Manner in Which Both Employer and Employee Are Important - Coursework Example

The success of an organization is determined by the manner in which both employer and employee are able to develop a positive relationship among them. Employees are one of the most important component and it is impossible to think of a business without them. This has changed the role of employees and has provided them with additional power and improved the degree of engagement so that the different work of the business can be carried out effectively. In a similar manner employers are important as they are the one who take risk and invest in different business opportunities and employees without them cannot carry out any work. Both are equally important and without anyone it is nearly impossible to carry out the business. This thereby makes the situation to be such that it should be a win-win situation for both the employer and the employees so that the ultimate result based on it is better productivity and efficiency in the use of different resources. This paper thereby focuses on presenting the manner in which both employer and employees need to act and determines a framework which is better for each one and based on which the different working is carried out within the organization. Greater emphasis being given to employees for carrying out the different activities within the organization has increased the focus towards building positive relations between the employer and the employees. This leads towards positive contribution and helps both the employer and the employee to gain efficiency in the different work which is being carried out. Employers to achieve long term success thereby needs to look at employees as one of the vital resources an treat them properly so that the result which is received helps to generate positive energy and shapes the result of the organization in a positive manner. The employer will be able to get a high return on investment and risk taken when employees work with zeal and enthusiasms and contributes positively towards the goal of the organization. This thereby requires understanding the role of employees within the organization and providing them with additional power and support so that they are able to contribute towards the bigger goals of the organization (Almond and Ferner, 2006). Employers have a larger role while dealing with employees as they have to ensure that employees are satisfied and contend so that their contribution towards the business can improve. This will require motivating the employees, providing tem the required training and developing them in such a manner that the business is able to gain effectiveness and accomplish even the difficult tasks (Ackers, 2002). This process calls for a larger role form the employees and employers have to develop strategies which are based on ways which will help employees satisfied. This will help to develop better relations between the employer and the employee and will improve the turnover rates for employees thereby ensuring fewer absenteeism and development of positive relation. The process will also tend to develop a win-win situation for both the employer and the employee and will help to improve the overall focus of achieving the different tasks. Employers further have to look at building positive relations as it will help to reduce industrial disputes. Employees as a result will be better placed to work toward their well being along with the well being of the employee ensuring that the process provides gain for both the parties. The process will be beneficial for the employers as it will help employees to understand each other and develop mechanism which reduces strikes, lockout and other disruptive process providing better returns for the employer and well as the employee (Edwards, 2003). The process of building a healthy relation between the employer and employee would transform into a situation where the resources are better utilized and will help to multiply the overall productivity resulting in gains for all. Since, employers have employee as their core weapon through which different activities can be carried out so it is important that care is taken about them. Employers have to think the way employees think and will need to develop different strategies like providing training and motivating employees so that better results are achieved. This will help the employer to control wastage and reduce cost which will thereby add effectiveness and will help to improve the contribution of the workforce (Tannenbaum & Yukl, 2002). The result of such a decision would be multiplication of effectiveness and development of process through which better coordination and control is exercised in the different work which is being carried out. Employers have to further consider employees as a resource which has long term usage and will provide rich returns in the future. This will make the employer develop positive policies and strategies which are in favor of both the employer and the employees and will justify the manner in which different activities are carried out within the organization (Jay & Alec, 2006). Doing simple things and thinking in the same light as employees think will help to multiply the overall effectiveness and will strengthen the entire process though which different activities are carried out. The process would be such that it thinks from the perspective of both the employer and the employee and creates strategies which help both so that better results are received through the use of resources (Bernadette & Gavin, 2005). Employees also have to carry out their duties