Table of Content
Introduction ……………………………………………..……..1
Management of Interpersonal relationships………………….1
employee relationship Management (ERM)…………….…..2
Discrimination at work…………………………………………3
Effects of discrimination on performance……………….……4
Communication between employees………………………………….4
Employee empowerment……………………………………….6
Conclusion………………………………………………………7
References……………………………………………………………………………..8
Relations between employees
Introduction
In recent years the workforce of organizations has become more diversified in gender, race, ethnicity and sexual orientation. This is mostly due to globalization. As a result the workforce these days at most major corporations is now more reflective of the general population than it was in the past. But still the issue of workforce diversity in the workplace is often not addressed or overlooked by management and this thing could lead to a lot of problems in any organization which would in turn effect the organization’s potential or production. Different problems could arise between employees which could stop them from being able to cooperate and work together as a team or some problems of communication could arise between employees.
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Management must recognize that the workforce is a diverse entity that will always keep changing. To that end management must assess the lifestyle needs of the workforce and integrate that into the corporate policy in such a way as to not adversely affect other areas. To do this, management must constantly evaluate and update the corporate policies to address the issues that will undoubtedly arise.
Management of Interpersonal relationships
In a prosperous economic climate, corporations and organizations are often forced to compete for qualified employees. Many corporations have attempted to attract such employees by offering benefits that meet their lifestyle needs. Some examples of such benefits are on-site daycare and the recognition of same sex couples in terms of benefits. Benefits of this nature project an image of the corporation that emphasizes acceptance and fairness. These characteristics are highly valued by prospective employees and are one of the primary factors considered when choosing between competing offers. From a management perspective the interpersonal relationships of employees is a delicate issue that requires attention.
The effective management of interpersonal relationships is intrinsically complex. From an organizational level it requires a corporate policy that defines what it considers a workplace relationship and specifies guidelines regarding what is and is not acceptable behavior. First and second level managers are then required to implement the corporate policy on the frontline. Also of concern is the method, if any, of enforcing such a policy.
The complications of workplace relationships are varied. There are obvious cases of problems within the relationship that are directly observable and able to be managed. But there are also cases where complications arise outside of the relationship. An important aspect of the management of interpersonal relationships is the ability to detect and resolve these complications fairly.
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In resolving complications between employees the management should always be just and fair. For judging a problem and ruling unfairly could itself lead to even greater problems and complications. Therefore the management should always look into all the facts and always be neutral to both parties when judging a problem or conflict between employees.
Employee relationship management (ERM)
When talking about managers relations with their employees and about judging them we come to the concept of Employee Relationship Management. Employee Relationship Management is a science as old as business itself. Defining employee relationship management is more difficult than defining something like Customer Relationship Management. The nature of the relationship between a company and employee is far more complex than the relationship with customers. Customers simply go off to competitors when the relationship is not working while unhappy employees can remain for long periods in the company. Customers only experiences the company at some key points of truth while employees are daily experiencing a relationship with their employer. The employee experience the relationship with the employer from the moment the employee enters into a workspace. Their moments of truth is overshadowed by a total experience over a period of time.
A good relationship is a relationship where we can see an exchange of value between both the employer and the employee. Both parties must want to be part of that relationship and contribute to the relationship to work.
With good Employee Relationship Management there is a great potential that there would be a boost in productivity caused by an improvement in employees’ morale, loyalty, communication and readiness to accept change. But still there is a problem which is that a relationship is like an iceberg with only some part of it showing over water level while most of it is hidden underwater or in other words unknown. This is why the management has to do its best to find out about the relationships between them and their workers and also between the co-workers themselves.
Discrimination at work
Discrimination means treating some people differently from others. Discrimination happens when an employer treats one employee less favorably than others. There could be different reasons for discrimination. Discrimination could be on the basis of gender, marital status, race, color, ethnic background, nationality, religion, age, disability, pregnancy and other reasons. For example some employers would not hire workers from a certain race or nationality and if they do would make them work in very bad work situations.
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We should also notice that there are different types of discrimination. It could be direct discrimination where an employer treats an employee less favorably than others because of a reason such as their race or religion. Discrimination could also be indirect where there is a condition applied to a job that disadvantages one group of people more than another like for example saying that applicants for a certain job must be clean shaven. This would put members of some religious groups at a disadvantage. Although it is outlawed to discriminate on the basis of religion this kind of indirect discrimination is allowed if the employer provides a convincing reason like saying that it is for hygienic reasons. Other kinds of discrimination could be seen in organizations and workplaces in the form of harassment or bullying where someone is being intimidated or offended both physically or orally.
