Employee Relations 

Employee relations concerned with managing and maintaining employment relationship between employer and employee. 

Employee relations means working and dealing with employees either collectively through their trade unions or individually (Armstrong, 2014)

This relationship deals with employment practices, terms, conditions and if any issues arise in employment relations. This is how its meet the need of the organization and how it should relate to employees and their unions. Organizations always need to develop satisfactory employee relations and provide employees to raise up with their voice and have proper, clear communications with them.  

In addition, examining this concept there are some values in to the employment relationship. Equity, justice, dignity and trust are among the values often to be fundamental to the effectiveness of the employment relationship and to the achievement of the organization's objectives. Expectations of both employee and employer need to be considered and balanced by having proper negotiation process in maintaining proper relationship.

The psychological contract means that the relationship between employers and employees is more than regulated by a legal contract. As in any relationship, both parties have informal expectations of each other that, unwritten. 

The main assumptions in psychological contract are; (Mike Leat, 2014)

·          Treated fairly and honestly

·          Require the communication of sufficient information about changes and developments

·         Employee loyalty to the employer will be reciprocated with a degree of employment and job security  

·         Employees’ input will be recognized and valued by the employer.  

Unitary is the perspective in organizations operate by people in individuals and groups that have common interests, objectives and values and that are harmonious and integrated.

It seems that conflict between management and employees would be unnecessary and avoidable. In contrast Pluralism assumes that employees are made from individuals and groups with different perspectives. Groups will have own leaderships and various interests. It will be common to have conflicts between employee and different management functions. Collective bargaining would be the most effective way of solving issues in pluralism. 

Employee engagement is the key result which can be achieved from this relationship between both parties. Healthy employee relation would make employers happier and will produce inspired person which make productive employee engagement. The mutual trust and respect that would be a product of satisfied work environment which leads to productivity and innovation. It creates motivated and engaged workforce with less disputes arise from both parties. 

References

Armstrong, 2014. Armstrong’s Handbook of Human Resource Management Practice. 13 ed. s.l.:s.n.

Mike Leat, 2014. Employee Relations. Edinburgh Business School Heriot-Watt University Edinburgh EH14 4AS United Kingdom.