The paper 'Employee Relations Issues' is a great example of a Management Case Study. Employee Relations is a technique employed by many organizations to ensure a fruitful relationship between employees themselves and the organization’ s management. To a large extend, employee relations try to take into consideration many strategies concerned with maintaining good relationships between employer and employee that aim at contributing satisfactory productivity in the organization, motivation, and morale of employees (Adkins and Caldwell, 2004). Essentially, employee relations concern the prevention and resolution of conflicts and problems that greatly involve individuals in workplaces.
Such problems involve issues that mainly arise out of workplaces and work stations. It is an obvious fact that an organization will not have the ability to perform diligently with the help of non-living entities alone. It, therefore, means that any organization needs human beings who work together in a good relationship for magnificent performance-oriented at achieving the organizational goals and objectives (Adkins and Caldwell, 2004). Employees working together towards the achievement of a common goal at a commonplace in an organization must have a relationship relative to the organization’ s goals and objectives.
In fact, any organization’ s employees remain the major assets that an organization must make sure that their relationships remain a key priority. Furthermore, the success or failure of any organization directly translates to the employee relationship strategies employed by the organization. It is important for every organization’ s employees to share a good rapport amongst them and strive hard towards the achievement of organizational goals and objectives (Burman and Evans, 2008). Furthermore, it is important for employees to complement each other as a team and work together as a single unit for effective relationships within workplaces.
Effective employee relations and strategies mean proper communication, employee safety, and well-being, and job satisfaction, and reward of good performance (Pun et al. , 2012). Overall Employee Relations Strategies As discussed above, employee relation strategies strive to provide a range of services that bridge the difference between employees and employers in any given organization. In light of conflict management in organizations, a healthy employee relation plays a key role in minimizing and fighting conflict among individuals (Patrick, 2008). It also ensures minimal resistance to change among organizational staff as employees will tend to cooperate towards achieving organizational predefined goals and objectives.
People tend to adjust more and stop finding faults in each other. With health employee relations, it will be difficult to find employees wasting their vital time in dealing with meaningless conflicts and disputes (Patrick, 2008). To a large extend, employees will tend to concentrate on their work and work hard to perform better in their respective activities. Any organization with good employee relations strategies will see its employees treating each other as friends and trying their level best to compromise and put more effort towards organizational vision and mission. Not surprisingly, the culture of every organization depends much on the relationship held by its employees.
The strategies adopted by organizations on employee relations will determine the organizational culture and its perception. One of the key ingredients is for inculcating good organizational culture includes ensuring proper employee relations strategies (Adkins and Caldwell, 2004).
Adkins, B., and Caldwell, D. (2004). Firm or subgroup culture: Where does fitting in matter most? Journal of Organizational Behavior, 25(8), p. 969–978
Burman, R., and Evans, A.J. (2008). Target Zero: A Culture of safety, Defense Aviation Safety Centre Journal, pp. 22–27.
Harvey, Carol P. (2012). Understanding and Managing Diversity. New Jersey: Pearson Education
Patrick J. Montana (2008). Management. New York: Barron's Educational Series
Pun, K.-F., Yam, R & W.G. Lewis (2003). Safety management system registration in the shipping industry, International Journal of Quality & Reliability Management, Vol. 20, No. 6, pp. 704-721.
Thompson, E. & Phua F. (2012). A Brief Index of Affective Job Satisfaction. Group & Organization Management 37 (3), 275–307.
Rode, J. C. (2004). Job satisfaction and life satisfaction revisited. A longitudinal test of an integrated model. Human Relations, 57(9), 1205-1230.
Roughton, James (2002). Developing an Effective Safety Culture: A Leadership Approach (1st ed.). Butterworth-Heinemann.
Schaller-Demers, D. (2008). Conflict: A Catalyst for Institutional Change. Journal of Research Administration, 39(2), 81-90.