Development of Employment Relations Samples †MyAssignmenthelp.com

Question: Discuss about the Development of Employment Relations. Answer: The relationship between the employee and the organization is an important aspect. The communication between the authority and the employees needs to be transparent. The aim of the essay is to focus on a particular issue that is faced by the employee in a particular organization. The objective of the essay is to analyze the issue and find logical and effective solution of the issue. It has been done to solve the issue that can cause harm to the entire organization. The issue that is the focus of the report is the issue of workplace bargaining. In order to do so the issue of cold storage Company in Australia has been taken into account who was the found blocked from locking workers out of bargaining. This issue has been addressed in the article, Sydney morning Herald (Patty, 2017). Apart from this the same issue was addressed in the new article named the Green Left Weekly (Smith, 2017). The article demonstrated the condition of street workers who end up boycott after pay win. The work ers at the streets ice-cream factory in the south-western Sydney suburb of Mexico voted on November 22 to end a boycott campaign against the company, after agreeing to ratify an in-principle agreement with streets over pay and other issues. It is one of the biggest issues faced by the organizations. The above mentioned articles demonstrates the problems of workplace bargaining and the effects of the same. In the report the company that has been taken into consideration is the Aero-care. The company faced a problem of bargaining since a longer period of time. It was found that the previous employs reported that the employees used to work more than fourteen hours a day and they used to get no extra facilities. The purpose of the bargaining process is included in the essay. The employee relationship includes the functioning of the organization while maintaining the relationships between the employer and employees. It is essential to maintain the employer relationship in an organization . It maintains the pedagogy of the organization. The employer relation gives a better and fair treatment to the employers of the company. This is a segment which is looked after by the human resource development department. This is present in every company. According to the fair work commission the bargaining is a process where the negotiation is done between the authority and the employees. The process of bargaining is not a desirable process. This is a serious issue that has been taken as a negative point. This is the reason mental pressure at times. The potential of the workers is hampered because of this. The motivation of employees gets affected because of this. Research The research includes the issue of bargaining that is done in the workplace. The issue prevails in an organization named Aero Care organization. The main cause of this is the longer time of working hour of the employees. The longer time of work was not mentioned in the contract initially. This is a major reason of fault in the employment relation. Another major cause of this is not having proper work environment. The issue of not having proper work environment is an issue that needs to immediately taken care of. It has been found that the authorities of the Aero Care organization were not flexible to the needs of the employees. There was lack of communication between the employees and the authority. This served as one of the factor of degradation of the employment relations. The role of authority is of major important in such case. The first and foremost factor for this issue of employment relations are the poor functioning of the management. The collective bargaining has proved to b e an effective form of resolving the issue. Definition of the issue The collective bargaining is an industrial relations mechanism that is applicable to the employment relationship. The collective bargaining is one of the main issue of that deploys the relationship between the employee and the authorities. The collective bargaining is defined as the collective interest of the employees. The collective bargaining is not concerned of one particular employee but it concerns all the employees of an organization. It can be argued that the application of this process creates a chaos. It is effective in spite of that it creates an adverse situation in the organization (OLeary, 2017). However, there is a lot of controversy regarding the term, bargaining. It implies that the process is one of haggling, which is more appropriate to one-time relationships such as a one-time purchaser or a claimant to the damages. It often takes the form of haggling. However, apart from the fact that it has negative aspect it should be remembered that this process has certain po sitive aspects as well. The positive aspects include the actual intention of the process. The intention of the process is to Adjust and create a negotiation between the employers and the people of the authority (Loudon, McPhail Wilkinson, 2015). Emergence and significance of the concept The concept emerged as the result of the ill treatment of the employees of the organization. The inflexible behavior of the authorities of the organization towards the employees and the unethical norms towards the treatment of the employees regarding brought the system of bargaining in the employment relation process. The significance of the concept lies in the fact that was implemented to develop the relation between the authorities and the employees. This signified the development of industrial relationship. The employees do not get extra facility for extra work and they needed to do extra work which was not mentioned in the contract. This made the employees revolt collectively. This signified the collective strength of the employees (Lewin, 2015). Manifestations of the employee relations The manifestations include the implementation of the process. The revolt can be executed through the process of technical assistance which includes the staff of the employees and the supervisors to understand the policies and the procedures of Board of Regents policies and the Non-exempt and Sworn Police Collective Bargaining Agreements. The other form of manifestation is the manifestations by the Probationary employees. It has been found that all the regular and grant-funded staff employees served a probationary period upon hire