How can employee engagement be used: To improve perceptions of fairness in the workplace. Employee engagement can be used to improve perceptions of fairness in the workplace in different ways but the basic of those is to focus on the aggregating and firming the employees understanding and perception of the support they get from their employer within the workplace. Employee behavior can be greatly affected based on their perceptions of their workplace and their level of engagement. As per the example by Greenburg 2002, perception of the procedures used to determine pay raises uniquely contribute to such factors as organizational commitment and trust in supervisors (both of which are strongly related to employee engagement). And, perceptions of outcome are uniquely associated with an employee’s own pay satisfaction.
Generally these laws govern the workplace actions of employers and employees. It ensures a fruitful and legally conducive environment and relationship exists between these two parties, and within employees themselves. Violating them cannot only put the organization effectiveness on jeopardy or defying employee employment at risk, but also it can lead to serious legal repercussion (Yamada, 2008). Re-emphasizing on specific employment related laws is of paramount importance considering Pomodoro Ltd recently subsumed Thompson snack. Such restructuring might affect directly employment positions of various employees.
Lewis, Thornhill et al (as cited in Spooner & Haidar, 2006) defined ER as a social, political, legal, economic and psychological relationship where employees are willing to work accordingly to their employer’s interest and dedicate their time to the workplace in return for a financial and non-financial reward. Young (1963) stated that management has the right to decide all the policies, rules and the method of operating the workplace but if unions are operating, the authority has to be shared partially between the unions and management. According to BWC, the three analytical frameworks have different view on ER. A pluralist thinks the possibility of conflict is critical in ER but it can be managed by proper rules and regulations. ER is essentially supportive in the view of a unitarist, it only get interrupted by occasions and unlawful conflict.
Promotion of healthy labour-management relations- The promotion of healthy labour management relations requires the following: a. Existence of strong, well organised, democratic and responsible trade unions and associations of the employers in the industry. These organisations enhance job security of employees, help in increased workers’ participation in decision making and give labour a dignified role in the society. These associations also tend to create vantage grounds for negotiations, consultations and discussions on a mutual basis which ultimately lead to good labour-management relations. b.
The issue of employers’ rights is crucial to collective bargaining agreements because of the nature of the employer-employee relationship. Notably, collective bargaining is primarily based on strengthening or managing this relationship to the satisfaction of all parties. Therefore, without ensuring that the rights and responsibilities of each party are clearly stipulated in the collective bargaining agreement, the risk of one party’s interests being met at the expense of the other is real. A good example of how the issue of employer rights is featured in collective bargaining agreement occurred at one of the General Motors plants in Tonawanda where the management and workers agreed to work as partners rather than as antagonists (Pritchard Para
For example, if an employer consistently shows contributions to good industrial relations, produces high morale from employees and decreases pollution caused by waste from factories and technology. The theory goes that if the workplaces have good industrial relations then employees with feel more loyal and obliged to work for the benefit of an organization. If the industrial relations are bad then there will be friction between management and workers and will continue to grow until the work environment is potentially unfriendly and dysfunctional. Amongst these types of situations there are two different systems used to categorize what sort of conditions they fit into. The two are known as the state and national systems and both come with various laws and entitlements.
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.
Furthermore, Das (n.d) states that industrial relations enables solving employees’ problems through collective bargaining and mutual cooperation amongst the parties. This aids the promotion of industrial democracy, discouragement of unfair practices by both parties and ensuring optimum use of human resources and prompt enactment of sound labour
To MBIE, I am writing this submission because I find the purpose of work law important, so it is imperative that The Employment Relations Act 2000 (‘ERA’) enables workers to be protected. There is also economic benefits of individuals partaking in society, being productive and contributing socially and economically (Owens & Riley, 2007). Work law helps shape the work place by having devices to resolve disputes between employees and employer, and providing protection for both parties. Purpose of work law The main purpose of work law is protecting employees and employers, as well as stimulating New Zealands economy. Section six of the ERA explains who qualifies as an employee, only if you meet these requirements will you be granted rights.
4.With job evaluation, the evaluation of jobs reflects the internal job structure inside that organization. This structure and the main relationships among jobs are the basis of internal alignment. Job evaluation can help gain employee acceptance of pay differences among jobs in an organization. The usefulness of job evaluations is that it provides a framework for an exchange of views and opens discussions and communication. Job evaluation can link internal alignment and external market pressures because it looks at the core functions and then that is based on what the market wages and vice