Employment relationship describes how employees and employers work together. It is the contract that expresses certain assumptions and expectations about what the employers and employees have to offer and what are they willing to deliver. It may or may not be in the written format (Armstrong, 2012).
International Labor Organization (ILO) has defined employment relationship as the legal link between employers and employees that exists when a person performs work or services under certain conditions in return for remuneration.
The dimensions of an employment relationship includes:
◉ People: The people component of employment relationship consists of the managers, employees and employees’ representatives. The relationship of an individual with the managers and colleagues has significant impact in the work performance. Some people feel connected and come to work every day for the team and the company. The focal persons and labor unions within the organization also contributes in the employment relationship. The more one feel connected with the people in the organization, the better is the employment relationship.
◉ Substance: Substance consists of the individual and collective components. Job rewards, career, communication, culture, joint agreement and joint machinery are the constituents of this dimension. The employment relationship is fostered if the job matches the ultimate aim of the employees, the rewards are associated with performance, there is multilateral communication within the organization, there are consultative committees and the decisions are taken collectively.
◉ Structure: The structure consists of the formal rules and procedures along with the informal understandings, expectations and assumptions. The rules and regulations are there to facilitate and address fairness. The management of employee relationship is generally done through the organization’s formal and informal employment practices. These practices shape the interactions between the people working in the organization and help in creating the climate that is acceptable to all parties.
◉ Operation: The level, process and style of the organization plays important role in employment relationship. If the operations of organization facilitates the climate of mutual trust, openness and maintenance of harmonious relationships, the employment relationship is stronger and positive.
Trust is a cultural norm that is an outcome of good management. It is not about managing people or processes but is related with the relationship and mutual support amongst the people. A climate of trust is an important element in positive employment relationship. Trust is developed by mutual understanding of expectations of the employers and employees.
In order to develop trust between employers and employees in an organization, the management should be honest with people and live its core values. The organizational system should be transparent and the employees should have their say in major organizational decisions. In addition to this, sharing information, spending time with the colleagues, showing concern for the problems and aspirations of employees and listening to the employees without being judgemental helps in developing trust. The employer needs to articulate and frequently repeat the common goals that everyone in the organization is striving to achieve, shared values that are important and larger purpose of which everyone is a part of to create a climate of trust. The relationship between employer and employee is the foundation of trust so making sure that everyone knows they are interdependent with one another is very important (Kouzes & Posner, 2012). Treating people as the greatest asset and maintaining fair, equitable and consistent organizational procedure helps in developing and maintaining the trust.
References
Armstrong, M. (2012). Armstrong’s Handbook on Human Resource Management Practice. London: Kogan Page.
Kouzes, J. M., & Posner, B. Z. (2012). The Leadership Challenge. San Francisco: A Wiley Brand.
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Employment relationship describes how employees and employers work together. It is the contract that expresses certain assumptions and expectations about what the employers and employees have to offer and what are they willing to deliver. It may or may not be in the written format (Armstrong, 2012).
International Labor Organization (ILO) has defined employment relationship as the legal link between employers and employees that exists when a person performs work or services under certain conditions in return for remuneration.
The dimensions of an employment relationship includes:
◉ People: The people component of employment relationship consists of the managers, employees and employees’ representatives. The relationship of an individual with the managers and colleagues has significant impact in the work performance. Some people feel connected and come to work every day for the team and the company. The focal persons and labor unions within the organization also contributes in the employment relationship. The more one feel connected with the people in the organization, the better is the employment relationship.
◉ Substance: Substance consists of the individual and collective components. Job rewards, career, communication, culture, joint agreement and joint machinery are the constituents of this dimension. The employment relationship is fostered if the job matches the ultimate aim of the employees, the rewards are associated with performance, there is multilateral communication within the organization, there are consultative committees and the decisions are taken collectively.
◉ Structure: The structure consists of the formal rules and procedures along with the informal understandings, expectations and assumptions. The rules and regulations are there to facilitate and address fairness. The management of employee relationship is generally done through the organization’s formal and informal employment practices. These practices shape the interactions between the people working in the organization and help in creating the climate that is acceptable to all parties.
◉ Operation: The level, process and style of the organization plays important role in employment relationship. If the operations of organization facilitates the climate of mutual trust, openness and maintenance of harmonious relationships, the employment relationship is stronger and positive.
Trust is a cultural norm that is an outcome of good management. It is not about managing people or processes but is related with the relationship and mutual support amongst the people. A climate of trust is an important element in positive employment relationship. Trust is developed by mutual understanding of expectations of the employers and employees.
In order to develop trust between employers and employees in an organization, the management should be honest with people and live its core values. The organizational system should be transparent and the employees should have their say in major organizational decisions. In addition to this, sharing information, spending time with the colleagues, showing concern for the problems and aspirations of employees and listening to the employees without being judgemental helps in developing trust. The employer needs to articulate and frequently repeat the common goals that everyone in the organization is striving to achieve, shared values that are important and larger purpose of which everyone is a part of to create a climate of trust. The relationship between employer and employee is the foundation of trust so making sure that everyone knows they are interdependent with one another is very important (Kouzes & Posner, 2012). Treating people as the greatest asset and maintaining fair, equitable and consistent organizational procedure helps in developing and maintaining the trust.
References
Armstrong, M. (2012). Armstrong’s Handbook on Human Resource Management Practice. London: Kogan Page.
Kouzes, J. M., & Posner, B. Z. (2012). The Leadership Challenge. San Francisco: A Wiley Brand.