Relationships, The Life Blood Of Organizations

If an organization is already established and wants to become an “effective learning organization” they have to take into account their relationship with their employees at the time they make this decision. If the employees who currently work for management are not “self-energized, committed, responsible and creative beings” (Kinicki, 2012) (or any combination thereof) like McGregor assumes, they will not be able to jump in to some of the activities that leading organizations are doing. Managers will need to understand that if they developed an environment where management is superior and the employees are workers, any part of the human relations theory will not benefit them quickly. Managers will need to gain the trust of their employees and actually listen to their emotions.

Jackall (1988:144) enhances the importance of relationship-building skills by stating that the real issues consultants face are the political and social structures of corporations rather than the problems defined within them.

Like with any company, many businesses prefer to do business with people that they respect and trust. Many companies do not start doing any business with people until they can truly trust the person they will be working with, a major reason why there are never any deals done in the first meeting and it is used as a time to establish the respect and trust for each other. Trust and respect are very important in times of crisis. People want to know that they can trust the company and in 2008 during the financial crisis, many companies said that their main objective was, “aimed at sustaining a sense of trust and identification toward the organization” (Mazzei and Ravazzani 327). This study concluded that 36% of companies had this same objective, so it is clear that establishing trust in the organization is extremely important in the formal

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.

Diana Lee, I think that a majority of significant issues that many people tend to run into is poor leadership skills and abilities. Moreover, a lack of respect for one another and sometimes lack of respect for ourselves. Although, the lack of communication has become problematic in itself. The essentials to having a good healthy company have to have an abundant of leadership skills and abilities. Once the leader fails, the followers will gradually have failure as well. Similar to the same "when the blind leadeth the blind all will fall into the dark hole." Without having trust and honesty what does a group of people have? The group has a massive pile of poop and failure. Repetition is how we learn and sometimes repeating what has become said

In any form of organization, it is important to have excellent connections with the people around. Moreover, having a good connection with the people around a working environment can have a positive impact. The most influential people in an organization are according to Eisenberg, Goodall, and Trethewey (2014), “Well-connected individuals in an organization tend to be the most influential and the least likely to leave” (p.253). These people tend to have more accessibility in having things done since they have more connections with the people around them. Furthermore, these people as well generate different linkages outside from the formal rules and therefore they are more trusted (Eisenberg et al., 2014). In the places where this author works

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 two key entities that were critical for the new software’s success were not supportive to Lassiter’s idea. Hedges and Kovecki considered the new system as Lassiter’s system rather than the organization’s system. The key members and the staff were not consulted and their feedback was not given importance during the entire process. As a result, it was not a team-work but rather a single man’s work which ultimately lost its track. The animosity and jealousy among the key business managers resulted in information systems politics where no one was ready to work together as a team. They had their differences and individual interests which of course led towards failure of new software implementation at Thibodaux chamber of commerce (Bhindi & Duignan,

We all know that employee-company relationships don’t always work out. Sometimes the employee doesn’t live up to that great job interview. And sometimes a good employee doesn’t feel respected or wanted by their company. There are many scenarios in between.

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

Through communication in different ways organizations want to establish, develop and maintain a positive relationship with different groups.

Ensure that the individual and collective relationship between the organisation and its employees are managed appropriately

This pocket guide is packed with insight and key skills for those new to the process of management or anyone needing new ideas and tools concerning relationship management. It provides survey materials to help managers evaluate and assess skills and policies in order to identify areas where change may be necessary. Also included are suggestions on programs and philosophies in order to increase an employee's desire to remain with an organization.

The connection that they can have can be very personal which they can use to treat the organization as a big family. Although these solutions may require expending costs, this is an investment that has high return that can offset the losses the organization is incurring due to the absences and unproductivity of their employees on its present condition.