REWARDS AND HINDRANCES
Mainly the Trade Unions represent employees and work more towards attracting interest of the employees by winning employee rights (Zhu, Warner, & Feng, 2011). An actively engaged Trade Union pave the way to create more benefits & rewards to the employees compared to few hindrances encounter.
Table 1: Rewards and Hindrances of TUs
|
REWARDS |
HINDRANCES |
|
Trade
Unions represents the employees to bargain |
In
different levels of the skills of the employees, Trade unions always pushes
for higher wages that leads to high tendency for unemployment |
|
Assist
to implement new working practices with more effective and improving labour
productivity |
Claiming
higher wages through strong unions may cause inflation (Cost-push inflation) |
|
Trade
unions improves the communication between employees and the management |
Unions
may lead the employees for strikes |
|
Represent
the employees |
Can
create confrontational attitudes which leads for disputes |
|
Improves
motivation and productivity |
|
WORKING ON EMPLOYEE RELATIONS AND INTENSION OF THE PROCESS
In
any organization, generally the employees together with the management expect
positive relationships in performing the duties in collective platforms
Employer,
Trade Unions, Government and the other beneficiaries of the companies workout
for the best to put forward the emotional, contractual, physical and practical exertions
to strengthen the positive relationships among the employees to ultimately harvest
the maximum output
Methodologies
of Employee Relations
~
Corrective Action Methodology
~
Supportive Action Methodology
~
Rule & Policy Interpretation Methodology
APPROACH IN IMPROVING EMPLOYEE RELATIONS
The
companies promote communication, valuing the employees though recognition,
appreciating and rewarding the employees, inspiring and equally treating every
employee and by training and offering career development paths
THE BENEFITS OF EMPLOYEE RELATIONS
Strong
employee relations play a key role in achieving a company’s success and rationalize
the sustainability of a company
References
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Role of Trade Unions:
ReplyDeleteThe trade union plays many roles in promoting the welfare of its members. For instance, trade unions play the role of bargaining power, minimize discrimination of any kind, sense of participation of the members, platform of self expression, betterment of employee relations (Employee and employee relationship, employee management, management and trade unions and trade union and other stakeholders of the organization) and sense of job security of Its members. However, they are reasons why union presence may have lower labour productivity, these are unions maybe associated with restrictive work practices, Industrial action may have an adverse impact, and finally trade union firms may invest less as compared to non union firms. Similarly, reasons why union presence may raise labour productivity are firms responses to union relative wage effects may result in higher labour productivity, unions may play a monitoring role on behalf of the employer and unions can stop exploitation of labour resulting in improved productivity. Restrictive work practices lower, labour productivity for instance in cases whereby there would be certain policies for overtime so that the effort is restricted during normal working hours in order to boost total pay through overtime. Industrial action may lower output or performance where it occurs, but the output might be made good by overtime. Therefore, such action or the threat of it causes uncertainty about output level and this tends to reduce the effectiveness of resources devoted to marketing and distribution. Hence a company will be impaired if delivery dates are not met(Seapei, 2011).
Productivity and business plans failing to meet internal deadlines lead to a company that is off course from organizations projected growth and once a company is off track, particularly if the series of missed deadlines cannot be explained by unexpected and temporary factors. Therefore the employee productivity through a happy employee is very much important to meet dead lines without hindrances(Haider, 2015).
DeleteHi Kalum, agree with you The union plays many roles in promoting the welfare of its members. For example, unions play a role in the bargaining power, minimizing any form of discrimination, enhancing the sense of participation of members, the platform of self-expression, improving employee relationships and the sense of job security of its members. However, the presence of trade unions leads to lower labour product productivity (Josephine, 2011).
ReplyDeleteRanga, lower productivity takes place when the employees are disheartened of the grievances, however an effective trade union can win the grievances to make a productive team of employees to the organization(Reyneri, 2001).
DeleteIn relation to their union membership, all workers who are trade union members have such rights. An employee, for instance, has the right not to be disqualified for wanting to join or remain a member of a trade union. An employer can face allegations of automatic wrongful dismissal if these rights are found to have been violated. The key purposes of trade unions are covered by this subject, the Information and Consultation Regulations 2004 on Workers.
ReplyDeleteAgreed MAlinga, Union membership must be made up mainly of workers and is independent of any employer, therefore the union membership is freely available on the discretion of the worker(Kelly, 2015).
DeleteAs per Gennard & Judge (2005), “employee relations is a study of the rules, regulations, and agreements by which employees are managed both as individuals and as a collective group, the priority given to the individual as opposed to the collective relationship varying from company to company depending upon the values of management. As such it is concerned with how to gain people’s commitment to the achievement of an organization’s business goals and objectives in a number of different situations.”
ReplyDeleteAgreeing with few of the points highlighted, the norm is "a collective voice is always powerful than an individual voice", therefore, the effectiveness of forwarding the needs/negotiations through a union is effective than an individual effort(Vandaele, 2018).
DeleteDegree to which employees’ feel that there is a climate of trust within the organization would impact the organizational structure, level of communication, job satisfaction as well as employee commitment (Zeffane & Connell, 2003). The creation of climate of trust is specifically essential between the managers and employees in order to generate positive results (Whitener, Brodt, Korsgaard & Werner, 1998). Further, in organizations, senior management needs the trust of its members to maintain direction over the process of implementing strategic decisions (Korsgaard, Schweiger, & Sapienza, 1995). Hence, it could also be noted that a study of trust with senior management and employee commitment would create novel insights as a factor affecting employee commitment.