or promotion. The employees who transfer to other departments may also be required to serve a probationary period (Lakhani, Kuruvilla Avgar, 2013). At the start of the employment the supervisor is supposed to give the employee a job description and conduct an expectations-setting meeting to determine the specific performance factors or goals. The failings done in such situations can be termed under the failings in the bargaining system. The collective Barga ining Agreement should be done in such a situation. The employee relations should be manifested in terms of disciplinary process. This includes the employee staff relations that are available to consult with the supervisors and the employees who have quarries regarding the expectations or performance or any sort of behavior in the workplace. This process is known as the Disciplinary Process section. The manifestations include the mediation of conflicts. The employees might get in touch with the Office of Human Relations for the assistance with the management in case of any sort of interpersonal and group conflict. This includes the investigation of the problem, mediation and facilitation and regarding any other dispute. The collective bargaining Agreement introduced two negotiated contracts like the non-exempt bargaining unit and the sworn police officers bargaining unit (Knutsen, 2016). Potential causes The potential causes for such issue is the longer time of working hours of the employees. In the Aero Care organization it has been found that the working hour of the employees were more than they were told from before. This was completely different form the agreement. They got the salary of three hours of work per day but they for more than fourteen hours per day. This provoked the workers to revolt against the organization and this served as one of the potential cause of the rise of the issue. The next potential cause was the lack of a proper work environment. This happens when the top authorities of the company are not flexible in their behavior and they do not care about the health and safety of the workers. The other cause is the lack of proper communication channel. The interaction of the authorities is essential in an organization. The gap created between the top officials and the employees leads to harmful situation for the employees. This is the reason for the revolt against the bargaining issue (Knights Willmott, 2016). Impact in the workplace The issue has a lot of impact in the workplace. The issue creates a negative environment in the workplace. The revolt for the collective bargaining leads to the reduction in the working hours, it leads to the development of the positive culture, and it further leads to the improvement in the communication channel. It can however be argued that the effects of the same depends on the role played by the authority. The decision taken by the authority is the final decision of the organization (Olsthoorn, 2014). The poor employment relation in an organization leads to the poor management structure. This leads to a bad work environment where the workers are not satisfied. The dissatisfaction of the employees leads to the decrease in the level of production. In such situation the revenue of the company will decrease. The company will experience worst situation (Wilkinson, Wood Deeg, 2014). The higher authorities like the management and the directors get affected as they are the ultimate dec ision maker of the company. It has huge social implications as well. The issue serves as a negative example to the other organizations as well. The issue gets highlighted and it serves as a negative impact in the other working sectors. It leaves a heavy impact on all the workplaces (Kersley, et al., 2013). Analysis: Benefits of maintaining good employment relations The good relationship in any organization between the employers and the employees will lead to the creation of the good working environment in the organization. It will create a good work culture inside the organization (Ridley-Duff Bull, 2015). The most important reason of creating a good environment is to motivate the employees to increase their interest in work. It is important for any organization to keep the employees motivated and encouraged. This will make the organization increase the production level of then employs. The profit margin of the company would also increase. It increases the desired and knowledgeable employs in the organization. It will help the employs to set up goal and clear the objectives of the employs that will increase the productivity. It will lead to the growth and success of the employs (Kearney Mareschal, 2014). Ways of resolving the issues The issue of bargaining with the employees has remained a serious concern that leads to the negative angle of the situation. It has been noticed in almost all the organizations that the bargaining of the employees has proved to be a serious threat for the organization. The collective bargaining is considered to be a fundamental right. It is rooted in the Constitution itself. The collective bargaining is a key means through which the employers and the organizations and the trade unions can establish the system of fair wages and working conditions. It furthers the basis for the good employee relations (Kim Bae, 2017). The typical issues on the bargaining agenda include the wages, working time, training, the occupational health and safety and equal treatment. The aim of these negotiations is to arrive at a collective agreement that can regulate the terms and conditions of the employment. There is a chance of the collective agreement to regulate and address the rights and responsibiliti es of the parties to ensure the harmonious and productive industries and workplaces. It enhances the inclusiveness of the collective bargaining and collective agreements are proved to be a key means for reducing the inequality and extending the protection of the labor (Jrgensen, 2017). In spite of all these issues it can be mentioned that the company has lot of way to avoid such issues. In order to avoid such issues there is need for the company to firstly, consider the problem faced by the employees. The workplace can be made better by listening to the needs of the employees. The employees might face many issues related to the work place and the issues related to the ethics of the company. The authority must make effort in such case to listen to the problems of the employees and make efforts to form