Figure 1: Main parties of the employment relations.

Employment relationship is a new term that broadens the study of industrial relationships, referring to the formal and informal interrelationships between managers and workers. As shown by figure 1, there are different perspectives involved, which will inherently provide ample scope for conflicts to arise.

The basis of the employment relationship is one of divergent interests; therefore conflict is inevitable at the workplace. In the process of obtaining the desired values, one party may attempt to neutralize it’s oppositions. Nevertheless, there can also be substantial amount of common interests, which can be turned to mutual advantage.

Communication is a two-way process allowing for a mutual interchange of ideas, feelings and opinions. Thus provisions should be made for upwards as well as downward communication. Communication is very important as it keeps employees informed about general matters affecting their wo

Disciplinary matter is initiated by management, and is a matter of general behaviour and specific behaviour. Whether the offence is the cause of disciplinary action will depend on the nature of the circumstances, on management’s attitudes, and on the general organizational culture. Thus an important rule in one organization leading to instant dismissal may be dealt with a warning in another.

Economic factors that influence the organization are market powers, rate of profit, sales, growth, the degree of industrial concentration and competitive pressures. Therefore, an organization struggling to survive will cut its labor force in order to reduce costs, and priorities profit making. Consequently, the essential long-term thinking is displaced by short-term coping, and needs is dealt with in an ad-hoc piecemeal fashion. Inevitably the organization will continue to struggle through poor quality productions, and low moral.

There is no doubt that individualization of the contractual relationship is the converse of collective bargaining. The management had been successful in adopting an incremental approach, which weakens collective bargaining as an overture to its final abandonment. Through this inducement, better terms are offered to those individuals who would voluntarily accept ‘personal’ contracts. Therefore, key areas, which were subject to regulation by collective bargaining, have been reintegrated into the management prerogative.

5.2. Latent Power – is comprised of three main types of resources:

rk-role. It increases the understanding of management’s actions, reduces misunderstanding arising from daily activity and improves trust between employers and employees.

Some topics in this essay:
Kessler Undy, Latent Power, Communication Communication, Employment Contracts, Conclusion Employment, Psychological Contract, Introduction Figure, Unions Trade, Manifest Power, , collective bargaining, trade unions, employment relationship, trade union, latent power, power â€, employment relations, organizations downsized restructured, terms contract, full-time permanent, employment contracts, trade union power, bargaining reach agreement, late twentieth century, intensification global competition,