Essays on External Factors that Impact on the Employment Relationship Assignment

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The paper "External Factors that Impact on the Employment Relationship" is a great example of a management assignment.   Employment legal cases and processes have been rising in society. Employers have many times failed to realize that they can reduce the flame during employment course by being honest with employees about concerns and problems and by putting in place mechanisms that would allow them to effectively manage employee discipline, discharge and performance. It is less costly to have good practice in employee relations management than the cost of defending the organization against a lawsuit.

If employers implement good practice for employee relations they will avoid litigation. Employees have individual rights that if not respected by the employer it will lead to litigation. TASK A Explore individual rights your employees have within an employment relationship. You should cover the following Describe at least two internal and two external factors that impact on the employment relationship The employment relationship is the link between employers and employees which exist when an employee performs services or work under certain given conditions in return for remuneration. Defined obligations and rights between employee and employer are created through the employee relationship.

The employment relationship is affected by external and internal factors. Organization politics as an internal factor can have either a positive or negative impact in the workplace and can also reflect the kind of labor relations policy that an organization can have. An organization that entertains nepotism can provide high favoritism in work promotion and fraud in financial transactions. Another internal factor is changes in management. Employees will be concerned about its effect on their jobs, advancement opportunities, pay issues, working conditions and benefits. Inflation as an external factor can affect the employment relationship negatively.

The employer may be unable to raise the salaries as expected by employees who may become discontented and seek greener pastures. This may affect the organization’ s profitability. Labour unions as an external factor can influence the employment relationship. They bargain with employers on workers’ behalf and fight for better workers’ benefits, wages and better rights. However, unions can harm the companies that employ their members because these unions can increase the cost of labour which lowers profits and industry competitiveness. At least three types of employment status and at least three reasons for the importance of identifying an individual’ s employment status. There are different types of employment status: worker, employee or self – employed.

Workers are those working under various contracts. Employees are workers though they have different responsibilities and employment rights than workers. For an individual to have a ‘ worker’ status he must perform the service or work personally without substituting another person and the work should not be part of his own business. The ‘ employee’ status applies to a large group of people in the workplace.

Employees are workers though they have a wide range of responsibilities and rights to and from their employer like they need to be providing an employer a minimum notice period if they want to leave their jobs. Employees have an employment contract under which they work. ‘ Self-employed’ status is where an individual is his own boss. The individual benefits from the protection of his health and safety and protection against discrimination. He is identified by the fact that he is in business by himself and provides services to many clients.

They are independent than workers as they have control of how and when to deliver the service and to who.

Reference

Currie, D. (2006) Introduction to human resource management: a guide to personnel in practice.

London: Chartered Institute of Personnel and Development.

Daniels, K. (2008) Employment law: an introduction for HR and business students. 2nd ed. London: Chartered Institute of Personnel and Development.

Gennard, J. and Judge, G. (2005) Employee Relations, 4th ed. London: Chartered Institute of

Personnel and Development.

Martin, M. & Jackson, T. (2005) Personnel practice. 4th ed. London: Chartered Institute of Personnel and Development.

Willey, B. (2009) Employment law in context: an introduction for HR professionals. 3rd ed. Harlow: Pearson Education.

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