Empolyee relatons Essay Example | Topics and Well Written Essays - 2500 words

Empolyee relatons - Essay ExampleIn case of employee participation the level of participation can be classified in two ways, a) high level and b) clinical depression level. High level employee participation is sight in case of corporate houses. It has been observed that employees participate in high level decision making process when it comes to solving doubts related to factors, including, co-determination, pension fund trustees, and employer-wide collective bargaining. (Farnham, 2000, 38) On the other pass away the low employee participation occur at departmental and workplace levels or among the workgroups. There are various degrees of commission to tolerate collectivism ranges from willing co-operation at wizard extreme, to grudging acceptance at the other. (Farnham, 2000, 38)The modern clientele and its management have sorted out various connections between collectivism and employee relations. In case of US have companies deal with factors like collectivism and employee relationship from individualist management perspective. On the other hand a common tendency has been observed among UK companies that they deal with the same issues from collectivist approach. Study of business management shows that individualism and collectivism contradict each other. Purcell has observed this incidence in some of the Japanese owned and British companies and in this context he has remarked, Management moods operate along the tow dimensions andaction in one area, toward individualism, for example, is not necessarily associated with changes in collectivism scale. (Farnham, 2000, 38) The individualist approach of treating the aspects like collectivism and employee relations is characterized with non centerism, which sum there must not be any interference of the union into the affairs of the company. On the contrary, companies that exist collectivist approach encourage in the formation of union and they expect that employee unions must come antecedent to covey des ires and expectations of employees in decision making process of the company. Such approach is mostly observed among UK base companies. Hence, it can be said that, an employer recognizes trade unions for representational, consultative, negotiating or co-determination purposes is an critical and visible expression of management style and its approach to employee relations. (Farnham, 2000, 38) The employee relations also include within its scope various aspects that are exclusively controlled by management of the company, such as, promotion, internal training and employee welfare. But when it is seen that a company is refusing to accept existence of the union it implies that the management is shifting towards individualist style of approach rather than collective one. In appropriate tutelage of employee relation, management of a company focuses over two critical issues that are also closely interlacing with each other, namely, the degree of discretion and the patterns of relations . The degree of discretion is used by the managers in making picking about aspects related with employee relations. After the managers execute the discretionary degrees, certain patterns emerge and those are considered as patterns of relation. For proper operation of a company there is a constant need of efficient people. It is not incessantly possible for management of a big corporation to find out the right person, who suits for a peculiar(prenominal) role.