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

Empolyee relatons - Essay Example In case of employee participation the level of participation can be classified in two ways, a) high level and b) low level. High level employee participation is observed 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 hand the low employee participation occur at departmental and workplace levels or among the workgroups. There are various degrees of management to tolerate "collectivism ranges from willing co-operation at one extreme, to grudging acceptance at the other." (Farnham, 2000, 38) The modern business and its management have sorted out various connections between collectivism and employee relations. In case of US owned 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 styles operate along the tow dimensions and'action 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 unionism, which means there must not be any interference of the union into the affairs of the company. On the contrary, companies that follow collectivist approach encourage in the formation of union and they expect that employee unions must come forward to covey desires and expectations of employees in decision making process of the company. Such approach is mostly observed among UK based 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 proper maintenance of employee relation, management of a company focuses over two critical issues that are also closely interwoven with each other, namely, the degree of discretion and the patterns of relations. The degree of discretion is used by the managers in making choice 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 always possible for management of a big corporation to find out the right person, who suits for a particular role.