Effects of discrimination on performance
Job discrimination can effect many things in the workplace. Performance is one of them. Discriminating against an employee can cause that employee to believe that it is true. Prejudice is a major factor in discrimination. It is something that not all people are aware of and can also cause a person to do less than what they are capable of doing. If a co-worker or manager says that an employee is stupid, then there is a possibility that the employee will believe that he or she is stupid. Stereotypes can help you and hurt you depending on the stereotype. Stereotypes can be a threat to performance. On the other hand, if you praise an employee and encourage him he will have more motivation work harder and this would boost his performance.
The reason why all of this happens is because of the anxiety that is caused by being judged. When employees notice that they are being judged they become anxious and it is harder for them to concentrate and perform well on their jobs.
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Communication between employees
One of the major factors that effects the relations between employees is communication between them. Communication is a two-way process. Employees have as much responsibility as the management team for speaking up, setting expectations and requirements, and communicating barriers and opportunities. Encouraging employees to communicate with other employees and senior managers helps each group understand the other’s duties and what can be done given the budget and expectations.
Effective communication is necessary in every rank of staff, from manual workers to executive level management. Team members need to communicate well with each other in order to share their project goals and meet their objectives. Managers need to communicate well with their employees and clearly set expectations to have a strong workforce. If misunderstandings arise regularly, it begins a downward spiral of re-work. In addition, if the managers of the firm are unable to motivate staff and articulate their ideas and visions, it leads to disengaged employees. As such, poor communication can result in negative internal problems. However, when there is clear and effective communication employees are able to understand the messages expressed and work towards the same objectives. Hence, the company succeeds.
Although it is very important that employees communicate with their superiors but still there is a big gap in this field of communication. There is a number of reasons why this gap is existing. One reason is that employees does not want to appear incompetent and because they think that they are not qualified to offer ideas to management. Another reason is that employees sometimes think that the management team is too busy with strategic long-term planning and that they don’t have the time to listen to ideas from normal employees. Employees generally do not want to interrupt the management with day-to-day details about the work being done. However, without this knowledge and details the management team would have difficulties in seeing if they are leading the organization effectively.
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A big problem facing employees in organizations while trying to communicate with each other and with their superiors is the system or mean of communication that is being used in the organization. Sometimes the communication system that is being used in an organization might be seen as inadequate by the employees in that organization and this would create a lot of problems such as missed opportunities, delayed projects and failing missions.
The following is a chart showing employees’ opinions about the communication systems in companies and organizations.
As we can see from the results shown in the chart a very small percentage of workers in companies with over 100 employees think that the communication systems are adequate. We can also see that although a large number thinks that communication systems are largely adequate there is still a significant number that thinks that the communication system is somewhat inadequate.
Employee empowerment
Another factor that has a major effect on relations between employees is employee empowerment. employee empowerment is a term used to express the ways in which non-managerial staff can make autonomous decisions without consulting a boss/manager. These self-willed decisions can be small or large depending upon the degree of power with which the company wishes to invest employees. Employee empowerment can begin with training and converting a whole company to an empowerment model. Conversely it may merely mean giving employees the ability to make some decisions on their own.
Employee empowerment has great effects on employees performance and productivity. As employees become empowered they have a stronger sense of belonging and loyalty to the organization. With more empowerment in the organization the employees become more involved with the organization and become more interested in helping and working towards achieving the organizations’ goals and missions.
Conclusion
As a conclusion we can see that relations between employees in an organizations plays a very big and critical role in the organization and has a significant effect on its performance and productivity. Therefore we see how important it is for organizational managers to keep good relations with their employees and how important it is to help employees develop good relations among themselves. We also see how important it is for an organization to manage interpersonal relations in a fair and just way. We also see how important is Employee Relationship Management and how it helps in fulfilling the organizations objectives in a more productive and efficient way.
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Another thing that we are able to see is that organizations must do their best to overcome problems associated with discrimination and how important it is to judge with a fair decision when it comes to conflicts based on grounds of discrimination.
We were also able to come over a few things that can enhance an organizations performance and boost its employees productivity such as employee empowerment and trying to develop better communication between employees.
References
1) http://www.cipd.co.uk/subjects/empreltns/comconslt/empcomm.htm?IsSrchRes=1
2) http://www.direct.gov.uk/en/Employment/DiscriminationAtWork/DG_10026557
3) http://en.kioskea.net/contents/entreprise/erm.php3
4) http://www.nysscpa.org/cpajournal/2004/604/perspectives/p15a.htm
5) http://www.workplacevisions.com/2008/04/22/the-management-of-workplace-relationships/
6) http://it.toolbox.com/blogs/enterprise-design/why-employee-relationship-management-21687
7)
8) http://www.wisegeek.com/what-is-employee-empowerment.htm
