EMPLOYEE RELATIONS

Employee Relations at Motor Co

Table of Contents

Introduction1

Difference between the two managements2

Effect of union on employee relations at Motor Co2

Changes in Pay Structure and benefits3

Management attitude toward unions4

Voicing Employee Concern4

Advantages of Labor Unions for Workers4

Benefits of unionization for the organization5

Employee Motivation at Motor Co5

Maslow's Theory of Needs6

McClelland's Theory of Motivation6

Herzberg Two-Factor Theory7

Conclusion8

Employee Reward System at Motor Co9

Criticism of Reward System9

Collective Bargaining Process11

Recommendation for Motor Co Reward System12

Conclusion13

Training for Improving Employee Relations at Motor Co13

Motivating Workers14

Empowering Employees15

Promoting Teamwork and Bonding15

Training Employees for Change Management15

Articulate Vision and Mission Statement16

Consider Multiple Options16

Value of Performance Management17

Employee Relations at Motor Co

Introduction

Motor Co is an SME that deals in motoring works for automobiles. The company had been run by a family since its inception, with the overall environment being informal or casual. The relationship between the management and employees had been cordial largely due to the familial form of governance where there were no barriers between the levels of hierarchy. The workers on the floor knew each other and there was no union to speak for the employees. The convivial relationship between management and workers was one reason why the need for unionization was never felt. After long years of family control over managerial matters, the company has started to hire employees for managerial positions who are not a part of the owners' family. This has brought with it certain changes in the environment of the company. The employees no longer enjoy the `informal' relationship with the management. There has developed a feeling of disappointment over the manner in which the new managers have been treating employees. The work environment has become or has started to become more formal and straingent. Employees complain that they cannot communicate with their managers in a care-free manner as they used to. With the change in management, dealerships are also beginning to feel the overall change by not being involved in the decision making process.

There have been complaints and discussions over the behavior of the new managers with some workers claiming the now they have to be more careful with their work. This has raised number of questions as to how should the employees have their voices heard and lay claim to their rights at works. This case deals with the issues that the workers are now faced with and how can unionization help change the sorry state of employee-management relationship.

Difference between the two managements

During the years of the previous management, employees were treated as a family by the owners. The workers were all on personal terms with the owners and found it rather easy to work under the management. The previous management was appreciative of the work and effort that the mechanics and labor put and were encouraged to make their own decisions as and when required. The entire workforce was integrated and got along cordially with each other. The atmosphere gave a hint of being in a family. They found their previous management to be approachable even they were faced with a problem at ...