THE EMPLOYEE RELATIONS
EMPLOYEE RELATIONS CAN BE VARIED AS UNITARY & PLURALIST.
- IDENTIFICATION OF ISSUE: Assumes employees share common goals
- APPLIED THEORY: Marxist theory
- PRACTICAL THEORY: Employees have different interests and values,
- LINKED THEORIES: Unitarist theory and Marxist theory
- SOLUTION: Understand the characteristics of employees
Participation and Employment play an important role in people gaining fulfillment from active involvement in voluntary activities they work according to the strategies of the company (Armstrong,2017) Active engagement allows individuals to get involved in their communities to make changes for a better future. Given the physical environment is of such importance the working environment will meet the expectations of the employee. (Edgar and Geare 2005)This factor discusses the importance of positive employee relations in the workplace, highlighting its benefits for trade unions, employers, people professionals, and managers(Matlay 1999).
The unitarist and pluralist approaches to employment differ in their focus on shared goals and values, contrasting with the strategic relationship between employees and employers.(Brewer 2002)Social relationships can be unitarist, based on shared interests, or pluralist, negotiated to satisfy the interests of separate, interdependent groups(Griffiths 1986).
Unitarists believe that conflict is unnatural and abnormal, and seek to eliminate it. They believe that conflict in the workplace is a result of possibly poor management or communication, or simply the work of trouble-makers. Unitarists emphasize a single (unitary) interest of all the members of an organisation, which if properly managed, will result in the harmonious functioning of the organization(Gilbert, De Winne, and Sels 2015).
“There are no oppositionary groups, therefore no rival leaders within the team”. (Fox p.4:9).
They believe that what’s good for the organization, is also good for employees, as both organization and employee goals are aligned. They see any trade union presence or collective bargaining as unnecessary; they believe it would lead to conflict, if introduced(Kotey and Folker 2007)
Pluralism on the other hand, is a perspective that suggests that in any organisation, multiple parties are involved in decision-making, emphasizing the different interests of it’s members. It sees conflict as a normal, inevitable occurrence, to be managed accordingly, and something that cannot be eliminated. The focus of all pluralist thinking is collective bargaining. Pluralism underlay the views of the Donovan Commission.(Bacon and Storey 2000)
VISUAL LOOK
The statement “I am satisfied with the career development.”. Some strongly agreed with 0% by some individuals strongly agreed with the statement. They are neutral for the statement.
“I finished my day today's work according to the deadline” statement is agreed by a few of the employees whereas a higher percentage of the employees are neutral about the statement.
The video below is a clip of a casual day of working at the Organization. Captured on the 12th of March 2024.
Traditional ideas have been adapted to suit changing working climates and industrial relations. New technologies have shifted management and negotiation of workers to the company stage. Women are increasingly competitive and taking on management roles, despite gender disparities. Human resource management is becoming an integral aspect of corporations, with employers recognizing its importance for organizational growth(Brewer 2002)
A SHORT ESSAY ON PUBLIC AND PRIVATE EMPLOYEES AND ORGANIZATION
Good employees are respected by colleagues, superiors, and company leaders. Honesty and responsibility are appreciated by bosses, who may entrust more responsibilities to those who demonstrate trustworthiness and accountability employees are ethical, honest, disciplined, self-motivated, and effective communicators. They adhere to company policies and encourage colleagues to do the same. Honesty enhances credibility and company integrity. Disciplined employees are punctual and value time. Self-motivation drives efficient task completion and is closely related to self-confidence. Effective communication is essential for successful companies, as it allows employees to express themselves clearly with superiors, colleagues, and clients (Baldwin, 1990). These qualities contribute to a company's success. employees embody professionalism, contribute to a healthy work environment, and uphold company policies and values. Honesty builds trust and credibility, benefiting clients and stakeholders. Public companies usually offer options to buy stock, which can be a great investment opportunity, especially if the company has a consistent growth curve. Public companies also provide regular financial investments from the company, which can vary depending on the company's stock performance. Companies that see consistent growth invest more in their infrastructure, providing a better experience for employees(Barry et al., 1990) A large pool of career opportunities is