03. Poor Employee Employer Relationship of an Organization

Poor Employee Employer Relationship of an Organization

Poor employee, employer relations indicate the negative collaborations between workers in an association. At the point when workers detested a sound relationship among themselves, issues will undoubtedly emerge, and eventually their efficiency diminishes.

Damaged employee, employer relations could be identified as the negative result of the organization as well as the unfavorable behavior of the employees in the organization. A portion of the eventual outcomes are included, lack of interest and focus, errors and delays in tasks, negativity and a decrease in productivity, Further, the employees involved in constant disputes tend to spread negativity around and spoil the ambience of the organization.

It is fundamental to distinguish the main drivers of poor employee relations to address them. A portion of the potential purposes behind poor employee relations incorporate defective correspondence frameworks, weakening of oversight and order, non-acknowledgment of worker's guilds, out of line rehearses, violating of collective agreement and standing requests, and work regulations. 

Some of the major causes of poor employer-employee relations are as follows,

• Ø  Economic Causes 
• Ø  Organizational Causes
• Ø  Social Causes
• Ø  Psychological Causes
• Ø  Political Causes

Economic Causes

Insufficient salaries and wages, poor working conditions are the main reasons for unhealthy relations among employee and the employers. Unreasonable deductions from wages, lack of other benefits (none financial), lack of promotional opportunities, none transparent evaluation system and performance appraisal methods, unknown transferring system, faulty incentive schemes are other economic causes.

Failure to provide a fair remuneration and good working and living conditions to the employees will lead to rise trade union actions and it will disturb the peace of the organization.

Further, inadequate infrastructural facilities, plant and machinery, poor layout, unsatisfactory maintenance and other physical and technical causes also contribute to industrial conflict.

Organizational Causes

Informal and inappropriate internal communication system, weaker supervision and command, reluctant to communicate with trade unions, unfair practices, violation of collective agreements and standing orders and labour laws are the organizational causes of poor relations in organization.

Social Causes

Uninteresting nature of work is the main social cause. Factory system and specialization have made worker a subordinate to the machine. Worker has lost sense of pride and satisfaction in the job. Tensions and conflicts in society break up of joint family system, growing intolerance have also led to poor employer-employee relations. Dissatisfaction with job and personal life culminates into industrial conflicts.

Psychological Causes

Lack of job security, poor organizational culture, non- recognition of merit and performance, authoritative administration and poor interpersonal relations are the psychological reasons for unsatisfactory employer- employee relations.

Political Causes

Political nature of trade unions, multiple unions and inter-union rivalry weaken trade union movement. In the absence of strong and responsible trade unions, collective bargaining becomes ineffective. The union’s status is reduced to a mere strike committee.

The outsiders who become union leaders by making wild promises to workers make excessive demands on employers. When employers do not accept their demands, conflicts arise spoiling the employer-employee relations climate in the country.

Weather BAD Managers, Lack of Flexibility and Honesty will Lead the poor employee relations?

 

It's no secret that a company cannot operate successfully without productive employees. There is another opinion about the poor employee relationship is that the Leading industry experts have identify bad managers, lack of flexibility and lack of honesty as major contributing factors to damaged employee relations.

Yet companies often fall short of showing this valuable asset -- their employees -- how their contributions are important. Here is a breakdown of three of the biggest factors damaging employer-employee relations and the repercussions they may have.

Bad managers destroy great employees.

Gallup's 2015 State of the American Manager report found that 50 percent of the professionals who responded said that at some point they had quit a job to "get away from their boss."

A company that neglects to properly train its managers in task/people balance is setting them up for failure. Donna Rogers, founder of Rogers HR Consulting, said that, "If someone is very task-driven and also without people skills, they can drive up of employee turnover and cause a toxic relationship with the team”.

Great employee relations are a result of actively engaging employees in the organization. David Zinger, founder of the Employee Engagement Network, said: "'Engagement' sounds like a noun, but it is actually a verb. “Engagement is about working on the ABC's of work: Achieve results, build relationships, cultivate well-being. Damage is caused when we fail to follow this dictum, from a field called positive deviancy: Never do anything about me without me."

Zero flexibility destroys employee relations.

Employees value a company that offers a flexible schedule to accommodate their busy lives. Work cannot be a number one priority if a company wants to grow long-term employees.

Tim Sackett, president of HRU Technical Resources, said he believes that, "Most organizations are stuck in the 1980s version of performance management, which directly impacts their ability to offer employees flexibility in how and when they do their job.

Our changing world has added to the pressure for change in the workplace and how it contributes to employee relations. This is true especially because technology has made work accessible from any location.

"Employees will no longer accept 'that's the way we've always done it,'" McClure continued. "They know that things can be changed -- and improved -- if leadership is willing."

 

Lack of honesty promotes mistrust.

 

As a 2015 Wrike study found, gaps in information, and unclear leadership, are some of the top stressors at work. "Employees need to open up to employers about needs and concerns they have," Rogers said. "They need to build their own self-confidence to have an open dialogue with the organization.

Honesty is always the best policy, but it has to be promoted in a safe environment. Many companies lack the intention of encouraging honest feedback from employees.

Charlie Judy, CEO and founding partner of WorkXO, agreed. "At the root of the frustrating relationship between employers and employees is a fundamental lack of honesty," he said. "Employers really need to start getting serious about workplace platitudes, like core values."

 

Poor employee performance can have several negative effects on organizations

• v  Absenteeism can put a strain on other employees.
• v  Unfocused employees can make expensive mistakes.
• v  Reduced quality of work.
• v  High turnover of good employees.
• v  Manager stress.
• v  Decreased productivity.
• v  Diminished quality of work.
• v  Negative impact on competitiveness and productivity.
• v  Increased staff absenteeism and turnover.

Review

      The effort was made to identify the key points that are reasons to lead poor employee, employer relationship in an organization. Responsibility of the Hommen Resource (HR) management is to be in alert and to avoid those reasons are arise in each employee units in order to keep the smoot function of the organization. The study is also pointed out the negative impact of the company performance due to poor employee relationship in the organization.

•     Weather the HR units really need to maintain the employee, employer relationship in a positive manner in Sri Lanka?
•     Do they (HR) ever thought about, that the Bad managers could destroy a positive employee in an organization ?    

References

Brook,R (2021) The role of employee relations in human resources [Online] - https://online.lincoln.ac.uk/the-role-of-employee-relations-in-human-resources/ - Accessed on 14^th November 2023

McNamara,M (2023). What is employee relations. builtin [Online] - https://builtin.com/people-management/employee-relations - Accessed on 13^th November 2023

Armstrong,M and Tylor,S. Handbook of Human Resource Practice: 878-890 pages – Referred 14th November 2023

Simplilearn, (2023). Elements to Build a Strong Employee and Employer Relationship [Online] https://www.simplilearn.com/employer-employee-relationship-article - Accessed on 14^th November 2023.