Examining Challenges in the Work and Employment Relationship

This report explores the challenges organizations face in managing employment relationships, focusing on both practical and legal aspects. Practical challenges include disputes between superiors and subordinates, time and attendance issues, poor communication, and excessive overtime. Legal challenges cover wrongful termination, social media conduct, employment status of interns, and breaches of privacy laws. The report also addresses common employment relationship issues such as workplace safety, pay and benefits disputes, annual leave disagreements, conflict management, bullying, dress code concerns, hygiene, gender discrimination, and tardiness for meetings. The conclusion emphasizes the importance of managing these challenges to foster employee trust and organizational success. Desklib provides this report as a study resource, offering similar solved assignments and past papers to aid students.

WORK AND THE
EMPLOYMENT
RELATIONSHIP

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Understanding the concept of practical and legal challenges that is experienced and managed
by the organization under employment relationship...................................................................3
Employment relationship issues..................................................................................................7
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................10

INTRODUCTION
Special notes- Good relationship between the employer and employees promotes the morals and
values of the employees. (De Stefano and et.al., 2021). This report will illustrate the challenges
experienced by the organizations in order to manage the employment relationship at the
workplace. Apart from this, the report also describes the issues occurs in the employment
connections.
MAIN BODY
Understanding the concept of practical and legal challenges that is experienced and managed by
the organization under employment relationship
The employment relationship goes through many challenges as it is hard to understand the
mentality of all members individually in the organization. There are number of people working
in the organization and all of them have their own way of thinking. (Audenaert, George, and
Decramer, 2019). These different set of thinking in all the members leads to facing different
challenges between the employer and employee. These challenges are generally parted in two
forms that is practical and legal challenges.

Special notes
Dispute between the superior and subordinate- Different mindset of the employer and employee
can lead to large number of dispute in the organization. The employees start feeling that their
bosses are taking them for granted. The workers get demoralized and their efficiency to works
starts to reduce. (Osborne and Hammoud, 2017). The treatment at the workplace leads to the
increasing and decreasing rate of the productivity in the employees. In order to manage this
challenge the superior must understand the mindset of the subordinate. This helps in sorting the
disputes which has occurred due to the different way of thinking between the superior and
subordinate.
Time and attendance- This involves the challenges related to the excessive leave of employees
and coming late at the workplace. This results in less dedication by the employees at the
workplace. The less dedication of the employees takes more time to complete an individual task.
The time management and attendance issues reduces the willing of work in the subordinates at
the workplace. For solving this challenge, the superior has to introduce a strict guideline at the
workplace which includes all the rules and regulation regarding the time and attendance. This
helps in creating the discipline at the workplace. And along with this the dedication of employees
towards the task also gets increase.
Less communication– The less communication between the employees and employees leads to
many Misunderstandings. An efficient communication system has to be adapted by the
organization in order to maintain good relationship between the superior and the subordinates.
The superior is accountable to create an environment under which, the subordinates feel free to
communicate their doubts or queries with the superior so the communication process takes place
in efficient manner.
Overtime work load- The overtime workload to the employees without paying them extra salary
leads to create a sense of demoralize in the workers. The employees put their extra energy in
order to achieve the task therefore, they expect more remuneration. When their expectations are
not met, they contribute less at the workplace. (Li, L., 2019). This leads in creating the dispute
between the boss and the employee. In order to manage this issue the organization fixes the time
criteria for each and every individual. The worker who is working for extra hours will get
relaxation in the coming days.
Legal challenges

Special notes
Legal challenges can be understood through following ways:
Wrongful termination- Employees who are not aware of organizational laws can easily harm
them and can fired by the organization. A good reason is needed for terminating the worker.
Otherwise, the case can be filed against the company in order to act partial. The organization
must clears their legal ethics and policies of working in front of the employees. So, they can be
aware of that and follow all these policies.
Social media- The use of social media has been increased in recent times. The workers tend to
tweet about the organization. The negative review by the workers can lead to loss of goodwill for
the organization and can put the job of the employee in danger. (Boklan and Janusz-Pawletta,
2017). The organization is adapting the policy of “nothing should be discussed on social media
in relation to private life” so, the balance can be maintained between the personal and private
life.
Employment status- This challenge is faced by the people who appoint as an intern in the
organization. The interns work like an employee but still not get paid for that work. On the other
hand, many-times the company replaces regular employee in order to hire interns. The law has
been broken at the workplace by doing this. The employer should train interns and when they
appoint as an employee then the extra work should be given to them. Along with this, the
company should not fire any regular employee without any strict reason in order to appoint
intern.
Breaking privacy laws- Many employers are unaware of the fact that, they cannot say
employee's name or use his photos in advertisement or in other promotional activities without the
approval of the employees. This leads to creation of disrespect for the employees. Employees
identity cannot be use in order to increase commercial gain. (Barik and Kochar, 2017). This has
been considered as the breaking of privacy laws. The employer must communicate with the

employees before doing such things. On the approval of employee the procedures can takes
place.
Employment relationship issues
These issues refer to that issues or problems which arises between the employer and the
employees. (McNulty and et.al., 2018). Organization put its complete efforts in order to maintain
a peaceful environment but still there are some issues faced by the organization in terms of
employment relationship issues and those are:
Special notes
Adequate safety at work- Incidents can happen anytime. The employer must assure that they
are taking effective measures for mitigating the risk such as putting the fire extinguishers at the
right place. The workers should have a sense of safety at the workplace. Otherwise, due to
insecurity the workers do not feel safe while working. This will result in less contribution
towards the work. The organization should apply some safety policies. They should use signs for
giving the direction and warning to the employees at the time of accident occur in the