available with most public companies, such as Targets, Best Buys, General Millses, and 3Ms, offering numerous opportunities to explore. However, there are many large private companies out there, such as Cargill, which is the largest private company in the U.S. Working for a public company offers access to resources due to its size, but it may not always be beneficial for employees. Some disadvantages include answering to shareholders, difficulty in adding new positions, and multiple reporting responsibilities. A private limited company has a minimum of two members and a maximum of 200 directors. It has limited liability, meaning shareholders are only liable for the amount of shares they have subscribed or agreed to pay. The company has perpetual succession, meaning it continues to exist despite insolvency, bankruptcy, or death of its members. The authorized share capital is Rs.1 lakh, but an amendment has removed the minimum paid-up capital. The company name must include the words 'private limited'. A prospectus is not required for private limited companies, unlike public companies. The types of private limited companies depend on their members' liabilities, such as limited by shares, limited by guarantee, or unlimited liability(Blasi et al., 1996). Public sector jobs are often seen as secure job, overseeing critical functions for the nation. However, there are key distinctions between the two sectors, including the need for uniforms and a focus on the corporate world. The private sector, encompassing industries like retail, construction, and manufacturing, is owned by private individuals or corporations and focuses on entrepreneurial agendas. It does not require state participation or management, and workers are employees and independent contractors, with competitive incentives. Working in the public sector can be considered more fulfilling as it is designed with the nation at large in mind, while the private sector often has more individualistic or business-oriented goals. Both sectors offer opportunities for career growth and personal development, including salary, flexibility in work arrangements, and welfare benefits for staff(Ke et al., 1999). Effin, who has worked in both sectors, highlights the major differences between the two. The public sector has transformed significantly over the last decade, offering salaries that are relatively comparable and faster pace in certain government organizations. It also has a greater focus on professional and personal growth, more exposure beyond the organization, and higher job security. The private sector has a leaner structure, quicker decision-making, easier access to leadership groups, and less emphasis on paper qualifications. Effin advises being agile and adaptable when considering a career switch to either sector. Private firms offer protection benefits to their staff to attract and retain talent, ensuring they are adequately protected against unexpected events like death and critical illnesses, and reducing financial stress for family members(Wang et al., 2012).
Reflection
Employee Relationship Management (ERM) is a crucial process in organizations, involving the management of relationships between employees and coworkers. A productive working environment fosters creativity, communication, and cooperation, leading to higher productivity. ERM improves employee engagement, morale, retention, change management, and employer brand. It also helps identify pain points and fosters stronger collaboration. Benefits for employees include job satisfaction, career development, a sense of belonging, a trusted environment, and leadership guidance. A culture of openness and respect fosters a trusted environment, allowing employees to voice concerns freely and receive constructive feedback. Overall, ERM contributes to a fulfilling employee experience and overall organizational success.
Reference list entry
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Bakker, A. B. (2010). Engagement and “Job Crafting”: Engaged Employees Create their Own Great Place to Work. In Edward Elgar Publishing eBooks. https://doi.org/10.4337/9781849806374.00027
Baldwin, J. N. (1990). Public versus private Employees: Debunking Stereotypes. Review of Public Personnel Administration, 11(1–2), 1–27. https://doi.org/10.1177/0734371x9001100101
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Compelling analysis! Great touch adding your company's videos and discussions! It adds a unique and authentic perspective to the insights shared.
ReplyDeleteThis comment has been removed by the author.
DeleteYes and Employee relations refer to the relationship between employers and employees in an organization, requiring collaboration between managers and front-line employees. This engagement can be achieved through teamwork, training, decision-making involvement, and work-life balance policies. Communication is crucial for fostering strong relationships. Three perspectives, Unitarism, Pluralist, and radical, provide different perspectives on conflicts, job regulations, and union roles.
