This paper talks about how the employer-employee relationship has evolved over a period of time and how it is changing in the days of recession. This relationship is mostly governed by the decisions an organization takes about its employees and how the leader of the organization win the trust of their people in the bad times. Gone are the days when a person would join an organization and continue to work with the same organization till he retired. The organization would consider the employees their valuable resources, invest time and money in their trainings, and provide then with an array of benefits. In return, the employees would remain loyal and dedicated to the organization and stick to it in its thick and thin. The organization also provided opportunities for employee advancement based on their commitment and quality of work.
The scenario today represents a totally different picture. In todays constantly changing employment environment, the employee once considered a valuable resource is replaced by the employee as a disposable resource. This change may be contributed majorly to the financial limitations of the organizations and also to the recession. Abstract In these difficult times, the organizations must not let fear rule their attitudes and business decisions. They must face the challenges with confidence and gain the trust of their employees to sail through the tough times. To attract, retain, and motivate the employees, the leaders must take decisions to keep pace with the growth and profitability so as to offer the employees with the best deals in the market.
The Coursework on Managing Organization with Wide Change in Hierarchical Organization:
... resistance to change ---------------------------------- Many employees resist changing due ... § Centralized decision making – Decisions are made ... of the time, change is due ... organization (Daft, Management, 2003, p88). In a bureaucratic culture, the organisation does not encourage innovation and employees ... change such as middle management resistance, lack of resources etc. Such barriers to change ...
They must play their cards well in these testing times to develop and apply effective leadership and management skills. The leadership must promise a level of security, opportunities to advance in career, adequate resources to their workforce to enable them to perform the jobs in best possible manner. The employers must provide assurance to their employees regularly that the efforts and hard work that they put in today will not be forgotten tomorrow. This assurance becomes more important in todays challenging period when promises are seen as mere words and not as real promises. The employers and organization leaders must take these testing times as an opportunity to earn loyalty of their workforce. They must play their cards well and use this opportunity to gain the loyalty of the employees.
The managers in the organizations must strive to be transparent in all organization decisions and communicate the same to the employees at regular intervals in a tireless manner. At the same time, the leaders must understand that the fear-based tactics in resource-constrained times may damage employee relations to an extent that may take years to repair. The employers must work diligently and effectively to learn more about their own multiple facets and of the ones they lead and use the information to make well-informed and better decisions. They must strive to find out what really matters to the employees and try to protect it. They must ensure that the decisions do not negatively impact the morale of the employees and provide them enough time to complete their jobs effectively. For an organization to be portrayed as a reliable employer, it is important that the employee does not lose the confidence to deliver to the companys expectations.
Conclusion In conclusion, the leadership and the decisions must generate a sense that the organization is trying to be sensible, transparent, and trustworthy in dealing with the issues and challenges of recession. They must not use fear-tactics to sail pas through the rough patches of time. References Recession-proof Leadership (February 10, 2008) http://edbrenegar.typepad.com/leading_questions/20 08/02/recession-proof.html The Changing Employer-Employee Relationship (By: Stephen A. Miles From Leadership and Staffing, Published: 4/2/2009) http://www.labmanager.com/articles.asp?ID=245 The Evolution of the Employee-Employer Relationship -Part 1 — A series of articles about the employee’s changing role in the employment market http://www.gather.com/viewArticle.jsp?articleId=28 1474976746540 The Recession’s Impact on the Reasons Executive Coaches are Retained (March 17, 2009) http://consciousleadership.typepad.com/blog/2009/0 3/the-recessions-impact-on-the-reasons-executive-c oaches-are-retained.html.
The Essay on How far is it applicable to management and employee motivation in contemporary Chinese organizations?
Critically evaluate McGregor's Theory X and Theory Y. How far is it applicable to management and employee motivation in contemporary Chinese organizations? During the 1960s the number of psychologists invented motivational theories, which aimed to increase organizations’ productivity. One of those is McGregor’s Theory X and Theory Y, in which he claimed that people can be managed in two extremes, ...