organization. The employer should undertake a training related to the safety measures of the
people working in the organization.
Issues related to pay raises and benefits- The employees works in return of getting paid. Along
with this they have an urge related to the compensation and extra benefits. And when this urge of
their does not accept by the organization then, they loss their interest towards the work. And this
results in creating conflict between the employer and the employee. (Beus and et.al., 2019). The
company must have a policy related to giving compensation and proper pay guidelines as this
will results in increasing the confidence level of the employees.
Annual leave disputes- Annual leave is one of the major factor for the employees. They need
this in order to regain their energy. The annual leave policy for all the employees should be same
in the organization. The manager have to stick with one policy for approving the leave otherwise,
some employees will feel a sense of unfairness which results in conflict at the work place. The
manager should describe the policy regarding annual leaves on the day of joining of the
employee. This helps them to decide their annual leaves.
Conflict management- In an organization there are large number of people involved. Therefore,
the conflicts is bound to happen between the people. These conflict results in heavy loss for the
organization. The company should arrange some training programmes related to the behaviour of
the employees. (Darabont, Antonov and Bejinariu, 2017). Under this, the employees get
guidance on “how to behave or react” during any situation. Along with this the programmes
should contain the discussions regarding the conflict management.
Bullying at the workplace- The new employees face this situation in the organization. They get
bullied by the old employees. Due to this the employee started feeling insecure and along with
this the belief and faith of the employee towards the company gets vanished. The company needs
to keep a keen focus on this. The organization has to adapt a strict policy regarding bullying so
the employees can feel safe. A healthy and safe environment is needed in order to maintain the
values of the employees.
Dress and appearance- every employee has its own way of dressing and the different dressing
pattern of the employees can make uncomfortable to some employees. The living status of each
employee is different some have high living standards and some do not. This can lead to make
uncomfortable to the employees. (Smolnikova and et.al., 2019). The company must adopts the
policy of same dressing pattern for all the employees. So all employees can have the sense of

belongingness at the workplace. The organization can even guide the employees on the concept
of same level treatment between all the people.
Hygiene issues- The organization needs to adapt the strict hygiene policy in order to maintain
the healthy environment. A healthy environment helps in keeping people healthy and a healthy
person contributes more in the work as compare to unhealthy person. Training should be
provided to the employees on maintaining the hygiene at the workplace.
Gender discrimination- It involves the employer being partial between the male and the female
employees. The gender discrimination creates a sense of inequality in the employees. The
employees should be treated equally by the management. (Drahokoupil and Fabo, 2019). The
equal treatment with all employees helps them to gain more confidence and faith in the favour of
the organization. Employees with high confidence contributes more in the achievement of the
goal.
Late for meetings- Employees who are late for meetings ends up with having a dispute with the
manager. The relationship between the employee and employer gets affected due to this. The
dispute between them harms the organizational goal. The company must adapt a strict time
policy for meetings. (Saliya, 2019). A strict decision should be taken against the employees if
they exceed the limit of coming late at the meetings. This helps in insisting the employees for
coming on time.
CONCLUSION
Special notes:

From the above report it has been concluded that the employment relationship plays an important
part in the success rate of the organization. Along with this the report describes that organization
plays an important role in managing the practical and legal challenges in employments
relationship. Apart from this the report has come to a point that there are large number of issues
faced in the employment relationship which needs to be sorted out in order to gain the faith and
belief of the employees in the favour of the organization.
REFERENCES
Books and Journals
Audenaert, M., George, B. and Decramer, A., 2019. How a demanding employment relationship
relates to affective commitment in public organizations: A multilevel analysis. Public
Administration. 97(1). pp.11-27.
Barik, S. and Kochar, A., 2017. Antecedents and consequences of employee engagement: A
literature review. International Journal of Latest Technology in Engineering,
Management & Applied Science. 6(4).pp.33-38.
Beus, J.M., and et.al., 2019. The development and validation of a cross-industry safety climate
measure: resolving conceptual and operational issues. Journal of Management. 45(5).
pp.1987-2013.
Boklan, D.S. and Janusz-Pawletta, B., 2017. Legal challenges to the management of
transboundary watercourses in Central Asia under the conditions of Eurasian Economic
Integration. Environmental Earth Sciences. 76(12). pp.1-13.
Darabont, D.C., Antonov, A.E. and Bejinariu, C., 2017. Key elements on implementing an
occupational health and safety management system using ISO 45001 standard.
In MATEC Web of Conferences (Vol. 121, p. 11007). EDP Sciences.
De Stefano, and et.al., 2021. Platform work and the employment relationship (No.
995121493302676). International Labour Organization.
Drahokoupil, J. and Fabo, B., 2019. Outsourcing, offshoring and the deconstruction of
employment: New and old challenges. In The deconstruction of Employment as a
Political Question (pp. 33-61). Palgrave Macmillan, Cham.

Li, L., 2019. The Legal Challenges and Legal Safeguards for the Belt and Road Initiative. Global
Trade and Customs Journal. 14(5).
McNulty, Y., and et.al., 2018. Employee voice mechanisms for lesbian, gay, bisexual and
transgender expatriation: the role of Employee-Resource Groups (ERGs) and allies. The
InTernaTIonal Journal of human resource managemenT. 29(5). pp.829-856.
Osborne, S. and Hammoud, M.S., 2017. Effective employee engagement in the
workplace. International Journal of Applied Management and Technology. 16(1).p.4.
Saliya, C.A., 2019. Credit Capital, Employment and Poverty: A Sri Lankan Case
Study. Wealth. 8(1). pp.4-12.
Smolnikova, Y.V., and et.al., 2019, August. Assessment of the seed safety indicators from
oilseed cruciferous crops in the organization of complex processing technology. In IOP
Conference Series: Earth and Environmental Science (Vol. 315, No. 2, p. 022061). IOP
Publishing.