EMPLOYEE RELATIONS REQUIRES AN INTEGRATED APPROACH FROM MANAGEMENT Essay

EMPLOYEE RELATIONS REQUIRES AN INTEGRATED APPROACH FROM MANAGEMENT - Essay Example Guidelines are drawn to assist the employee understanding of the goal and objectives set by the management, more so, information is given to help the employees while taking corrective action and they are further given advise on how to go about bargaining their terms of employments, legislation and regulation. Employees relations is some times confused or used as a synonym for industrial relation since it deal with the relationship of workers and management and the conduct of workers in the in work place. To understand the employee relations, one must start by understanding the legal frame work in the work place, and then consider the social psychological influence aspect part of the employee in terms of trust, communication and commitment. In deep understanding of the employee relations, it's important to consider factors that influence the employer employee relationship Globalization is one of the factors affecting the employee relations, otherwise known as the industrial relations. Strategic management is important because changes in employee relations has resulted to increased bargaining power of the employees, flexibility in working time as well as changing job functions and this has occurred due to the increase in competition, product processes changes due to consumer awareness combined with the increasing essence in quality, productivity and skills. An integration of all these factors has had impact on the practices and policies of the management. While managing change in the firm, the employee involvement in making sure the change is effected is very important while the management has to ensure that the skills processed by the employees are compatible with those required in the market to meet the customer needs. The results of globalization are that:- Countries have become more interdependent economically than before due to the breakdown of barriers of trade hence they cannot become self reliant. Governments have been unable to control information, technology and capital flow across the boundaries. Markets are now not regulated allowing the goods, services and capital to integrate like the European Union Companies are becoming global entities which are forming the global webs due to de-nationalization of firms The firms have discovered the importance of remaining competitive in the market b y producing high quality services and goods A strategic human resource management is essential in making sure the objectives of production of high quality products, ability to counter fast to the dynamics of the market and continuous innovation are attained, and this can only be achieved through employee training, involvement and intrinsic and extrinsic rewards, this making the employee relations to be of paramount importance in management. In many firms which include the general motors, the employee relations are taken to consist of five values which have enabled the management to succeed in achieving its objectives, these are: How the works are organize Acquisition skills and development of employees Compensation and pay processes and structures Security arrangements on employment and staffing Labor management issues With the increased importance of the employee relations, the human resources is has shifted it focus to quality, innovation and reduction of the cost. The importance of human resource management (HRM) is reflected in the personnel management in the firms. Employee

Meaning and the Symbolical Features of Organisations Essay

Meaning and the Symbolical Features of Organisations - Essay Example The narratives, which is also referred to as organizational stories, sagas, and myths, work to guide members in understanding and representing the organization’s objective and the function of its members. The organizational narrative gives information about ideologies and standards, and it plays several roles in an organization—resolving gaps between the past and the present, moderating power relations, prevention of conflict, and reconciliation of tensions between individual and organizational interests (Gabriel, 2000, p.10). This essay discusses the relationship between narrative and heritage. A narrative in Organisations There is seven types of narrative that have been observed to occur in various organizations. First are narratives about how the organisation solves problems; second are narratives about how the person in charge or the manager responds to mistakes; third are stories addressing the issue of how much assistance or support an organisation will give to it s people when they have to transfer regularly; fourth are narratives about how an organisation acts when confronted with the likelihood of laying off or discharging employees (Czarniawska, 1998, pp. 2-3); fifth is a narrative about the likelihood of a praiseworthy employee being recognised or rewarded by the organisation; sixth is a narrative about the level of respect and compassion the manager shows in relation to his/her subordinates; and seventh is a narrative about breaking the rules wherein a senior manager violates a rule which his/her subordinate should then implement (Czarniawska, 1998, p. 3). Every narrative has good and bad versions, which always reveal the conflicts that develop from a tension between individual values and organizational interests. These conflicts relate to the problems of control vs. chaos, stability vs. instability, and equality vs. hierarchy within the organization (Lipman, 1999, p. 22). When these narratives or events come together to form a broader or more complete narrative, the central identity or purpose is formed. This central narrative consolidates events and experiences into a main interpretative system for the organization. In an article of the Administrative Quarterly Review, dedicated to the discussion of organizational culture, several organizational experts talked about techniques they have created for explaining the interpretative structures that work at more profound aspects of an organization (Polkinghorne, 1988, p. 122). For instance, as a support for planning and dealing with problems, Mitroff and Killman encouraged bosses to relate stories about an organization; afterward, they grouped them in accordance to the Jungian personality styles.