4. Employment Contracts.
This is a contractual matter expressed in formal statements of obligations between two parties. The major terms of the contract will be expressed, and specific to the individual's status, and responsibilities. Any violation of the contractual agreement will result in legal actions. .
There are also an unwritten set of expectations and professed terms of contract that allows employees to meet their needs, as well as provision of a high level of performance. These include their sense of dignity and worth, the need for work that is fulfilling, and opportunities to develop and grow. The organization demonstrates acceptance through salary increase, positive appraisals, new job assignments, and promotions.
However, violation of these contracts will have dire consequences. Accordingly individuals are provoked to question beliefs, values, Codes of conduct and the integrity of the organization. Repercussions of broken promises are significant, as it produces anger and erodes trust. Thus will endorse de-motivation, intensify labour turnover and lack of advancements.
5. Trade Unions.
Trade unions were developed to protect and promote the interests of their members. The ability of trade unions to exercise power and influence over users of that service depends on the relative demand for that service. Thus, when demand for skilled labour is high, trade unions are in a relatively powerful position to negotiate a high price for the use of that labour. When demand for labour is slack and unemployment begins to raise, the influence power of trade unions will diminish. Trade union power is divided into two categories:.
5.1. Manifest Power.
Is the key measure of the union's strength, which is revealed by the union's procedural status at organizational and national levels. It is their ability to achieve goals in economic and political areas in confrontation with employers and management.
