Employee Relations Essay

In various business organizations, we recoup that, umteen employees are neglected and are just about often demoralized, not motivated in playacting their duties in the particular organisation, thus encouraging a poor employee dealings, but in the United Kingdom, many businesses are flourishing, since they have set up an alterd schema that tends to come up with factors that makes the unfaltering to get a frequent and significant recognition of its employees, thus enhancing a good employee relations. The factors that are known to be nigh influential in the shaping of these employee relations in the United Kingdom are as follows discourse In this case, we m some other oneself that, some managers come up with a system to re-examine the performance of their employees. This system normally, include a precise communication system that brings an down the stairsstanding between the employees and the watchfulness team, under which, the employees bet to appreciate the prescript s on which they are assessed thus, encouraging justice and equal opportunities in the organisation. The firms have an established inner coordination system and structure this is usually a practical cooperation that helps to build stronger relationships among the employees.Thus there is the recognition of from each one employees contributions. In a firm every department has employees with different skills that are questd at different roles. Therefore, the managers bring all these skills together, so that the firms objectives are achieved, and therefore, each employee is meant to understand what these objectives are, and how the different skills and functions within the firm are to contribute in achieving the goals of having a separate employee relations, therefore they should know why they need to upkeep each others efforts. motivationThe success of an organisation basically, depends on the employees using their full skills and knowledge in their production, therefore, these em ployees require motivation, and this motivation can be through in different ways and by different things. The employee Motivation in the United Kingdom normally involves, the compensation system which is the activity of giving the employees what they really requirement most from work, it therefore makes the manager, get his expectations from the employees, this expectations may include production of quality goods and services.Motivation will enable the employees to have their goals in the organisation achieved they will have a positive perspective on their bewilder in the organisation. Motivation also creates the influence to adjustment and build employees self-esteem and capacity to work. The managers have the right of move workers, when the organizational structure is experiencing changes, and in this case, we relegate that the manager comes up with a plan that is employ to define the environmental factors that brings an atmosphere of integrity, honesty, and confidence to t he employees.Under this, the managers plan considers the factors that motivate the employees this involves the determination of the important factors to the employee in his working life, and how they relate to his productivity. He also bob ups out what motivates the employees in their work, this is a situation where, we find most employees wanting a privileged compensation, an enhanced working environment, and flexible benefits from the amount of work that they do.This is always done by, asking them during the performance assessment, attitude inspection, and is also retrieved from informal discussion on what the employees want most from their jobs. On the other hand, the managers also spot the de-motivating factors of the organisation to the employees these factors may be physical factors which include buildings or equipment or psychological factors such as monotony, injustice, barriers to promotion and lack of appreciation which normally affects the employee relations in an organi sation.Since most workers in the United Kingdom claim to be working for money, and that their extreme benefit is cost increase under this, money is always regarded to be a low motivator, and that it is scarce a short time motivator, later on a rise is given to the employees salary, so the managers are always aware that benefits given after a particular performance rarely motivate their employees to use their potential effectively, most of the employees say that, the benefits are only used to motivate the new employees in the organisation but not the existing ones.Change prudence Poor employee relations is normally said to be a leading factor to a change in an organizations performance therefore most managers have been seen adopting a policy for managing changes within their organizations. In this case, we find that the introduction of this change is always meant to be motivating to the employees, since it is always used as an entry to the firms better achievement of its goals.To achieve a positive change in an organisation in the UK, the managers do not tell or instruct the employees, this does not help, but it only creates ignorance to the doubts and expectations of the employees, therefore the management team in an organization carry out discussions, through which the sharing of a particular problem helps in the debut of a better actions in get alonging with the issues that are predicted to affect the productivity of the firm, due to the shared ideas and purpose making processes derived from the open discussions, the employees are able to realize a change in the organizational performance.Changes in any organisation in the United Kingdom, normally involve skill, where the managers are able to know the learning capabilities of every employee in the organisation. Under this, one finds that his employees are categorized as follows activists the manager may find that some of his employees bid involving themselves in new ideas, problems, or opportunities meaning that, they do not like beingness impartial, Theorists, this is the category of learners, who are always comfortable with ideas they do not privilege involving themselves deeply without a reason.The other category is that of reflectors they like taking time to think through things, thus they do not like being forced to move from one thing to another rashly and lastly the pragmatists they normally prefer to be linked between issues and their job description. Therefore, the manager is always in a position to deal with his employees who have different learning preferences and approaches, who may also respond differently to diverse situations affecting the organisation.In this learning process the manager is expected to give feedback, that plays a major role in motivating the employees, thus he should not leave the employees guessing the progress of their accomplishments, therefore, the managers always give adequate and blameless information on the development. Employee Recog nition This is another factor that the employers put into consideration for the organisation to improve its employee relations, this is basically a communication instrument, which strengthens and compensates the most significant production that the employees have created for the organisation.The recognition structure is always do simple, instant, and effectively supportive to the employees relations and the organisation at large. Under this, the management team ensures that a principle for performance is established, involving the rewardable demeanour of the employees thus all of them are entitled to the recognition by the employer. This recognition supplies the employees with proper(postnominal) information about the behaviour they are being rewarded for. The management therefore, states that any employee who performs at a condition level receives a reward.Basically recognition occurs hand in hand with performance of the employees, thus it reinforces the employees encouragement and thus improving the workforce relations. Culture This is another factor that is most influential in the employee relations in an organisation, culture basically means, the environment surrounding an employee at work. In the United Kingdom we find that, culture is meant to shape the relationship of an employee and his work in an organisation. Culture represents an employees personality that carries principles, attitude, fundamental interests, knowledge, background, and behaviour that creates a persons behaviour.Culture is particularly inclined by the organizations management team due to the roles in decision making and strategic direction they impose in the organisation. We find the managers put in mind that culture is learned, thus employees are capable of learning how to perform, employees value rewards that are not associated with behaviours, since they have different needs, shared rewards from co-workers or have their most important needs met in their departments or project t eams.