Importance of Employment Relations Samples †MyAssignmenthelp.com

Question: Discuss about the Importance of Employment Relations. Answer: Introduction Employment relations in regards to current hospitality issues are the informal and formal rules and regulations that help in streamlining the activities of the industry (Bray, Waring, Cooper Macneil, n.d.p.28). These rules and regulations are made so that they can regulate and streamline the employee-employer relationship, unions and employees collective bargaining agreement, work ethics, work environment and conflict resolutions in the work place(DeCenzo, Robbins Verhulst, 2013.p.3). Importance of employment relations and their impact in terms of efficiency and equity There are various reasons why the study of employment relations is emphasized. The first is maximizing the organizational wellbeing by maximizing effort, reducing the costly unproductive practices at the workplace, developing strategies and tactics in managing employee- employer relationship (Foot, Hook Jenkins, 2016p. 33). In administrative terms, some concepts that are widely used, both for their impact on the daily activity of the company, and for its applicability are: efficiency, effectiveness and productivity. For employment relations especially in the hospitality, the following has to be clarified; Efficiency: Consists in reaching the goals established in the company. Efficiency: Refers to achieving goals with the least amount of resources. Note that the key point in this definition is saving or reducing resources to a minimum. Productivity: This is the product-input ratio in a specific period with adequate quality control. It can be expressed with the following equity, productivity can be measured in relation to the totality of inputs used, or to that of any in particular; generically, the inputs are divided into materials, machines and labor. Alternative approaches to employment relations Within the concept of productivity there are a series of terms that must be taken into account: technology, organization, human resources, labor relations, working conditions and quality (Harzing Pinnington, 2015.p.62). These 3 concepts, productivity, effectiveness and efficiency, can go hand in hand, but always according to the objectives pursued by the business, since productivity is the difference between efficiency and effectiveness, which indicates that, even in the same company, we must consider that there will be units with different levels of productivity (Bray, Waring, Cooper Macneil, n.d.p.22). It is clear that the only desire to be efficient and of high quality, or of world quality, is not enough to achieve that goal, it is necessary to have an adequate structure and able to meet the requirements, taking into account these variables that are they complementary and do they form the basis for a successful business (Ivancevich Konopaske, 2013.p.33). The group has to be able to pursue a common goal among all the members. When all team members know what they should do, new ideas are produced that help the company grow. In addition, when working as a team, the action time decreases and the effectiveness of the results increases. Therefore, it is important to learn to work with more people and reach a point of agreement. It will be good to carry out group activities so that team members know each other and establish good personal relationships. In this way, trust among workers will increase and good job results will be obtained (Filmer Fox, 2014.p. 23) In this sense, the study states that quality management, teamwork skills and the ability to adapt to new technologies will be the most valued skills, as projected by the companies surveyed. Although they also highlight the use of digital tools and knowledge of rules and regulations. Neoclassical economics Neoclassical economics in employment relations focuses on the determination of output and goods and distribution of income through the demand and supply in the market. The determination is hypothesized in utility maximization of income by individuals and firms profit. Other factors to consider in employment include the factors of production and the cost of production (Bird Ernst, 2009.p.87). Human resource management Human resource management on the other hand is the management of staff in an organization in order to get the best out of them. Human resource helps in utilization of maximum possible human skills in employment (Thornburg, 2002.p.21.). Marxism It is a method of social economic analysis that uses capitalism through exploitative paradigm. While it analyses class relations, material interpretation of social conflict using historical development takes a direct view of transformation socially (Sargeant Lewis, n.d.p.11). Employment relations In administrative terms, some concepts that are widely used, both for their impact on the daily activity of the organization, and for its applicability. Employment relations such as these one in the hospitality create a good impression. The three values of unitarism, pluralism and radicalism There are three main approaches of employment relations, the frames of reference are pluralist, radical and unitarist approaches. The three approaches offer different practices for conflict resolution at the work place. First, the pluralism approach focuses on collective bargaining and compromise because it recognizes that subgroups may have different interests that may cause conflict, primarily between trade union and the management. This approach recognizes the importance of conflict and negotiation. Therefore, companies that value negotiation utilize this practice to benefit both the employers and employees equally. The approach limits the employer from misusing power towards the employee. However, the control and power that managers possess are a major limitation to this approach. When negotiation cannot be used to bring a solution , managers have the authority to propose a solution(Nankervis Alexander, 2004). This shows that the manager has the power and could increase frustrat ion of employees within a company(Ross, 2010.p.22). The unitarist approach is where all members share the same interest and are homogenous. It is considered that due to the mutual cooperation of employees and employers, third parties are then viewed as irrelevant (Bray, Waring, Cooper Macneil, n.d.p.37). This approach consists of staff and management share the same goal. This approach is used by companies that have a strong sense of cooperation between employee and the employer therefore, allows the employees to focus on primary aim. It has been argued that this approach is not realistic since it denies that that there is a legitimacy of conflict. Lastly, the radical approach suggests that employers and employees are bound to conflict due to capitalism. The idea of control is the most important according to this practice and this is in regard to employment relations and industrial relations (Sargeant Lewis, n.d.p.32). Trade unions protect the rights of the workers and fight for improved terms and conditions. However, a major drawback is the potential inequality of power towards employers. Conclusion It is clear that the only desire to be efficient and of high quality, or of world quality, is not enough to achieve that goal, it is necessary to have an adequate structure and able to meet the requirements in employment. Employee-employer relations must be cordial in order to forge a good environment in the hospitality industry. Organizations must equip and reward their employees according to their skills and competency for them to be effective in their work and produce quality work. References Bird, M., Ernst, C. (2009).Offshoring Employment in the Developing World. Geneva: International Labour Organization. Bray, M., Waring, P., Cooper, R., Macneil, J.Employment relations. DeCenzo, D., Robbins, S., Verhulst, S. (2013).Human resource management. Hoboken, NJ: Wiley. Filmer, D., Fox, L. (2014).Youth Employment in Sub-Saharan Africa. Washington: World Bank Publications. Foot, M., Hook, C., Jenkins, A. (2016).Introducing human resource management. Harlow: Pearson. Harzing, A., Pinnington, A. (2015).International human resource management. London: SAGE Publications Ltd. Ivancevich, J., Konopaske, R. (2013).Human resource management. New York, NY: McGraw-Hill Irwin. Nankervis, A., Alexander, R. (2004).Employment relations. Southbank, Vic.: Thomson. Thornburg, D. (2002).The new basics. Alexandria, Va.: Association for Supervision and Curriculum Development.