However, both employers and unions can gain more out of their interactions if they improve their working relationship. Union-management cooperation characterizes a relationship between employers and labor unions that has the mutual aim of improving organizational performance and sustainability, which in turn benefits both the employer and employees See Reference 1.
Sales profit, good marketing, creativity, vision and even an attractive slogan. But the underlining factor behind all of this, the thing that makes all of this possible, is employer-employee relationships. Why is an Employer-Employee relationship important for an organization?
The relationship between an employer and an employee is a key deciding factor because it is very important to have mutual trust. An employer should trust his employee and an employee should trust his employer.
This trust factor actually helps in building a relation between both the parties. Once this trust factor is built then we say that the base of the relationship between the parties is set.
Going forward trust helps to maintain the relationship and helps both the parties to understand each other well so that both can contribute to the development of the organization and personal development. It helps in maintaining the satisfaction level of both the parties which is very important for both the employer and employee as if any of the party is not satisfied the growth of the organization is not possible.
This can be anything from protecting the welfare of employees, to treating them respectfully, providing good working conditions and not abusing their power or discriminating against them.
Loyalty goes both ways. Employees should practice professionalism, using their work time effectively, giving notice before leaving or respecting confidentiality agreements, practicing healthy office culture. Uncovering strengths Once the trust part is built between the two parties, the next thing that comes is knowing.
When you know the strengths, weaknesses, way of living etc it helps in delegating responsibilities, avoiding misconceptions. This helps to maintain the motivation level among the employees as they can easily complete the task delegated to them.
Also knowing the weaknesses helps the employer to design tasks that would help the employee to overcome those weaknesses. This makes the employee feel happy because he feels he is important for the organization.
When an employee knows the leadership style of his employer it helps him in understanding his decisions, his strategies, etc which prevents wrong assumptions and misconceptions. The employee understands why a task has been delegated to him, what should be his action steps to complete the tasks etc.
Apart from knowing each other it is very important to have knowledge about self. If the other person knows our strengths and weaknesses but we are unaware of our strengths and weakness then possibilities of conflict, dissatisfaction may evolve and this could hamper the growth of the organization Hence it becomes very important to know self and the other person so the balance is maintained.
You are motivated by numbers, ranking and being measured in your work, but your employee is more concerned with maintaining a pleasant work environment, just wants to implicate others in the processes and will even go as far as putting his own work aside to help colleagues.
You might think you are encouraging him by posting a list of top 10 sales advisers in the office when you are actually discouraging him.
His motivation is centered on being of service, mutual help and teamwork. Maybe all the employees can work for extra time, if any previous tasks are pending complete and submit them, and the best the employees can do is wear a smile on their face and work harder.
You may not believe but this actually helps in bringing back the motivation level of the employer. When an employer sees all his employees working hard and that too happily their morale is boosted.
There are questions you need to ask yourself.
Would it take your employees less or more time to recover from a stressful situation than you would think? Are they receiving the encouragement they need? Do they need that extra pat on the back every now and then?A company that doesn't foster a productive relationship between employees and managers also may develop a poor reputation in the industry.
Journal of Management and Marketing Research The role of leadership, Page 1 The role of leadership between the employees and the organization: a bridge or a ravine? International Journal of Humanities and Social Science Vol.
2 No. 10 [Special Issue – May ] 62 Relationship between Strategic Human Resource Management and Firm. the relationship between these leadership styles and employee performance.
The study is a comparison between selected public and private sector enterprises and the data comprises of 43 middle‐level managers.
paper is to examine the long run relationship between human resources management and employees’ productivity in Etisalat Nigeria telecommunication. More so, primary and secondary data was adopted. Wage and Hour Division (WHD) (Revised July ) Fact Sheet Employment Relationship Under the Fair Labor Standards Act (FLSA) This fact sheet provides general information concerning the meaning of "employment relationship" and the significance of that determination in applying provisions of the FLSA..