Challenges in Maintaining Employee Relations

This presentation discusses the challenges faced in maintaining employee relations in organizations. It covers topics such as gender diversity in teams, meeting employee expectations, supporting employees speaking in favor of others, thought process of employees, the role of superiors in teams, being realistic in employee policies, the importance of adjustment in the workplace, and common employment relations issues like conflict management, hour and wage issues, workplace safety, and annual leave disputes. Recommendations from various studies are also provided.

WORK AND EMPLOYMENT
RELATIONSHIP

 There are a set of minimal entities that are to be followed by every
organisations in order to move ahead with the pace of good
working relationship.
 A working relationship is mandatory in every organisation such
that all the tasks as well as the object is that are stipulated for the
organisation will therefore be enhanced in a proper time bound
(Peterson and et.al, 2017).
 Challenges are said to be a common prospect with regard to every
organisation that is developing based on the criteria of
competition for the advantages that can be gained over multiple
INTRODUCTION

PRACTICAL AND LEGAL CHALLENGES
IN MAINTAINING EMPLOYEE
RELATIONS

EVERY TEAM CANNOT HAVE
EMPLOYEES OF SAME GENDER
 Teams in an organisation are said to be composed of different individuals and those
may not be of same gender.
 Employees in the organisation feel comfortable when they work with people of same
gender.
 Although this is not the particular aspect that is being carried forward it by the
organisation yet there is a level of comfort that can be gained between employees
(Valenduc, 2019).
 In an organisation to reach the targets as well as to achieve the objectives the
employees are divided into teams and every team will be composed of both male and
female that are trying their level best in order to contribute for the task management.

REACHING EMPLOYEE
EXPECTATIONS IS DIFFICULT
 Sometimes it is a challenging aspect for management in order to meet employee Expectations.
 Not all employees are towards Expectations but very few of them will stay dedicated only if their expected
reward is being achieved.
 These Expectations will revolve around the desired in sentence or any other perks that are related to
workforce in an organization (Panteli and et.al, 2020).
 Every organisation is not bound to be motivating people based on reward system yet there are few
organisations that aim for reward system in order to motivate its employee is towards working.
 When an organisation is moving ahead with the terms and policies with regard to satisfying employees
with their expectations then there seem to be a harmonious working relationship that is being maintained
between management as well as the employees.

SUPPORTING SOMEONE WHO
IS SPEAKING IN FAVOUR OF
 Human tendency is such that when a person is being supported by an other person
then everything that is being ordered or requested by the same person will
therefore be operated (D'Amours and et.al, 2017).
 This with regard to organisations is seem to be one of the difficult task to deal with
because employees in an organisation are bound to obey management policies and
not the ones that are being convert by other employees.
 In order to reduce the risk of improper functioning amidst of all the employees it is
better that the management will not have to encourage this prospect where
employees of the same category will dominate each other there by boasting them
or by rewarding them.

THOUGHT PROCESS OF THE
EMPLOYEES
 In an organisation there are a set of employees from different places and
different perceptions.
 Every perception will not coincide with the others. This will lead to
disturbances or disputes between the workforce and the management and
there will be barriers that abstract work (D'Amours and et.al, 201).
 Also sometimes when a person speaks casually it is not meant that the
other person takes it in the same manner.
 Perceptions vary and that might lead to a serious argument. These
arguments will probably impact the atmosphere in the organisation where
employees cannot easily work.

SUPERIOR IN THE TEAM
 Teams are usually categorised into many kinds where there will be a lead that is
responsible for taking care of the entire teamwork.
 It is not until when the superior in the entire team take start over the work
policies of the team that is being circulated in the organisation that the other
people in the team will get to know the realistic means that are to be adopted in
order to carry forward the work (Pepple and Olowookere, 2020).
 Many organisations finds it difficult to complete the tasks in the stipulated time
because the teams are not being able to perform their works in the right possible
time.

