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Effective communication in the work setting
Effective communication in the work setting
Effective communication in the work setting
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The ideas of employee’s participation and involvement have seen a developing enthusiasm from distinctive researchers and human resource management. Loudoun, Mcphail & Wilkinson (2009) states that employment relationship as the relationship between employer and employee over the terms and conditions of employment. According to Dictionary.cambridge.org, (2014), Behaviour and communication between an employee and their employer, especially relating to employees' rights and their happiness in their jobs. Employment relations has been described in various forms such as a legal contract, an exchange between buyer and seller and a distribution and delegation of authority reflecting the broad social structure of society (Dufty & Fells 1989). It is agreed that managers know their duties and responsibilities to achieve the end results within the organisation. As they get paid for their task, they can achieve their targets well if there is no interference or involvement from top managers. Analysing the involvement of managers in decision making, productivity and employee commitment will prove the employee relationship within the organisation.
Firstly, most companies strive to employ and maintain productive employees in their organizations. Productive workers concoct new plans and strategies to empower the organisation get by in this tumultuous economic sate . According to Robinson (2004), productivity is an execution measure that incorporates both effectiveness and viability. Effective and high performing "organisations have a society that supports employee inclusion thus employees are additionally ready to get included in objective setting, choice-production or critical thinking exercises that brings about higher worker execution" (Rob...
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...hat, but because they have passion and commitment towards the task. All this can only be achieved if companies can take the initiative and involve employees in decision-making, goal formulation and policy formulation of the company. Employee commitment is vital for mangers and they should free to manage without interference.
The relationship between an employee and a manger is important for an organisation to run effectively and smoothly. Perhaps, it is agreed that it is most sensitive areas to achieve productivity, decision making and employee commitment. As might be expected, insensitivity in this area can erode employee trust for the organisation, which can be resulted in the ways of unionisation. The most important strategies for the organisations for effective and efficient functioning are the development of sound employee relationships within the organisation.
The Australian Human Rights Commission (2011:p1) states that “Gender equality is a principal that lies at the heart of a fair and productive society”. If gender equality is the heart of a fair and productive society than the laws and regulations in place must be the key in maintaining a fair and productive society. If regulations and laws are not frequently discussed, debated and reviewed than issues such as sex discrimination in particular can be sufficiently dealt with or ignored. The Carter v Linuki Pty t/as Aussie & Anor [2005] NSWADTAP 40 (22 August 2005) will be used to demonstrate the regulations surrounding sexual discrimination. In this paper a thoroughly investigation into the recent changes in laws and regulations encompassing sexual discrimination will be conducted in relation to the case provided. By using the elements of the case the Sex Discrimination Act 1984 (Cth) (SDA) will be applied to the facts presented in order to explain the regulation surrounding this issue. Since the case involves a work related situation where the employee was discriminated on the basis of gender the SDA will be used. A Brief description on the impact of exclusion will be provided to demonstrate the causal link between exclusion and gender discrimination. Firstly, the case’s elements will now be analysed.
This Journal Report is looking at how the managers work with their employees. It explores the differences people have even those working in the same organisation under the same management. However, this report gives a clear way of effective management. It also explores different ways of dealing with staff members who have different attitudes, values and beliefs, However, all these 3 are very close related.
“It is therefore imperative for a company to understand the attitude of its workers and measure the job satisfaction of its employees, as job satisfaction is essential for productivity” (L. Bradshaw para. Therefore, the individual can still attain high job productivity without having the satisfaction in their field of work. This happens when money is just their motivation, or if they’re trying to receive a promotion. Others try to increase their productivity due to just the satisfaction they obtain from their work.
Thus employee engagement is the level of commitment and involvement, which an employee has towards ...
I selected this to study my research since It is an important field of study because all workers engage in human relations activities. Several trends have given new importance to human relations due to the changing workplace.
It is a well-established reality that organisations in the world today can no longer survive without focusing on their employees. If they have to be at the competitive edge, they have to invest in human resources, and placing their employees on top priority. This notion has led to the strategies that, most organisations are pursuing through employee management. To achieve the optimum performance of employees, organisations must motivate their employees, and engage them in activities that will benefit and help employees in achieving their predetermined goals and objectives. In order to achieve this, it is imperative for managers to set in motion work conditions that will help employees to achieve satisfaction of their job, low turnover and absenteeism rate and promote the environment that promotes the organizational commitments and organizational citizenship behavior.
