WORKFORCE MANAGEMENT

Managing Workforce Engagement and Commitment

Table of Contents

Introduction1

Employee relations1

Theoretical perspectives of employee relations3

Unitarist3

Pluralist4

Radical view4

Parties in the employment relationship5

Managing performance and conflict6

Impact of employee relations policies and practices on organisation7

Power, conflict and engagement7

Conclusion8

References10

Managing Workforce Engagement and Commitment

Introduction

Successful organizations understand that employees are the most valued asset. This is particularly true for service organization where employees are responsible for delivery quality service and maintaining an effective relationship with employees. This also calls for important decision making and interventions to be taken by the organization management workforce regarding and fostering employee commitment. The level of commitment in employees determines the level of success and is increasingly being used by companies across the globe as a means of achieving and maintaining competitive advantage (Chachere, 2000, p. 29). Employee engagement and commitment are also two of the most important prerequisites of change management. Any desired change cannot be brought into an organization if the employees are not supportive of the change. The forces of status quo are very strong and the implication of any desired change will not be possible if it is not supported by employees.

The paper discusses the importance of employee relations in the light of Theoretical perspectives of employee relations. In addition, it sheds light on the parties involved in employment relations as well as the management of performance as well as conflict. Policies and practices of organisation also have an impact on employee relations and are describes in view of power, conflict and engagement.

Employee relations

Every individual has a certain relationship with people at work. These may be his colleagues, his reporting authority as well as his subordinates. The nature of Employee relations refers to the professional relationship between employee and employer that is formed in order to assure satisfactory level of performance, high employee morale and high level of employee satisfaction. In addition, problems and conflicts in the work environment are inevitable (Goic, 2009, p. 145).

As can be seen easily, human effort is vital to the functioning of any organization , if the human element is willing to provide effort, the organization will march, otherwise, it stops. Between now and that every organization should pay primary attention to their staff ( resources humans). In practice, the administration is done through the process administrative: planning, execution and control. It should be remembered that this work has been done in the form of an essay , as previously mentioned.

Employee relations also deals with management of such conflicts and resolving any conflict of interest issues that may arise between the employees and employers or related to the nature of job performed by any employee. This relationship can be either very friendly and it can be also be the kind of relationship where colleagues hold grudges against one another. The relationship of an employee with his workmates is in part responsible for the quality of his work and productivity. Best performance will come out where employees have positive and healthy relationships with their workmates. Not only the effort or human activity fall into ...