REALISTIC
 The organisation will have to follow up with employee behaviour and will sometimes have to be realistic
enabling their private policies.
 It is not that and employee will have to work even in the order hours and that will not turn out to be a realistic
factor (Pepple and Olowookere, 2020).
 For a company to be realistic it must be able to allot employees its free space such that they can come back with
ideas that are flourishing.
 This will in return at to a good working relationship between employees as well as the management and the
company will not have to suffer in the meantime.

ADJUSTMENT
 In a workplace adjustment will have to be the main policy that is to be
inhibited by every person in the organisation because there will be
circumstances where people will have to go through the worst time such
that people will have to get adjusted to the fact that they cannot move
ahead without accomplishing the task (Rodriguez and et.al, 2017).
 The management in the organisation will have to focus upon this policy of
adjustment and will have to inculcate the same in its employees.
 Adjustment will minimise the conflicts in a workplace and that will create
a good working atmosphere.

EMPLOYMENT RELATIONS ISSUES

CONFLICT MANAGEMENT
 Conflicts are part of organisational politics as well as the working
atmosphere.
 One may not be able to avail the concept of conflicts with out properly
understanding how can they be minimised. In a happy working
environment this conflict will stand as a disagreement between employees
as well as the management (Rodriguez and et.al, 2017).
 This is regarded to be one of the most pertinent issues in his present
scenario because employment is more dealt with different perceptions and
every perception will not collide with each other.
 This will in return give rise to conflict which will affect working
atmosphere of the organisation.

HOUR AND WAGE ISSUES
 In most of the organisations the issues will arise with regard to
wages as well as the working hours.
 Employees are very particular about the working hours because
this might also decide their work pressure upon which they are
working in the organization (Peterson and et.al, 2017).
 The working hours will have to be decided by the management
according to the Federal Wage and hour violation act that is been
decided by the government in order to stay concerned with the
employment policies.

WORKPLACE SAFETY
 Workplace safety is a must and should that is to be carry forwarded by the
organisation in order to make sure that their employees are not affected by the
policies as well as the working methodologies that are inherited in the
organization (Valenduc, 2019).
 In certain industries where the manufacturing unit is composed of heavy
mechanism the workforce in certain areas will have to be provided with
minimum care that is necessary for them to stay safe.
 The management will have to avoid in forging rules and regulations that will
affect the safety of employees or the workforce that are working in large units
wear mechanism as the major priority.

ANNUAL LEAVE DISPUTES
 One of the most common issue that patterns in every organisation is the leaf dispute.
 Leaves are essential for employees in order to have their personal space.
 The organisation will not be able to provide free for huge number of employees at a
time because that might affect the efficiency of the organization (D'Amours and et.al,
2017).
 This will give rise to disputes that act as a barrier towards the operational policies of
the organisation.
 The management will have to deal with these annual leave disputes in a transparent
manner which will provide all the required information about how far they can be able
to go in extending their annual leave that will not be affecting their wage.

CONCLUSION
 Concludes on the importance of working relationship between
employees
 The different challenges are being explained
 The various atrocities are putforth
 The solutions are being highlighted

RECOMMENDATIONS
 Peterson and et.al, 2017. It can work: Open employment for people with experience of mental illness. Work.
56(3). pp.443-454.
 Valenduc, 2019. New forms of work and employment in the digital economy. In The deconstruction of
employment as a political question (pp. 63-80). Palgrave Macmillan, Cham.
 Panteli and et.al, 2020. ‘If He Just Knew Who We Were’: Microworkers’ Emerging Bonds of Attachment in a
Fragmented Employment Relationship. Work, Employment and Society. 34(3). pp.476-494.
 D'Amours and et.al, 2017. New frontiers of the employment relationship. Relations Industrielles/Industrial
Relations. 72(3). pp.421-432.
 Pepple and Olowookere, 2020. Towards an understanding of the dynamics of work and employment relations
during austerity. Public Organization Review, pp.1-17.
 Rodriguez and et.al, 2017. Regulation of work and employment: Advances, tensions and future directions in
research in international and comparative HRM.