How Employee Relations Can Influence the Behavior of Different Stakeholders

Introduction

Employee relations are an essential aspect of any organization; they help to create a positive work environment and improve employee morale, productivity, and engagement (Putri et al., 2019). In view of this statement, this report discusses on ways through which employee relations can affect the conduct of different stakeholders within an organization. The report has been segmented into 4 parts whereby section 1 uses Google Company as the case organization through which the importance and value of work relations are outlined and discussed. Part 2 of this report presents an explanation on the different types of duties, rights, and obligations both an employee and employer possess in a given work environment; part 3 presents a stakeholder analysis of a given organization; it also discusses how stakeholder contribution and engagement can lead to positive relations in a company. Part 4 analyzes the impact of negative and positive worker relationships on different organizational stakeholders.

Part 1

Value and Importance of Employee Relations at Google

Google recognizes that its success is closely tied to the well-being and satisfaction of its workforce. The company places a strong emphasis on employee relations, fostering a culture of trust, respect, and transparency (Krapivin, 2018). Google provides its employees with competitive pay and benefits packages, opportunities for career development and growth, and a focus on work-life balance. The company also has various employee engagement programs, such as mentorship programs, diversity and inclusion initiatives, and wellness programs.

Good employee relations at Google have helped to create a positive work environment, boosting employee morale, and improving productivity. The company has consistently been ranked among the best places to work, with high employee engagement and retention rates (Primeast, 2015). Employee relations have also played a crucial role in maintaining Google’s good reputation, attracting and retaining top talent.

Fundamentals of Employment Law at Google

Google is committed to adhering to the fundamental principles of employment law. The company has policies in place to prevent discrimination based on gender, age, race, sexual orientation, and religion (Google, 2023). Google also prioritizes employee safety, providing a safe and healthy work environment through various health and safety initiatives.

Suggestions for Improvement and Effective Response to Employee Relations

Despite the mentioned success of Google’s employee relations policies, it can further be enhanced in the sector of employee relations and to achieve this, the company can begin by increasing transparency; while Google is already transparent in many areas, such as pay and benefits, there may be room to increase transparency in other areas, such as decision-making processes and company goals. Also, it can be ready to address employe issues; it could improve employee relations by actively listening to and addressing employee concerns. This could involve implementing a formal feedback system or establishing employee-led committees (Diamantidis and Chatzoglou, 2019). The firm can as well invest in employee training and development programs; this could help to improve employee skills and knowledge while also demonstrating the company’s commitment to employee growth and development (Nguyen, 2020).

In view of the above discussion, it can be inferred that employee relations are crucial to the success of any organization, and Google is no exception. The company places a strong emphasis on employee relations, fostering a culture of trust, respect, and transparency. Google is committed to adhering to the fundamental principles of employment law and has policies in place to prevent discrimination and promote employee safety. While Google’s employee relations policies have been successful, there is always room for improvement, and the suggestions outlined in this report could help to further improve and respond effectively to employee relations.

Ways on How Institutions Can Enhance and Respond Efficiently to Worker Relations

According to Elrehail et al. (2019), argue that companies may improve and reply effectively to worker relationships by developing and implementing an effective employee relations strategy that aligns with the organization’s goals and values; encouraging open communication between management and employees to create a positive work environment; providing regular training and development opportunities to employees to improve their skills and knowledge, and creating a fair and transparent performance management system that rewards employees based on their contribution. Moreover, they can also carry out regular employee surveys to gather feedback on their experiences and identifying areas for improvement; they can as well provide a safe and healthy work environment that complies with employment law, and foster proactiveness in addressing issues and concerns raised by employees promptly.

In brief, employee relations are essential in an organization as they create a positive work environment, boost employee morale, and improve productivity. Adhering to employment law principles is crucial for organizations to avoid legal issues and maintain a good reputation. Organizations can improve and respond effectively to employee relations by following the above-enumerated strategies.

Part 2

Types of Duties, Rights, and Obligations in Employment Relationship

The employment relationship is built on certain duties, rights, and and obligations that govern the interactions between the employer and the employee. These include the right to manage and control the workplace, including hiring, promoting, and terminating employees; the duty to provide a safe and healthy work environment that complies with employment law; the obligation to provide compensation, benefits, and working conditions that comply with employment law and are fair and equitable, and the obligation to respect employees’ legal rights and protections, such as non-discrimination and protection from retaliation (International Labor Organization, n.d).

