6 December, 2010.IntroductionWorkers are only willing to perform while employers only willing to utilize labour under some particular settings showing a broad variety of concerns such as wages as well as supplementary service conditions and terms, operational hours, work autonomy, chances for promotion along with employee participation in corporation strategy -creation. Such concerns emerge in the constant exchange linking both parties engaged in the service relation. They don’t control all facets of service affiliation, but there is as well the discussion and concession connecting the institutes that represent their interests like the trade unions and employers’ association.
In other words, no modern society has ever accepted a purely individualistic determination of the employment relationship. In fact, most societies have developed an entire series of labour market institutions, varying from social custom and moral codes to labour law and collective agreements (the outcome of collective bargaining at an average level which lies above the private level linking employer to worker). Between the two wars, especially after the Second World War, most Western capitalist economies developed institutions to regulate the employment relationship. These institutions did not develop at the same pace and in a comparable manner in all nations.
However, there was a general process of collectivization and institutionalization of the employment relationship that was initiated. Employment terms and conditions were gradually subject to a form of collective regulation involving the trade unions, normally at the industry or national level, but in some cases at the company level as well (Ruysseveldt, Huiskamp, & Hoof, 1995 p. 2). The process of collectivization was accompanied by the gradual standardization of employment terms. Between the Second Word War and the 1980s, the terms of employment within industries and companies converged more and more.
This paper discusses the concepts of employment relationship and employee involvement. The employment relationshipEvery time an executive and worker wish to enter into a work relationship, an exchange takes place. The employer is only prepared to hire labour under certain conditions and in the same way, the worker is only willing to apply his or her labour in the production process under certain settings. It is extremely unusual to come across the employer and the employee agreeing immediately on these conditions.
Most of the time, it calls for negotiations so that the two parties can settle on promises and offers, use their position of power to obtain the best possible conditions and ultimately reach agreement or decide not to enter into exchange at all. The term employment relationship refers to the circumstances beneath which the manager makes a decision to employ human resource while the worker chooses to vend his manpower to the manager. These conditions are related to the particular features which differentiate exchange on labour market from that which occurs on other markets in terms of: the setting of the exchange, the position (of power) of the parties to the exchange; and the regulation of the exchange.
The employment relationship covers all facets of labour, either implicitly or explicitly. Apart from wages, the employer offers an individual way of dealing with people and the quality of the work to be done. That is the monotony or variation of work, the measure of employee’s responsibility in addition to the safety of the work.
Nevertheless, the employee has a major input, for instance, the employee’s educational background, training, and experience as well as specialist know-how. Furthermore, the worker contributes enthusiasm and involvement in his or her work.