EMPLOYER AND EMPLOYEE

The Employer and Employee Relationship



The Employer and Employee Relationship

Introduction

For any enterprise, a healthy employer and employee relationship is very important. All the policies, processes and strategy would go in vain, when the relationship between employer and employee is disruptive. When a problem exists between an employee and an employer, it is important to try to resolve it quickly to avoid a breakdown in communication which unfortunately often ends a dispute that could have been avoided.

Employers should not treat their employees as “Slave”. Because once the manger think that employees being their subordinates can be viewed as their slaves, and that's where the problem starts. So, we can say that the “Mutual Respect” is the most basic ingredient of a healthy employer employee relationbship.

It is the same as saying, a non-confrontational atmosphere in the organization. Admittedly, they have always existed and will exist conflicts in organizations. You have to know how conflicts are, in order to mitigate or reduce.In short, it seeks to exploit the conflict.

Organizational Conflict: The process that begins when one party perceives the organization that has adversely affected other interests or you can do in the near future.

Types of organizational conflict

Intrapersonal: conflict of the employee, is internal, then the worker is not so important because it affects the organization.

Interpersonal: between one individual and another two workers, a worker and a manager ...

Intragroup: there are conflicts within a group of workers, a department of the company ...

Intergroup: two business teams, departments, sections ...

Interorganizational: a matrix and different divisions. When problems occur between subsidiaries ...

Sources of organizational conflict: is the same as saying, x what is causing the conflict, what is causing the conflict. And that may be:

By having different values, opinions, personality ...

Have the same resources between departments

Envy among peers for salary, promotion ...

Ambiguity in the hierarchy

Ambiguity in roles, functions, responsibility ...

When changes occur in business. Uncertainty.

Objective dimension: when in this dimension is not important, is the objective fact that could lead to conflict. For example, the ambiguity in roles or functions.

Subjective dimension: when moving from the first dimension to the second. When one party perceives that another may adversely affect (eg, being taken advantage of their work done and negative perception)

The Negotiation As A Means Of Resolving Conflicts

Negotiation is not something exclusive to the companies, we focus on the negotiations that occur within the organization, because we consider to leave a key mechanism of conflict situations.Negotiation: The process in which two or more parties exchange goods and / or services or try to reach an agreement on the exchange rate. The key to negotiation is the exchange.

Normally, all negotiations are still some stages or phases:

Preparation: the parties prior to the initial meeting, prepare what will be their goals, strategies, are reported with whom they will negotiate ...

Rules of the Game: The parties have an initial meeting which will decide: who will negotiate, negotiation time period, on what topics are going to negotiate on where you are going to negotiate ...