relationship between employer and employee in an organisation pdf

Relationship Between Employer And Employee In An Organisation Pdf

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Employment is a relationship between two parties , usually based on contract where work is paid for, where one party, which may be a corporation , for profit , not-for-profit organization , co-operative or other entity is the employer and the other is the employee.

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Employee relations can make or break the workplace climate. Contents What is employee relations? ER focuses both on individual and collective relationships in the workplace with an increasing emphasis on the relationship between managers and their team members.

Strategy for Effective Employee Relations

Employment is a relationship between two parties , usually based on contract where work is paid for, where one party, which may be a corporation , for profit , not-for-profit organization , co-operative or other entity is the employer and the other is the employee.

Employees in some fields or sectors may receive gratuities , bonus payment or stock options. In some types of employment, employees may receive benefits in addition to payment. Benefits can include health insurance , housing , disability insurance or use of a gym. Employment is typically governed by employment laws , organisation or legal contracts. An employee contributes labor and expertise to an endeavor of an employer or of a person conducting a business or undertaking PCB [2] and is usually hired to perform specific duties which are packaged into a job.

In a corporate context, an employee is a person who is hired to provide services to a company on a regular basis in exchange for compensation and who does not provide these services as part of an independent business.

An issue that arises in most companies, especially the ones that are in the gig economy, is the classification of workers. A lot of workers that fulfill gigs are often hired as independent contractors. As a general principle of employment law, in the United States, there is a difference between an agent and an independent contractor. The default status of a worker is employee unless specific guidelines are met, which can be determined by the ABC test.

Provided key circumstances, including ones such as that the worker is paid regularly, follows set hours of work, is supplied with tools from the employer, is closely monitored by the employer, acting on behalf of the employer, only works for one employer at a time, they are considered an employee, [5] and the employer will generally be liable for their actions and be obliged to give them benefits.

Employer and managerial control within an organization rests at many levels and has important implications for staff and productivity alike, with control forming the fundamental link between desired outcomes and actual processes. Employers must balance interests such as decreasing wage constraints with a maximization of labor productivity in order to achieve a profitable and productive employment relationship. The main ways for employers to find workers and for people to find employers are via jobs listings in newspapers via classified advertising and online, also called job boards.

Employers and job seekers also often find each other via professional recruitment consultants which receive a commission from the employer to find, screen and select suitable candidates. However, a study has shown that such consultants may not be reliable when they fail to use established principles in selecting employees.

Employer and potential employee commonly take the additional step of getting to know each other through the process of job interview. Training and development refers to the employer's effort to equip a newly hired employee with the necessary skills to perform at the job, and to help the employee grow within the organization.

An appropriate level of training and development helps to improve employee's job satisfaction. There are many ways that employees are paid, including by hourly wages, by piecework , by yearly salary , or by gratuities with the latter often being combined with another form of payment.

In sales jobs and real estate positions, the employee may be paid a commission , a percentage of the value of the goods or services that they have sold. In some fields and professions e. Some executives and employees may be paid in stocks or stock options , a compensation approach that has the added benefit, from the company's point of view, of helping to align the interests of the compensated individual with the performance of the company.

Under the faithless servant doctrine, a doctrine under the laws of a number of states in the United States, and most notably New York State law , an employee who acts unfaithfully towards his employer must forfeit all of the compensation he received during the period of his disloyalty. Employee benefits are various non-wage compensation provided to employees in addition to their wages or salaries.

The benefits can include: housing employer-provided or employer-paid , group insurance health, dental, life etc. In some cases, such as with workers employed in remote or isolated regions, the benefits may include meals.

Employee benefits can improve the relationship between employee and employer and lowers staff turnover. Organizational justice is an employee's perception and judgement of employer's treatment in the context of fairness or justice. The resulting actions to influence the employee-employer relationship is also a part of organizational justice.

Employees can organize into trade or labor unions , which represent the work force to collectively bargain with the management of organizations about working, and contractual conditions and services. Usually, either an employee or employer may end the relationship at any time, often subject to a certain notice period. This is referred to as at-will employment. The contract between the two parties specifies the responsibilities of each when ending the relationship and may include requirements such as notice periods, severance pay , and security measures.

Another type of termination is a layoff. Wage labor is the socioeconomic relationship between a worker and an employer, where the worker sells their labor under a formal or informal employment contract. These transactions usually occur in a labor market where wages are market determined. A wage laborer is a person whose primary means of income is from the selling of his or her labor in this way. In modern mixed economies such as that of the OECD countries , it is currently the dominant form of work arrangement.

Although most work occurs following this structure, the wage work arrangements of CEOs , professional employees, and professional contract workers are sometimes conflated with class assignments , so that "wage labor" is considered to apply only to unskilled, semi-skilled or manual labor. Wage labor, as institutionalized under today's market economic systems, has been criticized, [15] especially by both mainstream socialists and anarcho-syndicalists , [16] [17] [18] [19] using the pejorative term wage slavery.

Cicero is also known to have suggested such parallels. The American philosopher John Dewey posited that until " industrial feudalism " is replaced by "industrial democracy ", politics will be "the shadow cast on society by big business".

Australian employment has been governed by the Fair Work Act since Bangladesh Association of International Recruiting Agencies BAIRA is an association of national level with its international reputation of co-operation and welfare of the migrant workforce as well as its approximately members agencies in collaboration with and support from the Government of Bangladesh.

