Employee Relations Essay Example for Free

Employee Relations EssayIn various business organizations, we find that, many employees argon unheeded and are more or less often demoralized, non motivated in performing their duties in the particular administration, olibanum encouraging a poor employee traffic, but in the United state, many businesses are flourishing, since they have assign up an enabled system that tends to come up with factors that makes the firm to make protrude a frequent and significant perception of its employees, thence enhancing a good employee relations. The factors that are known to be roughly influential in the defining of these employee relations in the United demesne are as followsCommunication In this case, we find that, most conductors come up with a system to re-examine the performance of their employees. This system norm ally, include a exact communication system that brings an understanding surrounded by the employees and the management team, under which, the employees seem to appreciate the principles on which they are assessed thus, encouraging justice and equal opportunities in the organisation. The firms have an established internal coordination system and grammatical construction this is commonly a practical cooperation that helps to build stronger kins among the employees.Thus there is the recognition of each employees contributions. In a firm every department has employees with antithetical skills that are required at different roles. Therefore, the managers bring all these skills together, so that the firms objectives are achieved, and thence, each employee is meant to understand what these objectives are, and how the different skills and functions within the firm are to contribute in achieving the goals of having a better employee relations, therefore they should know why they need to support each others efforts. MotivationThe advantage of an organisation essentially, depends on the employees using their full skills and knowledge in the ir production, therefore, these employees require motivation, and this motivation can be done in different ways and by different things. The employee Motivation in the United Kingdom commonly involves, the compensation system which is the activity of giving the employees what they really want most from work, it therefore makes the manager, get his expectations from the employees, this expectations may include production of quality goods and services.Motivation will enable the employees to have their goals in the organisation achieved they will have a positive perspective on their position in the organisation. Motivation in any case creates the influence to change and build employees self-esteem and capacity to work. The managers have the responsibility of motivating workers, when the organizational structure is experiencing changes, and in this case, we find that the manager comes up with a plan that is used to define the environmental factors that brings an breeze of integrity, honesty, and confidence to the employees. chthonian this, the managers plan considers the factors that motivate the employees this involves the determination of the important factors to the employee in his working life, and how they relate to his productivity. He also finds out what motivates the employees in their work, this is a situation where, we find most employees wanting a inside(a) compensation, an enhanced working environment, and flexible benefits from the amount of work that they do.This is invariably done by, asking them during the performance assessment, berth inspection, and is also retrieved from informal discussion on what the employees want most from their jobs. On the other hand, the managers also sense of touch the de-motivating factors of the organisation to the employees these factors may be physical factors which include buildings or equipment or psychological factors such as monotony, injustice, barriers to promotion and lack of appreciation which normally affects the employee relations in an organisation.Since most workers in the United Kingdom claim to be working for money, and that their extreme benefit is encouragement under this, money is forever regarded to be a low motivator, and that it is only a short time motivator, after a rise is given up to the employees salary, so the managers are always aware that benefits given after a particular performance rarely motivate their employees to use their potential effectively, most of the employees say that, the benefits are only used to motivate the untested employees in the organisation but not the existing ones.Change Management Poor employee relations is normally said to be a leading factor to a change in an organizations performance therefore most managers have been seen adopting a policy for managing changes within their organizations. In this case, we find that the introduction of this change is always meant to be motivating to the employees, since it is always used as an ent ry to the firms better achievement of its goals.To achieve a positive change in an organisation in the UK, the managers do not tell or discover the employees, this does not help, but it only creates ignorance to the doubts and expectations of the employees, therefore the management team in an organization carry out discussions, through which the sharing of a particular problem helps in the creation of a better actions in dealing with the issues that are predicted to affect the productivity of the firm, due to the shared ideas and decision making processes derived from the open discussions, the employees are able to realize a change in the organizational performance.Changes in any organisation in the United Kingdom, normally involve education, where the managers are able to know the learning capabilities of every employee in the organisation. Under this, one finds that his employees are categorized as follows activists the manager may find that some of his employees like involving themselves in new ideas, problems, or opportunities meaning that, they do not like being impartial, Theorists, this is the category of learners, who are always comfortable with ideas they do not prefer involving themselves deeply without a reason.The other category is that of reflectors they like winning time to think through things, thus they do not like being forced to strike from one thing to another rashly and lastly the pragmatists they normally prefer to be linked between issues and their job description. Therefore, the manager is always in a position to deal with his employees who have different learning preferences and approaches, who may also respond differently to diverse situations affecting the organisation.In this learning process the manager is expected to give feedback, that plays a major role in motivating the employees, thus he should not leave the employees guessing the progress of their accomplishments, therefore, the managers always give adequate and accurate i nformation on the development. Employee acknowledgment This is another factor that the employers put into consideration for the organisation to improve its employee relations, this is basically a communication instrument, which strengthens and compensates the most significant production that the employees have created for the organisation.The recognition structure is always made simple, instant, and effectively supportive to the employees relations and the organisation at large. Under this, the management team ensures that a principle for performance is established, involving the rewardable demeanor of the employees thus all of them are entitled to the recognition by the employer. This recognition supplies the employees with specific information about the behaviour they are being rewarded for. The management therefore, states that any employee who performs at a specified level receives a reward. essentially recognition occurs hand in hand with performance of the employees, thus it reinforces the employees encouragement and thus improving the hands relations. Culture This is another factor that is most influential in the employee relations in an organisation, culture basically means, the environment surrounding an employee at work. In the United Kingdom we find that, culture is meant to shape the relationship of an employee and his work in an organisation. Culture represents an employees personality that carries principles, attitude, fundamental interests, knowledge, background, and behaviour that creates a persons behaviour.Culture is particularly inclined by the organizations management team due to the roles in decision making and strategic direction they impose in the organisation. We find the managers put in hear that culture is learned, thus employees are capable of learning how to perform, employees value rewards that are not associated with behaviours, since they have different needs, shared rewards from co-workers or have their most important needs met in their departments or project teams.