Positive Employee Relations towards Organizational Growth
Evolution of Employee Relations:
In their article, Brhane, H. and Zewdie, S has explained Employee relations as an interpersonal relationship concept which is replaced by Industrial relations which was there before 20th century.
What is Industrial Relations?
What is Employee Relations?
Approaches of employee relations:
According to Armstrong's Handbook, there are 4 main approaches you can use for emoloyee relations.
1. Adversarial: This is when organization gives the order, employees are expected to fit in
2. Traditional: In this scenario the management proposes the work. Employees can reacts through their representatives. If they do not have a representative they either have to accept the situation or walk away.
3. Partnership: This is when the organization gets employees involved in drawing up and executing organizational policies. But, the organization has the right to manage.
4. Power Sharing: This is when employees get engaged in day-to-day as well as strategic decision making.
Where do you stand in your organizations? Do you also have an authority?
In current context of organizations, we can see Adversarial and Traditional approaches. Partnership is what mostly empoloyees are interested about. Power Sharing is very rare.
Employee Relation Policy Areas:
1. The employment relationship : Terms and conditions of the employment
2. Trade Union Recognition : Whether trade unions are recognized or not, which union or unions organization prefers to deal with,
3. Collective Bargaining :The extent to which it should be centralized and scope of areas that should be covered by collective bargaining
4. Employment Relations Procedure : Nature and scope of handling the employee redundancy, grievance and descipline.
5. Participation and involvement : How far organization is ready to hear the voice of employees
6. Partnership : the extent to partnership approach is desireable
7. Harmonization : Providing same terms and conditions to all. (staff and manual workers)
8. Working Arrangements : This includes job-based or functional flexibility.
Conclusion:
Having a positive employee relations for an organizations is important. As per the above video, it helps you to have employee engagement, commitment and connection to their work. Additionally when employees are engaged in decision making and policy development they feel valued and involved which will result in motivation and ultimately they will help the growth of the organization. It will also help the organization to have a positive work culture for its employees. Most importantly when you engage your employees in developing policies organization will get diversified ideas in different angles which will help immensely to the growth of the organization.
References:
- Brhane, H. and Zewdie, S., 2018. A literature review on the effects of employee relation on improving employee performance.
- Leat, M., 2008. Employee relations. Edinburg Business School, Heriot-Wat University Lunenburg, FC,(2010): Formal Communication Channels: Upward, Downward, Horizontal, and External Focus On Colleges, Universities, And Schools, 4(1).
- McConnell, C.R., 1986. The evolution of employee relations. a new look at criticism and discipline. The Health Care Manager, 4(2), p.80.
- Armstrong, M. and Taylor, S., 2023. Armstrong's handbook of human resource management practice: A guide to the theory and practice of people management. Kogan Page Publishers.
Correctly said. By fostering positive employee relations, organizations can create a supportive and inclusive work environment where employees are motivated to perform at their best.
ReplyDeleteWhen employees perform their best organization also gets benefited by achieving its goals and objectives which ultimately result in its growth
DeleteGood article with clear explanation. If we take care of employees they will take care of the company and clients. This is the truth which most of them do not understand. It is important to create a proper working environment for the employees, if not company will have to face the employee turn over which impact to the company operations.
ReplyDeleteDefinitely. Employee relations can impact many ways. I have not spoken the ways that it could be affected. Having positive relations with employees really helps organizations to create a great work culture which will help them to retain employees
DeleteIntresting article with well explained.Employee realtions depend the organisational growth and culture which effect the positively employee retention.
ReplyDeleteEmployee relations priorities cooperation and working together, but what about conflict of interest when negotiating such as wages, benefits. In what way fairness is ensured?
ReplyDeleteHi Nufail. At this point we can bring up collective bargaining as a way to negotiate terms. Since collective bargaining happens if you have trade union in the organization. But if you do not have a trade union, employees can with their management during annual appraisals, during operational meetings. Usually decisions are made by the senior management. At this point HR department is the bridge between the senior management and employees. HR department can bring up employee grievances and request for fair distribution of profits and other benefits. :)
Delete(Frederick Herzberg, 1959): "The opposite of job satisfaction is not job dissatisfaction, but no job satisfaction; or, to put it another way, the opposite of motivation is not demotivation, but no motivation."
ReplyDeleteGreat citation Dilshad! This is true isn't it? When you have no satisfaction and no motivation, your engagement automatically flops. Which will directly impact on performance. This will definitely affect employee and employer relationship.
DeleteThis blog effectively conveys the importance of developing relationships among coworkers as per (2017) Armstrong, which eventually boosts output and happiness. Well done for emphasizing the value of creating a positive and cooperative work atmosphere. Good post.
ReplyDeleteThank You very much Mihira. Having a positive relationship will create a loyal workforce. This will ultimately affect on employee performance and achieving goals and objectives efficiently and effectively.
DeleteDefinitely! Positive employee relations are key for growth. When employees feel valued and engaged, they're more committed and productive. Involving them in decision-making and policy development brings diverse ideas and fosters a great work culture.
ReplyDeleteHi Minoshi. Exactly. When you get employees involved in decision and policy development, employees will feel valued and engaged. Which will also help them to understand the organization expectation. Hence they will achieve the desired goals of the organization the exact way it is expected to achieve.
DeleteHi Tharukshi! your insights on employee relations and its impact on organizational growth are invaluable. Your clear explanations of various approaches and policy areas offer valuable guidance for fostering positive workplace dynamics. I share your belief in the significance of employee engagement and involvement in decision-making processes, as it empowers individuals and drives organizational success. Keep up the excellent work in elucidating crucial aspects of organizational management!
ReplyDeleteThank You very much Thisari. In certain aspects, Adversal method works too. For an example for a newly joined employee for an assistant role will need proper guidance and will need more experience to involve in decision making. Yet for employees who are experienced and in managerial levels will expect the partnership and power sharing
DeleteThis is a great overview of the evolution of employee relations! How can organizations effectively transition from traditional or adversarial models to more inclusive partnership or power-sharing approaches? What strategies work best for this change?
ReplyDeleteHi Ramesh. Thank You for your question. Organizations can get employees with more experience and managerial level for strategy development meetings that organizations have annually. As I have mentioned to Thisari, Adversarial and Traditional ways will work for employees on executive and below executive levels.
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