Employee Relations in 21st Century

Topics: Management, Organizational studies and human resource management, Human resource management Pages: 7 (2302 words) Published: May 20, 2012
Employee Relations can be explained asset of activities concerned with maintaining employer-employee relationships that contribute to satisfactory productivity, motivation, and morale. Essentially, Employee Relations is concerned with preventing and resolving problems involving individuals which arise due to work related or non work related issues. As we look back towards the history it is obvious that various sorts of industrial related conflicts take place within or outside the work places due to various reasons. The conflicts between the management and the ordinary employees can be identified as one common situation which takes place regularly.

In the globalized world today with the related heavy competitiveness prevailing in the business world, much attention is given towards the employee relationship as if not handled properly outcome may be disastrous to any business organization. It is one of the major responsibilities of the management to be aware of this principle and do everything possible to maintain healthy employee relationship with the employees. There are many researches which indicate the importance of employee relationship and underneath benefits of the same to the institutions. In simply the secret behind most of the highly successful organizations is their satisfied, motivated and enthusiastic human resource and this status is achieved with the practice of highly effective employee relationship activities. The responsibility of maintaining healthy employee relationship primarily lies with the hands of the management but employees too has a major role to play as it has to be a collective game plan in order to achieve win win situation for both the employees as well as the institution. The management should have better understanding on how to correct poor performance and employee misconduct. In such instances, progressive discipline and regulatory and other requirements must be considered in effecting disciplinary actions and in resolving employee grievances and appeals. Information is provided to employees to promote a better understanding of management's goals and policies. Information is also provided to employees to assist them in correcting poor performance, on or off duty misconduct, and/or to address personal issues that affect them in the workplace. Employees are advised about applicable regulations, legislation, and bargaining agreements. Employees are also advised about their grievance and appeal rights and discrimination and whistleblower protections. When both the parties are well aware of these areas that will lead to better coordination between two parties when engaged in day to day activities.

Employee relations have its roots in the industrial revolution which created the modern employment relationship by spawning free labor markets and large-scale industrial organizations with thousands of wage workers. As society transformed with these massive economic and social changes, labor problems arose. Low wages, long working hours, monotonous and dangerous work, and abusive supervisory practices led to high employee turnover, violent strikes, and the threat of social instability. Intellectually, industrial relations was formed at the end of the 19th century as a middle ground between classical economics and Marxism, with Sidney Webb and Beatrice Webb’s Industrial Democracy (1897) being the key intellectual work. Institutionally, industrial relations was founded by John R. Commons when he created the first academic industrial relations program at the University of Wisconsin in 1920. Early financial support for the field came from John D. Rockefeller, Jr.who supported progressive labor-management relations in the aftermath of the bloody strike at a Rockefeller-owned coal mine in Colorado. In Britain, another progressive industrialist, Montague Burton, endowed chairs in industrial...

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