The approach managers take to establish relationships at work is critical because their success in this area relies upon their own values, their personal beliefs about the authenticity of managerial authority, and the allocation of power in organizations. Fox (1966) has…
industrial relations take place within a particular organization is determined by the frame of reference through which its top managers recognize the formal relationship with individuals and/or their representatives.
The unitary frame of reference is widespread among managers. According to this unitary perspective, all individuals in the organization are working towards one goal, where there is one sense of power and where conflict is abhorred. Managers frequently view themselves and other managers in the organization as part of a ‘managerial team’, and they expect their employees to pledge to the same point of view. Managers who take this approach consider themselves as the only rightful source of power and authority which they value and protect. They view their role as one of controlling the activities of the workforce and presume that all employees share the common goals of the organization, are faithful to the `management team’ and entirely dedicated to the objective of the organization. On the other hand, a different way of looking at organizations is to view them as pluralities of interest groups, each with differing and occasionally opposing interests, which might come together in alliances, although these alliances shift and modify according to the situations. Whatever the long-term interrelatedness of interest groups, in their daily struggle for resources and in their work-related activities, they emphasize on sectional interests. Here, managers might tolerate and keenly promote freedom of expression and the development of groups, which create their own norms and choose their own informal leaders. In this way, authority and control takes place in a number of areas of the organization and loyalty is commanded by the leaders of the groups, which are frequently in competition with each other for resources. The managers accomplish results by combining the groups, promoting participation, motivating employees and managing their work efforts (Gennard & ...
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(“Employee Relations Essay Example | Topics and Well Written Essays - 3000 words - 5”, n.d.)
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(Employee Relations Essay Example | Topics and Well Written Essays - 3000 Words - 5)
“Employee Relations Essay Example | Topics and Well Written Essays - 3000 Words - 5”, n.d. https://studentshare.net/miscellaneous/416771-employee-relations.
The dealings or rather the communication that takes place among the employees with the management is learnt to have an effect on numerous aspects with regard to the business context. Classification of such associations has been recognised with employee participation and employee involvement and is regarded as the most important ones.
There are two parties in the employment relationship: one is labour and the other is management. They need to work mutually and cooperate with each other. It includes the process of implementing, managing, developing and evaluating the relationship between employer and employee.
At times, conflicts do occur owing to either or both parties’ failure to honour the rights of the other party. However, such conflicts negatively affect working relations, and this requires the organisation to develop sound procedures to solve such conflict so as to promote a positive working relationship.
In order to be successful in the modern business global business environment, organizations are supposed to have the knowledge, energy, ideas and particular creativity of every worker, beginning from the front line employees to the top rank managers in the executive team (Frese 2008, p.
This interest has further grown during the last years where the economic crisis has fostered implications on the employee relations (Gennard, 2009)
The economic crisis resulting from the collapse of financial markets is evident
Government introduces targets, so as to increase the number of patients and raise quality service, efficiency & effectivity. In order to increase the targets, the trusts had used “outsourcing” on its service functions.
SWOT is a part of strategic planning and formed
This has resulted into the decline in the spending and almost every segment of the society got affected. In the wake of the above steps, there have been issues regarding the employee relations also.
The frequent layoffs
The allocation and utilization of human resources, the organizational structures as well as that of management, the system of rewards or payments etc ascertain the relevance and role of gainful employment and indicate the level and extent of tolerance the society displays
It is becoming apparent with the changing times that managers need to work on creating more synergy between commercial objectives and employee needs. In this regard, it is critical that scholarly and practitioner attention be directed to