Challenges in Managing Employee Relations: A Study

This study discusses the challenges faced in managing employee relations and identifies the research area more specifically. It investigates the job satisfaction in terms of managing the appropriate relationships with the employees from different levels. The article also provides the preferable recommendations for increasing the job satisfaction rate among the employees by maintaining the effective employee relationships. The findings indicate that the employees from larger firms are more likely dissatisfied due to the ineffective employee relations. The article formulates the conceptual ideas about the inter-relationships between the employees in terms of race and gender. The discrimination in terms of race, ethnicity, and gender damages the employee relations.

Employment
Relation
Name of the Student:
Name of the University:
Author Note:

Introduction
 Employee relation is conceptualized as the
relationship share among the associated employees
within an organisation
 The study would discuss the challenges faced in
managing employee relations.
 The argumentative study would be developed to
identify the research area more specifically

ARTICLE 1: MANAGEMENT-
EMPLOYEE RELATIONS,
FIRM SIZE AND JOB
SATISFACTION

Topic
 The article investigates the job satisfaction in
terms of managing the appropriate relationships
with the employees from different levels.
 The challenges occur due to the ineffective
employee relations are described in this article.
 The article also provides the preferable
recommendations for increasing the job
satisfaction rate among the employees by
maintaining the effective employee relationships.

Research Objective
 To explore the importance of employee relations
within the workplace
 To investigate the management and employee
relationships and firm size for generating job
satisfaction
 To identify the challenges with the employee
relations that affect the performance productivity

Research Methods
 Employee-employer survey
 Quantitative and qualitative data collection process
 Use of the likelihood probit estimation
 Analysis through using likelihood ordered probit
estimates

Arguments/Findings
 The finding indicates that the employee relations
are more challenging in the larger firms than the
smaller firms.
 The job satisfaction rate is lower in larger firm
than the smaller firms (Conway et al., 2016).
 In larger firms, more diverse people work together
that create more barriers in communication and
work culture and emerge challenges accordingly.

Conclusion
 The findings indicate that the employees from larger
firms are more likely dissatisfied due to the
ineffective employee relations.
 It can be argued that the diverse working culture and
extensive knowledge of the employees in larger firms
improve their performance productivity due to the
cohesive work approaches with other employees.
 However, the extensive competition in the larger firms
may develop more challenges in employee relations.

Article 2: Intersectionality:
Are We Taking Enough
Notice In The Field Of
Work And Employment
Relations?

Topic
 The article formulates the conceptual ideas about
the inter-relationships between the employees in
terms of race and gender.
 The discriminations against the black people is
discussed in this article

Research Objectives
 To explore the intersectional analysis in terms of
discriminative attitudes among the employees
 To discuss the challenges faced due to the
intersectional approach in the employee relations

Research Method
 Formulation of Focus Group
 Debate discussions
 Interpretivism approach to interpret the
information

Findings/Arguments
 It is argued that this specific field of study would
just benefit the engagement of the intersectional
approach in employee relations.
 It is found that the intersectional approach cautions
against the over-generalization.
 The discriminative attitudes creates the
psychological barriers among the people belong to
different gender, race, and ethnicity

Conclusion
 Intersectional approach creates the gaps among the
employees that hampers the employee relations in
a significant way
 The discrimination in terms of race, ethnicity, and
gender damages the employee relations
 The supports from the other employees would
develop the better working atmosphere within the
workplace

References
 McBride, A., Hebson, G., & Holgate, J. (2015).
Intersectionality: are we taking enough notice in
the field of work and employment
relations?. Work, employment and society, 29(2),
331-341.
 Tansel, A., & Gazioglu, S. (2012). Management-
Employee Relations, Firm Size and Job
Satisfaction.