This can be achieved the practices that offer ways to solve problems that may arise. It leads to the success and the transformation of companies, making it grow more and generating more cash and securities in companies. It generates workers in attain more objectives, acquiring skills and competition in to the market. Human Resources has the responsibility to take the organization to rise. The information on the performance of workers is for human resources to focus on the motivation of their employers and make your goals become clearer. In every company around the world they will come to the same conclusion that Human Resources is useful in their companies and how useful it can be as well because what if the president, ceo and executives can not make decisions so human resources are there to provide information and replace the executive while they are not present in the companies. There is no doubt that human resources management is important to organizations by creating new organizational plans, employees can be evaluated based by cooperative, spirit at work, the best performance for the company, participation of employees, these things can only be verified if , performing audits to modern human resources and and to know the advantages of these applications, it is clear that the development of the company is related to employee efficiency, therefore any application aimed at strengthening the human capital of a company, necessarily will benefit its final management, to achieve this
The buzzword in the global HR arena these days is ‘employee engagement’. Its impact has become so immense that is has become somewhat indispensible in the realm of the business world where operational efficiency and profit earning are the sole endeavour of any company. The questions are often asked regarding the utility of the employee engagement policies that are adopted by the companies especially in this world of cutthroat competition. These policies have been extremely useful one hand for the organisations; on the other hand they have been a failed drastically as effective HR and internal communications function in lot of companies.
The relationship between employer and employees plays a pivotal role in the performance of the organization. Employers and employees have certain responsibilities towards each other which facilitate a fair and productive workplace. Positive work relationships create a cooperative climate with effort towards the same goals. Conflict, on the other hand, is likely to divert attention away from organizational performance.
Employment relations refer to the relationship between the employer and the employee. Employment relations are governed by the provisions of the employment contract and/or collective agreement where applicable, common law principles and legislative provisions governing specific situations. Many factors in the external environment have an effect on the employment relations within an organization, which they need to monitor and possibly adapt to the necessary changes. The external environmental factors that would influence employment relations are political, economic, social, technological, legal and environmental.
Human Resources Management (HRM) have been increasing aware by Business Studies and Organisation Management approaches because it closely related to organisational daily and organisational performances (Kalleberg & Moody, 1994). Human resources practices are suggested have influences on improving organisational performances in most organisations. Basically, oorganisational performances refer to the outcomes of employees performances and daily working which reflect the ability of one organisation fulfil its objectives and goals, such as employee’s performances, productivities, employee’s job satisfaction, financial outcomes (Huselid, 1995).
Nevertheless, there remains a debate over the differences between productivity and performance, and how they are measured. Performance is comprised of seven dimensions, of which one is productivity, as well as effectiveness, efficiency, quality, profitability, quality of work, and innovation (Haynes, 2007). Productivity is defined as “the relationship between outputs and the inputs provided to create those ou...
The fact is employee productivity can make or break a firm, and a firm staffed with underperforming employees will inevitably fail regardless of the amount invested into business development. Many firms that do recognize the importance of employee productivity often invest in improving the corporate culture, but overlook investing in the right tools that result in increased productivity.
...s in the corporate world by setting new standards to promote and better satisfy their employees. We chose four leading companies in four different industries. The above analysis definitely reveals that perhaps one of the reasons why these companies are the leaders in their industry is because they are well aware of the importance of the work force. They mention in their mission statements as well that yes in deed customers are important but in order to make the customer happy they first need to motivate and satisfy the employee as well. According to Citibank, the general belief is that a happy worker is a motivated and loyal one. So keeping employees' spirits high is a sure-fire way of maintaining a productive workforce. A productive work force would ultimately lead to a healthy organization which would not only promote the society its working for but also itself.
...mon practices by the department of human resources management of any development organizations. In addition, according to Seta et al., (2000) he found there are researchers was argued that proper training, work progress, and compensation could increase employees’ satisfaction toward their job and organization (Seta et al., 2000). So, by improving employees’ QWL is a prerequisite to increase an organizational productivity. High Quality of Work Life (QWL) organizations achieve better productivity and become highly competitive. Impact and effect of QWL toward workforce include reduced absenteeism, lower turnover and improved and employee job satisfaction (Mosadeghrad, Ferlie and Rosenberg, 2011). Satisfied employees are deemed to be an effective labour force and become as an important assets for the organization’s effectiveness for an organization (Masri, 2009).