s the relationship is coming together or falling apart. Furthermore, many things in life can bring two people together, it can be a positive experience in life or a negative one. My best friend Kenna and I met in eighth grade, we both loved the band One Direction, from there we were inseparable. Now we can know what each of us are thinking using nonverbal communication, which happens a lot in our relationship, the interpersonal attraction towards one another also had an effect on if maybe we were meant to be friends or not.

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:

In construction industry employee turnover is always expensive. Not only, employee turnover is expensive in terms of money, but also it is expensive in terms of time due to the exit of a talent, it costs a project time delay, lost of knowledge, and over work to other employees. Mismanagement of human resource can convert a turnover to the disproportionate level. US Bureau of Labor Statics states that, “turnover can cost an organisation about 33% of an employee’s total compensation, including wages and benefits”. When a employee quits it affects other employees adversely and lower down their morale and low morale not only impacts the organisation financially but also it impacts the effectiveness and the efficiency of

Critically evaluate the utility of the psychological contract for understanding the contemporary employment relationship. (2500 Words)

Scholars, researchers, and academics described theory as limited and useless in the field of business (Wacker, 1998); however, virtue of “good” theory and its applications to research starts with defining theory. This paper will discuss the importance, the definition, the types of theory, comparison/contrast views of theory, and research contributions to theory as it relates to furloughed contractors ' work locus of control (WLOC), job satisfaction, and performance. This paper will also address a theory that adds to the related research topic and analyze two areas of controversial questions related to the chosen theory.

Alan Page Fiske catalyzed the advocacy of the relational model 's theory (RMT) in 1991. The theory states that there are four natural ways of interrelating with other people. The author established the four models in his article structures of social life. Fiske affirms that the models work together in varying combinations and control almost all transactions by human beings (Bolender, 2010, p.60). He further asserts that the models unify ideas on moral judgment, social justice, religious, political ideology, and social conflict. It also informs the reactions to misfortunes and transgression. He explains that they are the foundation of human sociality (Bolender, 2010, p.60). The four models of relations as identified by Fiske include market pricing, equality matching, authority ranking, and communal sharing. The theory suggests the four models as the first cognitive models which represent, comprehends, evaluates, and constructs social relationships (Haslam, 2004, p.3). Therefore, the models do not define the type of relationships that exists between individuals in principle; the models are not empirically independent but are a contingent matter regarding the degree of their association as they operate in a culture (Fiske and Fiske, 2007, p.284). The culture adopted by different communities varies according to the combination of the four models.