The employment relationship is the individual or collective context within which interactions between unionized or non-unionized employees exist with the employers in an organization. Employees must be made to feel as team members regardless of their status and level in the company. …
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The employees possess an abiding interest to ensure the success and the viability of the firm while guarding against the excessive demands placed upon them. The three recognized characteristics of employment relationships are indeterminacy, unequal and dynamic. Indeterminacy focuses on the logic that a labour contract involves the exchange of money for the capacity to deliver the service required by the purchaser and not material goods and services. This implies that those employers wishing to secure the value of the purchased labour must ensure willingness on the part of the employees (Edwards 2003, p. 14). They force the employees strain to achieve the required standards even if they are not willing. The second aspect on employment relationships is that they are unequal. This is because many workers have no choice other than engaging in paid work; their choice for potential employers is limited. On the other hand, the employers have considerable resources that give them power to replace the unwilling employees with other workers or adoption of a more reliable technology. Although the employee influence varies overtime and between contexts, the overall employment relationship is characterized by subjugation of the employee to the employer. Finally, the employment relationship can be dynamic whereby it can be driven by both conflict and cooperation at different degrees. Many managerial strategies are characterized by deployment and management of workers to maximize production and generate surplus (Edwards 2003, pp. 16-17). Some of these challenges are minimized through the adoption of employment contract. An employment contract is a largely a relational and less formal. Relational contract is...
The employment relationship is characterized by power imbalance, which is why the concept cannot materialize without the employment contract. In the labor contract, the worker trades his or her ability to accomplish an assigned task, which should be translated into actual labour in the course of undertaking it. Expectations on performance standards are portrayed during the production stage. The indeterminacy nature of employment relationships makes the employees to be coerced in most situations other than undertaking self motivated tasks and responsibilities. The unequal nature of employment relationships leaves the employees with no choice but to engage in obligations for payment; not willingness. The deterioration in the power imbalance in employment relationships is portrayed by the existence of trade and employer unions purposely formed to solve the inevitable disputes. This suggests that formal contracts are the only remedy through which fairness can be ensured in such relationships.
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The main purpose of the project is to explore the different perspectives and evaluate their presence in modern organizational settings. It tries to understand the ideologies that underpin the managerial perspectives and the way they reflect in organizational life. The extent to which each of the perspectives predominates over the other is explored in the project.
While claims for statutory breaches are tried before the Employment Tribunal, claims for common law or contractual breaches are brought before the Courts. There are exceptions to this rules discussed elsewhere below. Employees can make contractual claims in the Employment Tribunal only after their employment has ended and the Tribunal in such cases can only award up to ?
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SABB offers services in investment banking, commercial banking, private banking, and Amanah Islamic Banking. We will study the employment relationship at the SABB Branch on Al-Hassa Street in Riyadh, Kingdom of Saudi Arabia, one of twenty-one SABB branches in Riyadh and that has a Ladies Branch exclusively for women to transact their banking business.
What is employment relationship?
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According to the paper the research methods used in this study is qualitative and quantitative methods. The results indicate that there is a relationship between the employee turnover and customer satisfaction. The customer satisfaction is related to the level of services employee is able to provide.
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