In the Canadian province of Ontario , formal complaints can be brought to the Ministry of Labour. In the province of Quebec , grievances can be filed with the Commission des normes du travail. Contract labor in Pakistan must be paid minimum wage and certain facilities are to be provided to labor.

However, the Acts are not yet fully implemented. Contract labor in India must be paid minimum wage and certain facilities are to be provided to labor. However, there is still a large amount of work that remains to be done to fully implement the Act. In the Philippines , employment is regulated by the Department of Labor and Employment.

In the United Kingdom, employment contracts are categorized by the government into the following types: [27]. For purposes of U. Employees are often contrasted with independent contractors , especially when there is dispute as to the worker's entitlement to have matching taxes paid, workers compensation , and unemployment insurance benefits.

However, in September , the court case of Brown v. Kaz, Inc. In non-union work environments, in the United States, unjust termination complaints can be brought to the United States Department of Labor.

Labor unions are legally recognized as representatives of workers in many industries in the United States. Their activity today centers on collective bargaining over wages, benefits, and working conditions for their membership, and on representing their members in disputes with management over violations of contract provisions. Larger unions also typically engage in lobbying activities and electioneering at the state and federal level.

Both advocate policies and legislation on behalf of workers in the United States and Canada, and take an active role in politics. American business theorist Jeffrey Pfeffer posits that contemporary employment practices and employer commonalities in the United States, including toxic working environments, job insecurity, long hours and increased performance pressure from management, are responsible for , excess deaths annually, making the workplace the fifth leading cause of death in the United States.

According to Swedish law, [32] there are three types of employment. There are no laws about minimum salary in Sweden. Instead, there are agreements between employer organizations and trade unions about minimum salaries, and other employment conditions.

The employee is expected to be answering the phone and come to work when needed, e. They will receive salary only for actual work time and can in reality be fired for no reason by not being called anymore. This type of contract is common in the public sector. Young workers are at higher risk for occupational injury and face certain occupational hazards at a higher rate; this is generally due to their employment in high-risk industries.

For example, in the United States, young people are injured at work at twice the rate of their older counterparts. High-risk industries for young workers include agriculture, restaurants, waste management, and mining. Youth employment programs are most effective when they include both theoretical classroom training and hands-on training with work placements.

In the conversation of employment among younger aged workers, youth unemployment has also been monitored. Youth unemployment rates tend to be higher than the adult rates in every country in the world. Those older than the statutory defined retirement age may continue to work, either out of enjoyment or necessity. However, depending on the nature of the job, older workers may need to transition into less-physical forms of work to avoid injury. Working past retirement age also has positive effects, because it gives a sense of purpose and allows people to maintain social networks and activity levels.

Increases in employment without increases in productivity leads to a rise in the number of "working poor", which is why some experts are now promoting the creation of "quality" and not "quantity" in labor market policies.

Researchers at the Overseas Development Institute argue that there are differences across economic sectors in creating employment that reduces poverty. This study showed that other sectors were just as important in reducing unemployment , such as manufacturing. Agriculture provides a safety net for jobs and economic buffer when other sectors are struggling. Scholars conceptualize the employment relationship in various ways.

Any conflicts that exist are seen as a manifestation of poor human resource management policies or interpersonal clashes such as personality conflicts, both of which can and should be managed away. Lastly, the critical paradigm emphasizes antagonistic conflicts of interests between various groups e. As a result, there are four common models of employment: [43].

These models are important because they help reveal why individuals hold differing perspectives on human resource management policies, labor unions, and employment regulation. Literature on the employment impact of economic growth and on how growth is associated with employment at a macro, sector and industry level was aggregated in Researchers found evidence to suggest growth in manufacturing and services have good impact on employment.

They found GDP growth on employment in agriculture to be limited, but that value-added growth had a relatively larger impact. For extractives, they again found extensive evidence suggesting growth in the sector has limited impact on employment.

In textiles, however, although evidence was low, studies suggest growth there positively contributed to job creation. In agri-business and food processing , they found impact growth to be positive. They found that most available literature focuses on OECD and middle-income countries somewhat, where economic growth impact has been shown to be positive on employment. The researchers didn't find sufficient evidence to conclude any impact of growth on employment in LDCs despite some pointing to the positive impact, others point to limitations.

They recommended that complementary policies are necessary to ensure economic growth's positive impact on LDC employment. With trade, industry and investment, they only found limited evidence of positive impact on employment from industrial and investment policies and for others, while large bodies of evidence does exist, the exact impact remains contested. Researchers have also explored the relationship between employment and illicit activities.

Managing the employment relationship

Javascript is currently disabled in your browser. Several features of this site will not function whilst javascript is disabled. Received 8 March Published 24 July Volume Pages — Review by Single anonymous peer review.

This research explores the historical perspective of business ethics from the viewpoint of the employer—employee relationship by outlining the impact of the changing social contract between employer and employee relations from the end of World War II to the current day; provides the basic definition of the key elements of the organizational social contract and outlines the social contract in employment relations. It also provides what the author believes to be the key drivers in employer—employee relations and the benefits to good employer—employee relations for each individual within the employment relationship. The results of this research indicate a significant shift in business ethics as it relates to the employers relationship to the employee within a work environment. It further shows the state of the employment relationship prior to World War II. Written contracts were unheard of, but rather, the employment agreement was steeped in a tradition that carried the promise sealed with nothing but a handshake.

Managing the employment relationship

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Employer-Employee Relationship and Organisational culture. Chapters 1-5

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