Managing Employee Relations in Contemporary Organisations - Essay Example

Comments (0) Cite this document
Managing Employee Relations in Contemporary Organizations Name Class: Lecturer: Institution: Address: Date: Managing Employee Relations in Contemporary Organizations 1. Identify the management style used by ACME (cite evidence from both the case study and academic literature to justify this) ACME takes on a modern approach to employee relations, the system does take on a new meaning of relations with employees…
Download full paperFile format: .doc, available for editing
GRAB THE BEST PAPER99% of users find it useful
Managing Employee Relations in Contemporary Organisations
Read TextPreview

Extract of sample "Managing Employee Relations in Contemporary Organisations"

Download file to see previous pages 201). The modern approach to employee relations is people management. The employees to the organization were employed based on their skill and as part of a team that would meet the requirements of the organization (Kessler and Purcell, 2003, p. 28). Human management as a style that is used by the ACME organization concentrates on the skills that an individual brings into the company (Legge, 2005, p.102). Prior to securing a job with the company, it is important that what the employee brings to the table is analyzed and this is part of the enrolment (Purcell, 1987, p. 29). The company has stringent policies on which employees it employs, a fact that is expressed in different settings such as when referring to family, (Legge, 1995, p. 99), i.e. potentially some members may feel offended if they cannot get their friends/family in but so be it. We will never compromise the arrangement that we will go for the best person for the job. But with 500 people there are going to be individuals, but relatively few, we wouldn't recruit again. If one of these few recommended friends/family we would look, but look very carefully. The company has also adopted a structure that is based on personal and team responsibilities within the organization, which differ from any trade union system of operation. The organisation’s policy on performance and pay states that, If somebody is not performing they get told about it. We have annual appraisal and salary is directly linked to contribution across a number of factors, so people get a message both financially and otherwise across the table from the manager at the appraisal, if not at other times of the year, which does not include any responsibilities to any party or individual outside the organisation. The system used is analytical based on the quality an individual brings to the company (Salamom, 2000, p. 291). The approach to management takes on a modern management style that gives employees roles, responsibilities as well as a supervisor to answer to in the course of their employment. The approach means that individual contributions to the company are looked into during the running of ACME. The management considers the goals set by management, in terms of economics, finances, growth, marketing and advertising among others (Williams and Adam-Smith, 2009, p. 102). Although the system makes use of preset performance requirements, the company ensures that it appreciates the efforts put in by the employees at any one given time in every position as it is stated by the company as directly linked to a number of factors contributing to outcomes in the financial and other concepts. 2. Critically discuss why they use this approach (cite evidence from both the case study and academic literature to justify this discussion). The performance of employees in the organisation is an important goal and objective driven element of analysis. The chosen employee management style in relations allows the management to keep track of the growth of the organisation on an overall state as well as in the personal concept. The style emphasizes the fact that individual workers are the unit by which the ACME organisation operates. By choosing the individualistic approach to employee relations, the organisation ...Download file to see next pagesRead More
Cite this document
  • APA
  • MLA
(“Managing Employee Relations in Contemporary Organisations Essay - 2”, n.d.)
Managing Employee Relations in Contemporary Organisations Essay - 2. Retrieved from
(Managing Employee Relations in Contemporary Organisations Essay - 2)
Managing Employee Relations in Contemporary Organisations Essay - 2.
“Managing Employee Relations in Contemporary Organisations Essay - 2”, n.d.
  • Cited: 0 times
Comments (0)
Click to create a comment or rate a document

CHECK THESE SAMPLES OF Managing Employee Relations in Contemporary Organisations

Employee Relations in Contemporary Organisations

... Employee Relations in Contemporary OrganisationsEmployee relations is an important element of human resource management. Blyton and Turnbull (2004) define employee relations as the formal and informal processes of people management in the workplace, which includes all the systems of employer-employee relationships. Employee relations refer to the mechanism through which matters between employees and their employers are resolved to prevent liabilities for the organisation (Ian, 2010). Blyton and Turnbull examined important evolutionary events and their influences on labour in the UK today. The main impetus for employee relations is the need for participation in management and the encouragement of participation as a result... employers...
16 Pages(4000 words)Essay

Managing Employee Relations in Contemporary Organisations:report on the changes in employee relations at ACME LTD

...Executive Summary This report examines the of employee relation systems in ACME UK Ltd. It identifies the fundamental factors that led to the successful implementation of a modern HRM unit in a company that was set up at a time that personnel management was the norm. It identifies the implications of these actions on employee relations in the organisation. The report is based on a case study which is in the form of an interview with Mr. Martin Lawrence, a Director of ACME UK. Mr. Lawrence has been in charge of the people management function of ACME UK since its inception in 1986. He, therefore, discloses a wealth of information about the history and evolution of the human resource management system of ACME and its significance... . In this...
11 Pages(2750 words)Essay