DeleteInteresting blog and hard to find something similar to this as all of us have very limited work place where we can capture the reality.
ReplyDeleteDon't worry about that ❤️ when ever you get few minutes you could try .. all the best
DeleteOne should understand that Unitarism fosters trust and loyalty between employees and employers, particularly in Arabic countries. However, this can lead to corrupt practices like cronyism and nepotism. Understanding employees' attitudes towards work and the organization is crucial for implementing unitarism effectively.
DeleteVery well organised blog.Intresting informations.Got idea of the working envornment.
ReplyDeletewhile the unitary and pluralist perspectives offer theoretical frameworks for understanding employee relations, they may oversimplify the complexities of workplace dynamics. Organizations should strive to adopt an integrative approach that recognizes the diversity of perspectives and interests within the workforce while fostering collaboration and shared goals.
ReplyDelete❤️ added information thank youuuu
DeleteVery structured blog.Great information.
ReplyDeleteUnitarism in organizations is crucial for employee relations as it discourages conflicts and promotes mutual understanding. It fosters a common goal between employers and employees, reducing conflict likelihood. Effective communication is key in unitarism, enabling managers to understand their business and employees' goals. Unitarism also helps organizations understand employment laws and develop negotiation skills, enhancing labor relations.(Matlay 1999)
Deletevery important topic to discuss....
ReplyDeleteEmployee relations in an organization and how it effects the morale and motivation of an employees in an organization... True engagement of employees and making them to have a proper growth is an essential thing required, for that always learning and development should be effective and interesting rather than just a boring session.
According to Unitarism is rare in European countries due to trade unions supporting employees, good working conditions, and salary negotiations. In a globalized economy and recession, organizations like Royal Mail, British Airways, and UK railway companies face issues with unions due to trust issues and cheap foreign competition. Managers and employees work towards different goals, with managers reducing expenditure and employees seeking job security. Negotiations become irrelevant, and both parties seem unwilling to compromise due to differing interests.(Griffiths 1986)
DeleteThis Blog gives more pieces of information. Employee relations encompass a spectrum of approaches, often categorized as unitary and pluralist perspectives.
ReplyDeleteTo add more Unitarism is rare in the UK, often found in small family businesses and countries with strict trade union laws. Most companies encourage creativity through training and incentives, creating competition and conflicts. Conflict can be positive and provide evidence for change and new management thinking. The pluralist perspective can be a useful and productive influence on employment relations.
DeleteI would like to ask "What strategies can organizations use to effectively manage diverse work hour models, such as full-time and part-time employees?"
ReplyDeleteAnd also Understanding labour law, negotiation skills, employee attitudes, business operations, culture, values, and goals is crucial for effective communication within an organization. It also involves understanding work structure, facilitating communication, and being aware of employment laws.
DeleteEmployee engagement matters for their happiness at work and in the community. Companies must align their strategies with employee needs to create a positive work environment.
ReplyDeleteYes and also An employee is a person who agrees to work for payment under a contract, with three main types: worker, contractor, and contractor so the Organization must understand how to face challenges.
DeleteA really good article. The concept of unitarist and pluralism has been very well explained and in an organizations having both the parties will benefit the organization. Engaging employees in the organizational activities give them a sense of motivation.
ReplyDeleteThank You Thenukshan ...and remember that Management makes decisions, employees follow, and no conflict arises. However, trade unions are seen as negative, competing with management and redirecting employee loyalty, causing internal conflicts.
DeleteThis comment has been removed by a blog administrator.
ReplyDeleteA really good article. The concept of unitarist and pluralism has been very well explained and in an organizations having both the parties will benefit the organization. Engaging employees in the organizational activities give them a sense of motivation.
ReplyDeleteYes and Employee relations focuses on fostering positive relationships between employers and employees, fostering a sense of community, and supporting employee health, ultimately aiming to increase retention, happiness, and productivity.
DeleteOverall, your content provides valuable insight into human resource management and organizational behavior. , has created an attractive and reader-friendly article.
ReplyDelete