Employee - Employer Relationship

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The legal link between employers and workers is the employment relationship. It occurs when in exchange for remuneration, an individual performs work or services under certain conditions(Armstrong, 2014).

Employer and employee relations should usually be mutually respectful. The degree of closeness would depend on both the employer and the employee in these relationships. Many employers want to keep their workers at a distance and in doing so, make sure there is no misunderstanding as to the hierarchy between them. Others tend to become more social with their workers, seeing this as a way to improve employee morale(Abraham, 2009).

For instance, Google has a unique relationship between employer and employee. This isn't the usual business collaboration. In reality, we can only see that it looks more like an adult playground, not a place for work, by looking at pictures inside the Googolplex. But this culture can be due to the success of Google. Google has individuals that have the sole job of keeping workers satisfied and preserving productivity. For others it might sound too controlling, but it's how this world-changing company functions. Google has also spent more in employee support and as a result, employee satisfaction has increased. Making employees happy really pays off for Google(Garvin, et al., 2013).

The labor law and relations structure is a weak example of the use of labor law and relations as a contributor to sustainable socio-economic growth in the Sri Lankan context. Historically, with the goal of pleasing the working people of this region, Sri Lanka has supported "labor friendly legislation. In the government sector for example, workers earn various benefits, including overtime, living allowance charges, duty-free vehicle permits, etc., but if those employees are fired, it is a difficult task because of the country's prevailing labor laws (Amarasinghe, 2002).

Conclusion

Employees today are searching for companies they can build relationships with over the long term. They want management to see them as partners rather than subordinates. Therefore the employers should recognize consistent growth among their workforce, reinforce and recognize goals and achievements and support initiatives that increase transparency between employers and their employees.

 

References

Abraham, K., 2009. Managing Human Resource. 4th Edition ed. New York: Prentice Hall .

Armstrong, M., 2014. A guide to people management. In: Armstrongs Essential Human Resource Management Practices. s.l.:s.n., pp. 143-151.

Amarasinghe, K., 2002. Human Resource Management In Sri Lanka. Accra: Kasbed Ltd.

Buckley, M. R. et al., 2001. Ethical issues in human resources systems. Human Resource Management Review, Volume 12, pp. 11-29.

Garvin, D. A., Wagonfeld, A. B. & Kind, L., 2013. Google's Project Oxygen: Do Managers Matter?, s.l.: HBS CASE COLLECTION.