Managing Human Resources in Contemporary Organisations the traditional approach, while the human resource management is the modern approach. In other words, personnel management preceded human resource management (Storey, 2007, p. 97). The origins of personnel management can be traced to the welfare tradition in the post World War One period where more focus was put on meeting the basic needs of the employees. As the dynamics in relations between management and trade unions changed, the responsibilities of personnel management grew beyond welfare to include areas such as effective personnel and industrial relations administration....
10 Pages(2500 words)Essay

Managing employee relations

...?Change In employee relations Introduction: Employee relation has been one of the prime issues which the employers have to handle in today’s competitive world. The employee relation is a key concern because employees are the prime source of productivity for any organizations. The paper focuses on the changing aspect of the employee relations and the factors affecting it. Various factors like economical, political, social and technological aspect were considered in identifying the change. The effect of change on the actors in the organization was also considered which involved the employees, the employers, the management, the trade unions and the overall state. The change in employee relations over the last 30 years and its effect... on the...
9 Pages(2250 words)Coursework

Managing Employee Relations in Contemporary Organisations

...? Managing Employee Relations in Contemporary Organisations Lecturer: Address: Managing Employee Relations in Contemporary Organisations 1. Identify changes that have had impacted on the employment relationship in the last 30 years. You may find it useful to initially set these out in the following way: Political context Employee relations have experienced several changes with the rise, decline of unions and the implementation of other forms of management techniques. The unions in their rise were illegal and had...
8 Pages(2000 words)Essay

Managing Employee Relations Essay

...from the perspective of an employer. Then the main elements of partnership in employee relations are elaborated. The advantages and disadvantages of partnership are discussed and the situation existing in the current tensions between the UK government and the Fire Brigade Union is elaborated. Finally, the Strategy, tactics and models relating to HRM in managing Employment relations are discussed. The Main actor on the behalf of the government in consideration of relevant employee relation includes the Trade Unions. Trade Union Recognition; the process The provisions of the Employment Relations Act 1999...
12 Pages(3000 words)Essay

Managing Employee Relations, power, on the other, is archaic. It disallows the effective management of a diverse workforce, implying diversity of interests and objectives, and hardly facilitates the adoption of a TQM paradigm, as would enhance an organisation's competitive strength within a globalised business environment (Morrison, 2006). The changes which globalisation has induced upon domestic employee-employer relations have rendered pluralism obsolete. 2.2 Multinational Employee-Employer Relationships An organisation has a relationship with numerous strategic publics and as far as multinational corporations are concerned, globalisation has lent to the...
14 Pages(3500 words)Essay

Managing Human ressources: eMPLOYEE RELATIONS

...around and when they see that the other people do not respect the organizational rules and policies, they vehemently detest such conflicting scenarios in essence. Some employees report the same to their higher management ranks while others take these things within their strides and move on, on a constant basis. What is most important is the fact that employees should balance these factors so that there are no impediments within the related domains and they work for the positive results that the organization envisages essentially. Procedures find out the exact ways through which details of the policies are followed within the organizational realms. Similarly a procedural...
8 Pages(2000 words)Essay

Managing employee Relations

...Managing Employee Relations- Marks and Spencer Introduction Marks and Spencer’s has been one of the largest retail markets in the UK and the employeerelations that exist within the company have both positive and negative aspects. Marks and Spencer’s employee relations have always been influenced by the conventional system of industrial relations. The company now has 65000 employees all around the world out of which 80% of the staff works directly on the sales floor. M&S is amongst the top 6 retail suppliers in the UK and have extended their operations in 29 different countries. Most of the stores are mainly franchises but...
10 Pages(2500 words)Essay

Managing Employee Relations

...Managing Employee Relations Introduction In this globalisation and technology driven era, business industries have been developing rapidly. With thegrowth in the commercial sector, there are several companies operating in dissimilar industries that desire to get exposure amid the global customers. Thus, to attain this objective, companies often seek for active participation from their stakeholders. Amongst these stakeholders, employees’ involvement and their wider participation is deemed to be quite effective. It will be vital to mention that Employee Involvement and Participation (EIP) are preferably considered an important part for building the...
13 Pages(3250 words)Essay
sponsored ads
We use cookies to create the best experience for you. Keep on browsing if you are OK with that, or find out how to manage cookies.

Let us find you another Essay on topic Managing Employee Relations in Contemporary Organisations for FREE!

Contact Us