ReplyDeleteYes Chamila,ddding more to the comments, in an organization when the trust is in place, each individual in the oragnization becomes stronger, because each individual is part of an effective, cohesive group and when people trust one another, the group can achieve truly meaningful goals without drawbacks (Ravi, et al., 2011).
DeleteAccording to Subramanian,Kalpathy (2017) that Employer Employee relationship of business organizations and how companies resolve the inherent dilemma associated with the conflicting adaptive pressures associated with short-run efficiency and long-run effectiveness. Business Environment shapes the organizational strategy and since the environment is not static, adaptive pressures on organizations to continuously change and modify structures and consequent impact on employee and employer relationship can be appreciated.
ReplyDeleteYes Isuru, Organizations set new rules and promote changes for a reason, whether that reason is safety, ethics, fairness, quality, or efficiency and therefore employees must respect same and embrace the changes to the fullest extent possible to operate in the long run(DeLoach, 2002).
DeleteEmployer and employee or labor unions are o the opposite sides of the bargaining table and usually represent divergent interests, so their relationship can sometimes be highly adversarial. Both employers and unions can gain more out of their interactions if they improve their working relationship.
ReplyDeleteManagement Vs Union Needs Mutual Respect.- Organizational management and employee unions work better together if they both acknowledge that the other has a legitimate and valued purpose. As the organization needs a happy, healthy and productive workforce to meet its business goals and employees need a place to work, it is obvious that employers and employee unions are interdependent.
Regular Communication is Key – If the employer is in constant communication with the employee union and involves them in formulating the best strategies to handle such market disturbances, the employer and union can maintain a good, conflict-free working relationship.
Focus on Proactivity – This can boost the employee union’s confidence in the working relationship and prevent them from exerting undue pressure on the employer.
Teamwork is Dreamwork – A successful organization is one that grows and expands and offers better terms and conditions to its employees. Employers and employee unions can work together to discuss issues affecting the business, the employers and the employees. Thereafter, they can jointly decide on the strategies they will adopt to support the business in the short-and long-term and the most effective way to achieve the best interests of all parties involved.(Mayhew. R 2020)
Yes Melissa, there is a trend in strategic management towards more collaborative efforts between people at different organizations thus creating less disputes between employees and employer which will eventually create a happy work place with expected productivity(Jiang, 2009).
DeleteTrade union can play an important and positive role in enhancing organization competitiveness through facilitating the implementation of High Performance Work Practices (HPWPs) (Gill, 2009) . Trade unions can play an important role in removing barriers to the adoption of HPWPs by advocating long‐term investment in change that is positive for the firm (Gill et al.,2013
ReplyDeleteYes, Asanka, unions play an important role and unionized workers typically earn more than their non-union counterparts facilitating high performance through the unions, and good labor-management relationships are more important to a company's bottom line(Doucouliagos, et al.,2017).
DeleteEthical Trading Initiative (2010) states that ,Employers around the world understand that working with a recognized trade union can bring many benefits to their company. In particular, trade unions can help employers to:
ReplyDelete(a) Build trust among the workforce
(b) Ensure workplaces are safe
(c) Audit non-compliance with labour codes
(d) Improve staff retention
(e) Make better business decisions
(f) Promote equality
(g) Provide access to learning and skills
(h) Save money
(i) Increase productivity
Yes Madura, while agreeing with your comments, noteworthy to state that unions also help with safety issues, so that fewer days are lost as a result of work-related injuries and occupational illnesses and organize training and development, including access to government funds and support via union learning representatives(Harland, et al., 2005).
DeleteWhile agreeing with your statement it is further to mentioned that according to Armstrong (2014) employee relations policies express the philosophy of the organization on what sort of relationships are wanted between management and employees and, where necessary, their unions, and how the pay–work bargain should be managed. A social partnership policy will aim to develop and maintain a positive, productive, cooperative and trusting climate of employee relations.
ReplyDeleteYes Sohan, moreover, employee relations delivers a decent employee experience in the workplace while positively impacts the motivation levels and improves the graph of employee satisfaction(Gregory, 2011).
DeleteAccording to (Fossum and McCall, 1997),conflicts over employee benefits are sharpened by the fact that social as well as economic issues are often central—health care, living standards for retirees, leisure time, child care, and other complex issues. To further address concerns with labor costs and to provide greater incentives for employees, contingent forms of monetary, non-wage compensation have also increased in importance in recent decades.
ReplyDeleteAdding more to your comments, Conflicts are incredibly useful as a creative, fine-tuning instrument to the employees own ideas and hearing the perceptions of other employees will help to mold and clarify the original idea or either will make more clearer and the conflict will open the eyes of the employees to new perspectives towards a better result(DeChurch & Marks, 2001).
DeleteThe starting point of employment relationship is the Pay-Work Bargain. As per Marsden (2007), the core of employee relationship comprise of "Zone of acceptance", where employees agree to be directed by employer. This exists at different levels in an organization (Armstrong, 2013).
ReplyDeleteDefinitely, employers are more successful in motivating employees when employee decisions are relevant, appropriate and acceptable in the particular organizational context and therefore educating workers on what is expected and what will receive in exchange, will increase the effectiveness of the organization's reward system(Govindarajulu & Daily, 2004).
Delete