Employee Relationship in HRM

Why employee relationship is important and what benefits does employer get ….

·  Improves Productivity:  Good employee relationship will create a good work culture and work environment which will increase the motivation and moral  level of the employee. This will lead to improve the overall productivity level.

·         Increase Employee Loyalty: Another benefit of good employee relationship is employee loyalty to the organization It will help to retain the skilled employees and also reduce the recruitment, hiring and training cost of the organization

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·         Reduces Conflicts: When there is a friendly and efficient work environment the chance for conflicts will be reduced. Which means employees will be able to focus more on their tasks and improves the output and productivity levels.

·         Increased Morale: When there is a good employee relationship employees will get the feeling of trusted and more confident on what they do. It also creates sense of security and thus employees deliver their best when they are motivated.

·        Easy Delegation: Good Employee relationship will facilitate delegation of tasks and understand their strengths and weaknesses. This will improve the overall productivity level and smooth operation while creating empowerment and sense of belonging among employees as they are also being part of the decision making. (Armstrong 2017)

 What are the main approaches to employee relationship….

1. Adversarial: Employer or the organization decides what it wants to do, and employees are  expected to follow the instructions. However employees could express their power by showing resistance to cooperate.

2. Traditional: a good day-to-day working relationship, but management proposes and the workforce reacts through its elected representatives. If they do not have any representation they just accept the situation or leave.

3.  Partnership: the organization involves employees in the drawing up and execution of organization policies, but retains the right to manage.

4. Power sharing: employees are involved in both day-to-day and strategic decision making. (Henderson 2017)

Similarity between the leadership styles and employee relationship policy..

·        Adversarial Vs. Autocratic

Employer or Leader decides what it wants to do

·        Traditional Vs. Transactional

Management proposes   & contingent reward to keep the relationship and   management by exception if employee or representation does not fit in which often result trade union actions.

·        Partnership Vs. Transformational

Leadership involves employees in the drawing up and execution of organization policies, and inspires them by being part of it.

·        Power sharing Vs. Democratic

Power of the employer is being shared in democratic principles and employees have given freedom and involved in both day-to-day and strategic decision making.

Conclusion:

 Different leadership styles adopt different approaches to manage employee relationships depending on the context and who the employees are. However it is evident in present employee relationship culture that  Adversarial approaches are less common as is has lot of negative effects However Traditional approach could be seen every ware and organizations are moving towards partnership approach considering its constructive benefits. However power sharing policy is still very rare as organizational structures still not have given space for same considering its practical difficulties.

References:

https://www.business2community.com/strategy/strong-employeeemployer-relationship-important-achieve-0876781

Armstrong's Handbook of Human Resource Management Practice (2017) Tenth Edition, Kogan  Page Publishing, London.

Herington, C., Johnson, L., & Scott, D. (2009). Firm–employee relationship strength—A conceptual model. Journal of Business Research, 1096–1107.