MGT 811: Analyzing Employer-Employee & Stakeholder Relationships

This document presents an analysis of two key statements related to contemporary management capabilities, specifically focusing on employer-employee relationships and stakeholder needs. The first part analyzes the changing dynamics of employer-employee relationships in the modern workplace, examining factors such as recession, career focus, millennial perspectives, and technological advancements. The second part critically analyzes the statement that organizations are more effective when they satisfy stakeholder needs and expectations. The analysis covers the definition of organizational effectiveness, stakeholder identification, and the importance of the stakeholder perspective. The presentation is supported by academic references and includes recommendations for future improvements, such as fostering long-term relationships and focusing on product development and stakeholder feedback. The assignment is presented in the form of a presentation and a word document, fulfilling the requirements of the MGT 811 course assessment.

Employee and Employer Relationships
(Student Details:)
MGT 811
Contemporary
Management Capabilities

The statement to be analyzed is ““Employer and
employee relationship are changing in the modern
workplace”
The relationship or the link often exists whenever a
person performs work or services in some set conditions
for getting remuneration.
The aforementioned statement is going to be analyzed
here and concluded for the readers with supported
sources.
Outline 1

There are too many causes, some major are as follows:
 Recession
 Dedication towards personal career and growth
 Millennial generation thought process
 Less loyalty from employees towards employers
 Less productivity of employees due to stress
 Increased competition due to population growth
 Reduced hierarchical structure
 New management perspectives
Why relationship has changed

Teams are considered as major building blocks
Continuous change among workplaces for better growth and
development
Resistance to change by the employees
Weak change management strategies and tactics
Blurred boundaries
Less hierarchical structure is being seen in modern workplaces.
Disturbed work-life balance
Remote work changes
Major organizational changes

The statement is right because there are following
major changes are being observed:
 Cognitive competence
 new "psychological contract" amid employees and
employers
 Continuous major changes in work style at workplace
 Social and interactive competence
 Cognitive overload at workplaces
Observed modern changes in
workplaces

After analyzing the statement, it has been found that:
Employer and employee in modern workplaces are not
engaged.
Pay rates are directly affected by business value added by
the employee.
There is a lot of data-driven competition
Ideal behavioral patterns are there for each job function.
Future Recommendations:
A corporate transformation enabling true remote working
is needed.
Increased loyalty and productivity is required from
employee side.
Enhanced taking care of employees is needed from
employer side.
Results

The statement to be analyzed is “In general,
organizations are more effective when they satisfy
stakeholder needs and expectations”
Today, an organization is effective when it is able to
satisfy the key requirements and thereby expectations of
key stakeholders
The statement will be analysed here from different
perspectives as well as stakeholder perspective of
organizational effectiveness.
Outline 2

What is organizational
effectiveness

Who is stakeholder

Modern businesses are set up as well as operated
for producing profit for not only their owners and
investors but also for their stakeholders.
An organization can only grow and expand where
there is a huge support from their stakeholder.
Without stakeholders, an organization is nothing as
it will be having no such capital to do business in
the competitive edge.
How stakeholder perspective is
important here

Based on research and analysis done here, the key
results are:
 The statement is completely true that an organization
can be considered effective if it is able to satisfy the
expectations and needs of its key stakeholders
 Future Recommendations:
 Modern firms should foster long-term relationships
 Modern firms should focus on product development and
feedback from stakeholders
Results

References
Mills, A. J., Helm Mills, J. C., & Bratton, J. (2010). Organizational Behaviour in a Global
Context. canada: broadview press.
Arnold, J., Silvester, J., Cooper, C., Robertson, I., & Patterson, F. (2005). Work Psychology:
Understanding Human Behaviour in the Workplace. UK: Pearson Education.
Lăzăroiu, G. (2015). Work motivation and organizational behavior. . Contemporary Readings
in Law and Social Justice, 7(2), 66-75.
McShane, S., & Glinow, M. (2017). Organizational behavior. Delhi: McGraw-Hill
Education.
Russo, M., Shteigman, A., & Carmeli, A. (2016). Workplace and family support and work–
life balance: Implications for individual psychological availability and energy at
work. the journal of positive psychology, 11(2), 173-188.