Employer-Employee Relationship - Coursework Example

Online Resource Search for Contemporary Sources Pertaining to Employee Relations Problems and Practices and/or Interpersonal Skills 1 Online Resource Search for Contemporary Sources Pertaining to Employee Relations Problems and Practices and/or Interpersonal Skills Titus Rock Manickam Order No. 232836 24 July 2008 Online Resource Search for Contemporary Sources Pertaining to Employee Relations Problems and Practices and/or Interpersonal Skills Introduction There is something special and unique about employer-employee relationship that is not seen in any other form of relationships. The employer-employee relationship has tremendous stake and impacts a whole lot of people from the household to the customer and society at large. This relationship is based on a culture or philosophy which creates maximum effect. It covers food, clothing and shelter. It covers a new family unit, sustenance, career, and promotions. It impacts society, economy, the gross national product, and the raison d'etre. It fulfils the aspirations of millions around the globe, and makes every member a part of the universal whole and hurtles towards a chosen path and on to destiny. It involves a culture that is flexible, unique and peculiar to the specific organization or industry. It also involves administration, supervision, evaluation, performance, productivity, motivation, morale, and discipline. In short, it is the creation of a new dimension in relationship based on mutual understanding, trust, objectives, principles and routines. (Employee Relations Series) Human Resource In the course of its existence, an organization settles down to achieve its aims and targets. The most important asset of the organization is its human resource. All the activities from the initial stage of acquiring an order to execution and delivery are dependent on human skills at every level and stage. The internal activities of an organization consist not only of executing orders or rendering services, but also constantly looking after its own position and welfare, which is the welfare of its employees. Policies and Procedures In the present economic scenario, policies and procedures relating to employee- related issues are the quick fix hire and fire routine, although enlightened management may not arbitrarily use them. There needs to be good deal of resilience and flexibility. Policies and procedures serve as guidelines and channels of hope to an aggrieved employee or group of employees with specific grievance. The emphasis is on the fact that the management is willing to lend a ear to an employee, thereby indicating the importance of the employee as an individual in the management's eyes. The management must also make it clear to the employee that they are aware of his good record and are appreciative about it. This emphasis on the capability and contributions of the individual helps to create a congenial atmosphere assuaging the aggrieved employee or group of employees right away. It wins the loyalty of the employee and exponentially serves to rejuvenate the employees' morale. Traits In the current economic and market scenario, there is less scope for white elephants and sycophants. Along with team management abilities, the people in charge are expected to endow their functions with an eye for talents and find out the aspirations of the employees under them. Understanding human resource and its potential and goals not only help employers to fathom the depth of their employees' capacities but also enable them to delegate responsibilities effectively and equip them with the means to effectively handle the day to day routines with foresight and fortitude. The layers of the managerial hierarchy have drastically reduced after the dawn of the electronic and information era. It is more empowerment based, and even the employee in the lower rung of the hierarchy is aware of his importance in the eyes of the management and how to bargain for better prospects. An important aspect of horizontal hierarchy is the free flow of communication making it possible to send and acquire information faster across the rank and file and in more undiluted form. Good Communications Good employer-employee relations foster good communication, understanding and cooperation in the rank and file of the organization. They help every individual and department know the source and exit point of an activity. They are quickly and easily grasped by new recruits as it is easy for the current employees to explain the daily activities to their new colleagues. Good communications are like the smooth, unhindered flow of a current that ultimately reaches its destination without fail. For all these reasons, healthy communications instill confidence and purposefulness in the workforce. Normally, it is smooth sailing for an organization according due importance to communication skills in their dealings with their employees. However, even in a healthy organization, there can be problems and there may be times when the relationship is interspersed and tested at times due to job-related stress, remuneration, personal or even a trifle issue. An effective policy and procedural format through which an aggrieved employee may convey his problematic issue reinforces good communications system in the company. Solutions to problems must be carried out after considering all aspects. All grievances and problematic issues must be treated in utmost confidence. At no point of time the employee must feel that he is being victimized for having aired his views. At times, it may be necessary to initiate corrective measures as follow up to an employee's grievance, or organize training programs to update them on important issues. Thereafter, normalcy must be restored immediately and business must continue as usual. Incentives and rewards An organization depends on its manpower to fulfill its aims and objectives, and execute its policies and programs. An individual employee must know where he stands amidst the entire map of the organization's workforce. A flow chart or diagram is very useful in drawing a department's activities and the individual employee's role in it. An employee's role, his achievements, the incentives and rewards he has won as a result of his unique contributions must be highlighted periodically through departmental journals or notice boards. The department's usefulness is highlighted by the degree of loyalty the employee holds in his mind for the department and ultimately the whole organization. The soundness of an organization structure depends on its employees' morale and loyalty. Control Systems Control systems are needed to maintain good health, safety and security of the organization. Control systems and measures are available in the form of hardware as well as management style and discretion. It is easy to ensure controls for the safety of individuals, physical assets and inventories. However, the systems that help to protect patents, copyrights, product designs and trade secrets, confidential information, are not acquired so easily because more often their breach happens from within. Whatever the system, the most important aspect is the need for vigilance and competence at all times. One could end up paying heavy price for slackness. Hence, the need for an organization to have a closely monitored system so that any breach or slackness could be identified at some point and duly rectified. One good way of ensuring good controls is to have in place appropriate rewards and punishments for excellence and deviations. The reward/punish concept is very useful in tracking down errors and deviations. Control systems are subject to constant changes and improvisations depending upon advancing technologies and innovations in management information systems. Case studies, past experiences, staying attuned to the latest in the industry, adherence to go fairness and ethics, the practice of nipping in the bud wrong methods and tendencies, go a long way in keeping safety checks well-maintained and in good order. It is not ideal to have control systems breathing down the necks of all and sundry. While prominent safety measures in the right places serve as morale boosters, too many restrictive controls aggravate employee relations and become a hindrance to qualitative and quantitative output. As such, ideally visible control systems must be located at critical, risk points. However, intelligent control systems that foster discipline must be discreetly and judiciously exercised. Conclusion A good organization is one where there are regular employer-employee interactions, delegation of responsibilities, flow of information from top to bottom and vice versa, proper coordination across the rank and file, grant of rewards and incentives. The organization's workforce is the body frame and life blood of the business. Its efficacy depends on its employees' morale and conduct of the best order in every unit and department. The organization's treatment of its workforce impacts families and the whole society. However, this does not mean the management must condone deliberate acts of misdemeanor and indiscipline. Ultimately, it is the system that suffers the breach. Hence, the system must be able to bring about corrective actions and set right any breach to its function. Also, there must be constant monitoring, corrections and upgrading of the system to remove deadwood and keep it fighting fit. Sources: Basic Grievance Policy, Arizona Department of Administration, http://www.hr.state.az.us/Employeerelations/basicgrievanceprocedures.htm Developing Your People, Workforce Development and Workforce Training, AmCheck, http://www.amcheck.com/news-articles/workforce-development.php Employee Relations Series, United States Office of Personnel Management, GS-0230, June 1976, TS-25, http://www.opm.gov/fedclass/gs0230.pdf Larry Levy, http://www.employeerelationsmanagement.com/ Resources for you, Employee Relations, Printing Industries Association of San Diego, http://www.piasd.org/employee.html Read More