strategies to implement the necessary change (Frege Kelly, 2013). The next change that be introduced in the organization is the improvement of the communication process between the employees and the authority. The employees must be given instances to communicate their problems to the higher authorities. The problems must be dealt on highest priority. In many cases it has been observed that the problems of the employees have not been paid any attention. This resulted in lowering the interest of work among the employees. The company must initiate regular training sessions and campaigns where the issues of the employees can be addressed. This will help in developing good relation between the employers and the authority (Fossum, 2014). This issue can be solved by the reduction in the working hours of the employees. The issue of bargaining has risen for the overtime that the employees did and they did not get any extra benefit for the same. In many organizations the same has been observed. In such cases the authority must take the feedback of the employs and they should patiently listen to the issues that were faced by the employees. The schemes and the strategies of the company should be made clear to the employees on the time of interview itself. This will clear all the doubts of the workers on the first day itself and only the interested workers will join the company (Dastmalchian, Blyton Adamson, 2014). The culture of any organization is of extreme importance. In the case of the Aero Care the theoretical perspective of the work culture was not comfortable for all the workers. The workers faced the neglect from the senior authorities of the company. The authorities were not flexible towards the employees (Watson, 2013). This increased the stress of the employees as they no more loved their work. This increased the mental pressure of the employees. This increased the efficacy of the work of the employees. The culture of the organization depends upon the fluent work of the authorities. The bargaining is a sort of negotiation that needs to be done by the authorities in order to make the employees feel comfortable in the organization. The bargaining procedure can be conducted in an organized manner and in a more sophisticated and structural manner (Clegg, Kornberger Pitsis, 2015). There is need for the organization to improve the communication channel. The communication includes the passing of the relevant information. The passing of the relevant information include the transfer of information from the authorities to the employees. The bargaining issue arises because of the fact that the information was not clearly imparted to the employees in the initial level. This was the main reason of the issue. The employees were not informed about the schemes from the first day itself. This gave rise to the issue of bargaining. This issue interrupted the communication between the employ and the authority of the organization. The issue in the company is that the worker is facing the problem of employ bargaining. This is the main issue that is faced by the workers as the communication was not clear to the employees (Clark, Whiteman Gertler, 2017). The major reason of this issue is the lack of awareness about the health. The employs were not given any health security and they never got any concern regarding health form the organization. It was found that the employees were sleeping on dirty carpet which could cause much health disease but the company was not bothered about it. The employees in the bargaining issue claimed for the health policy issue. The health policy was prior concern of the healthy life of the employees it seemed that the company was not aware of the health of the employees (Poole, 2013). This could however be solved by bringing the health policies that would concern about the health safety and security of the employees of the organization. The authorities must take interest in the care for the health of the employees. The employs are the pillars of an organization. The organizations must take special care of the employers and must introduce schemes and policies that would motivate the employs and would encou rage to do work and this would make them feel good and they would have a feeling of belonging in the organization. It is important for all the companies to form such policies (Ackers, 2014). It can however be argued that the options cannot be used in certain situations. There are certain memoranda that the organization follows. The implementation of such changes takes time. Therefore, such changes take time to happen. The entire framework needs to the changed. The bargaining with the employs needs to be done in the systematic form. It has to be done in layers. The meetings should be done in layers with the supervisors or else it can lead to massive argument which can be harmful for the organization. The process applied for the development of the strategies is an essential process. On the contrary it had certain loopholes. The communication procedure did not include training of the employees. It should include training for the employees and proper campaign organized annually (Bach Bordogna, 2016). Recommendations for resolving the current situation and managing future occurrences The communication process between the employ and the employee should be on regular basis and should be clear enough to avoid workplace conflicts. The planning of development sessions for the employs is essentially required. The issue related to the lower salary of the employs should be dealt by the organization with highest priority. There should be proper employment contract in which all the conditions related to the job should be made clear so that in future so that there is no doubt in the mind of the employs. Conclusion Thus from the above analysis this can be concluded that the employment relations are an essential part of any organization. The research analyzed the relationship between the employ and the employees. The issue needed to be solved through the application of the policies that are effective. The misunderstanding of the varied opinions can be dissolved through the application of the strategies and the reasons of the same. This process will increase the motivation of the employees and their commitment towards work. Thus is important to improve the employment relations as it is the base of any working organization. References Ackers, P. (2014). 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