and have to look at increase engagement so that the employer are provided with sufficient returns and the different reasons which has forced the employer to work is justified. The different factors should look at building positive relations between the employer and employee so that yield productivity increases and the business is able to work towards the achievement of the bigger picture (Teicher, Holland & Gough, 2002). This will require that employees also understand the different needs and look to work in the way as directed so that positive results can be witnessed. This will require understanding the needs of each other and identifying the different areas which needs to be worked on in a cooperative manner so that positive results for the business can be determined. Employers further need to ensure that employees are nurtured and developed so that they can carry out different roles and responsibilities in the future and thereby helps the business through succession planning. This will help employers to develop employees and the employees will also feel that the employers care about them. This will foster a positive relation built on trust and will help the organization to work in a manner through which better achievement of the goals becomes possible (Zwick, 2006). The result will be positive for both the parties and will help to develop the required mechanism within which the organization will be able to able to work in productive and better way. Employers thereby have to look at developing directives through which employees are better developed and the impact of such a decision is seen on the results. This will help to identify more platforms where the organization on a whole can deliver and will multiply the effectiveness of achieving the different results (Khatri, 2000). This will ensure that the situation unfolds where employer and employee both are considered vital and the organization based on it is able to identify the different dimensions through which gains will be achieved. Employers also have a role of treating employees fairly and developing a performance measurement process which ensures correct rewards for the employees. This is one of the most important thing that the employees look for and having appropriate rewards will help in building better and long term relations. This will also help to reduce the gap between the employer and the employee and will help to build superior relations between all in the organization (Blyton and Turnbull, 2004). The process will contribute towards the success of the organization and will lead towards increasing the overall gains so that business process is better developed for carrying out the different activities. Providing proper treatment to employees and treating all equal within the organization will develop a feeling where the employees work together as a unit (Arrowsmith, Marginson and Sisson, 2003). This will foster a culture where employees and employer are supportive of each other and look at having different process and directives through which both gain. Ensuring proper relation will also help to deal with the legal aspect and will provide an opportunity of developing better relations and dealing with all legal aspect related to the business (Korczynski, Hudson and Edwards, 2006). The paper thereby shows the manner in which both employer and employee are important and each one has no relevance without the other. This thereby requires developing positive relationship between the two and focusing towards developing a situation which is a win-win situation for both so that the overall impact of such a decision can be seen in the workplace. This will lead towards multiplication of productivity and will reduce wastage thereby helping to gain efficiency. The process requires identifying the different need and developing a win-win situation for both the parties so that better standards and results can be achieved. References Almond, P. and Ferner, A. (eds). 2006 American Multinationals in Europe: Managing Employment Relations Across National Borders. Oxford: Oxford University Press Ackers, P 2002. Reframing Employment Relations: the Case for Neo-Pluralism. Industrial Relations Journal, 33 (1), 2-19 Arrowsmith, J, Marginson, P and Sisson, K. 2003. ‘Externalisation and internalisation of collective bargaining in Europe: variation in the role of large companies’. Industrielle Beziehungen. 10 (3), 363-92 Bernadette, P., & Gavin C. R. 2005. Flexibility, Firm-Specific Turbulence and the Performance of the Long-lived Small Firm. Review of Industrial Organization 26 (4), 415–443 Blyton, P. and Turnbull, P. 2004. The Dynamics of employee relations. Basingstoke: Palgrave Edwards, P.K. 2003. ‘The challenging but promising future of industrial relations: developing theory and method in context-sensitive research. Industrial Relations Journal 36 (4), 264–282 Jay J. E., & Alec C. J. 2006. Efficiency, flexibility, or both? Evidence linking strategy to performance in small firms. Strategic Management Journal, 26 (13), 1249–1259 Korczynski, M., Hudson, R. and Edwards, P. 2006. Social theory at work. Oxford: Oxford University Press Khatri, N. 2000. Managing human resources for competitive advantage. International Journal of Human Resource Management, 11, 336−365 Tannenbaum, S.I. & Yukl, G. 2002. Training and development in work organizations. Annual Review of Psychology, 43, 399–441 Teicher, K., Holland, I. & Gough, P. 2002. The True Society: The Philosophy of Labour, Jonathan Cape, London Zwick, T. 2006. The impact of training intensity on establishments productivity. Labour Economics, 11, 715–740 Read More