Management of the Employer-Employee Relationship

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.

Employee engagement can be strengthened by fairness in workplace. Organizations may find that in order to win the “war for talent”, they must first win the battle for employee’s hearts. For example in terms of compensation and benefits, allowing employees to participate in the setting of their own wages may seem outlandish but it is effective way to promote employee’s belief in the fairness of those wages. Employee engagement is also related to employee attitude and commitment, with bottom line financial results. In other words the relationship between employee engagement and business outcomes.

Employee relations traditional approaches are more successful then interpretive approaches. With the traditional approach to employee relations it is about discovering tactics that help support employees and encourage improved work performance. In regards to employee relations “one should support face, model productive conflict behavior, listen, facilitate employee voice, etc., to create a support communication environment for the employee” (Dailey, Organizational Communication, slide 9). Communication is an important basis for creating positive employee relations. Things such as face- saving, politeness, and mutual respect need to be displayed by leadership to help create positive employee relations.

Proper use of human resource can improve an organization’s performance. As the human resource department gains attention to frontline managers they can become more familiar with the organizations goals and development. Other ways to focus on the effectiveness of the HR departments is by utilizing employee contributions, because employee opinions brings forth a change that can better the organization. Wan-Jing & Tung (2010) without employee contributions, it is impractical to establish whether an organizations HR department is beneficial to employees, or that it only contributes to negative quality of working life. HR departments contribute to equal performance appraisal of employees and management, which helps develop understanding and a fair work environment that produces important benefits.

Workers have a desire to feel appreciated at work. Adequate rewards and recognition provide employees with a fair exchange for their effort, motivation to improve their performance, and an explanation of what outcomes are valued by the organization. Most organizations use rewards to influence their workers. Personal bias or prejudice should be avoided in the job evaluation process. Job status rewards should be calculated based on objective reasoning of an employee’s value to the organization.

As Colquitt et al. (2001a) explain that a number of studies on organizational justice have shown that fair treatment has a significant effect on the attitudes of individual employees, such as satisfaction and commitment, and individual behavior, such as attendance and citizenship behavior. A number of studies explain that justice plays important role in explaining variance in work attitude and behaviors. Studies shows that application of fair conduct from management deliver a positive message to employees that they can be trusted, thereby reducing the fear of exploitation while enhancing the legitimacy of the actions the organization (Lind, 2001, Tyler and Lind, 1992 and Van den Bos, 2001a). Fair treatments will reduce some uncertainty in the daily work life and makes the situation faced by employees can be predicted and controlled (Lind and Van den Bos, 2002 and Thibaut and Walker, 1975).

The fundamental aspect of human resource management is the implementation of a successful people-management system that is supportive of the orga... ... middle of paper ... ...n cause change to the status quo where issues such as person-job-fit is a consideration or promotion based on merit as opposed to tenure or age. Changes in culture, therefore requires that employees traits and behaviour be carefully analyzed and focused on abilities of the employees. Effectiveness of cultural changes and the positive impact of performance measure systems should address issues that relate to employee loyalty, initiative and as a team player. It must be noted though, that although personality traits can influence decisions, say on person-organization-fit, it can also be subjective and such decisions may not be correct at all. Bibliography: 1.

The purpose of conducting this research is to identify that how work design affects on employees performance and how motivation helps to influence the employees to actively perform job tasks, that whether job design maximize performance or not. Job design should be aligned with the employee’s capabilities or desire. Employees are an important asset of any organization so, organization should make sure that whether their employees are satisfied with their roles or not. Work design according to one’s own choice brings involvement and satisfaction among employees. It is foremost responsibility of HR department to understand the significance of job design because improved job design will lead to employee’s satisfaction and will result in better performance.

A professional is characterized by or conforming to the technical or ethical standards of a profession (2) : exhibiting a courteous, conscientious, and generally businesslike manner in the workplace. Being professional should be a subconscious effort in the fact that it should always be applied. When employees are professional it helps the system run more efficiently and safely. A person must me a certain criteria when being evaluated on professionalism, a person is judged based on the clients; Attitude, Values, Communication techniques, and approachability. Clients who display a committed, dependable attitude will benefit more from work exerted, and overall be rewarded with incentives.

This can be the reason why the interviewee found it to be a fair practise that the company ensures recognition to individuals that outperform the desired target of cases. The performance review stage is where a meeting between the employee and manager is a discussion with regard to appraisal. Compensation given to individual as a result of their present performance plays a major role in motivation to greater productivity. Making the firm more competitive in the industry. Lastly, the renewing and recontracting stage uses the information gathered in the previous components to make adjustments (Aguinis.