Furthermore, it constitutes the right to be free from any form of discrimination on the basis of gender, age, religion, race, and sexual orientation; the duty to perform their job responsibilities to the best of their ability and follow the organization’s policies and procedures; the right to a safe and healthy work environment, and the obligation to adhere to the employer’s code of conduct and maintain confidentiality (Educaloi, 2023).

Advice Relating to Rights, Duties and Obligations

Employers must ensure that their employees’ rights, duties, and obligations are clearly defined and communicated. This can be achieved through employment contracts, employee handbooks, and training sessions. Employers must also ensure that they comply with employment law to avoid legal issues. For example, if an organization has a policy of hiring based on merit and qualifications, they must ensure that they do not discriminate against any protected characteristics, such as age or gender. Employers must also provide a safe and healthy work environment, which includes measures to prevent workplace accidents and occupational diseases.

Evaluation of the Psychological Contract and Support for Employee Work Life Balance

The psychological contract denotes to the undocumented expectations and obligations between the employer and the employee (Coyle-Shapiro, Pereira Costa, Doden, and Chang, 2019.). It includes factors such as job security, career progression, and work-life balance. Workers can offer support to their work-life balance through ensuring working arrangements that are flexible such as flexible hours and telecommuting. Supporting employee work-life balance can have several benefits for the organization, such as increased productivity, reduced absenteeism, and improved employee morale. It can also help to attract and retain top talent (Erwin, Rahmat, Angga, and Semerdanta, 2019; Jaharuddin, and Zainol, 2019).

Mechanisms for Managing the Employment Relationship

In the current economic period, there are an array of ways through which employment relations can be managed. It can be attained via performance management, which involves setting performance expectations, providing feedback, and identifying areas for improvement. It can as well be achieved through mediation, collective bargaining, disciplinary and grievance procedures. Disciplinary processes encompass procedures allow employers to address employee misconduct and take appropriate disciplinary action. On the other hand, grievance procedures refer to steps that allow employees to raise concerns and resolve disputes with their employer. Collective bargaining involves negotiations between the employer and employee representatives, such as trade unions (De Stefano, Durri, Stylogiannis, and Wouters, 2021); and mediation constitutes the actions of a neutral third party assisting the employer and employee in resolving a dispute.

Justified Solutions for a Range of Specific Organizational Examples

For an organization that has high turnover rates, it may be beneficial to implement a performance management system; this will be vital in the identification and addressing of emergent issues, which may lead to high turnover. This can include providing training and development opportunities, improving working conditions, and addressing any concerns raised by employees. For a company that has a diverse workforce, it may be beneficial to implement a diversity and inclusion training program to ensure that employees understand and respect each other’s differences; this can aid in the creation of a positive work environment and improve employee morale. In the case of firms that have a high demand for flexible working arrangements, it may be beneficial to implement a telecommuting policy. This approach will aid attract and retain top talent and improve employee work-life balance.

Part 3

Stakeholder Analysis

A stakeholder analysis is a process of identifying and evaluating the stakeholders involved in an organization and their impact on the organization. The stakeholder analysis helps the organization to identify the interests and expectations of stakeholders, which can be used to develop effective strategies to manage relationships with these stakeholders. The following is a stakeholder analysis for the selected organization.

Analysis of Stakeholder Engagement and Contribution

Stakeholder engagement is the process of involving stakeholders in the decision-making process of the organization. Engaging stakeholders can help to build trust, foster collaboration, and create shared value for the organization and its stakeholders. In the context of positive employment relationships, stakeholder engagement can help to identify and address the needs and expectations of employees and other stakeholders, which can contribute to improved employee satisfaction, productivity, and retention.

Effective stakeholder engagement requires the organization to develop a stakeholder engagement plan, which includes identifying stakeholders and their interests and expectations; analyzing the power and influence of stakeholders; developing strategies to engage and communicate with stakeholders; implementing the stakeholder engagement plan, and evaluating the effectiveness of the stakeholder engagement plan and make necessary improvements.

Stakeholder contribution refers to the involvement of stakeholders in the creation and delivery of value for the organization. In the context of positive employment relationships, stakeholder contribution can help to create a culture of collaboration, trust, and shared value, which can contribute to improved employee satisfaction, productivity, and retention (Van Buren and Greenwood, 2008). Stakeholder contribution can take a number of forms and these include: employee involvement in decision-making processes; employee participation in training and development programs; customer feedback and input in product/service development; shareholder input in strategic planning and decision-making, and supplier collaboration in developing sustainable supply chains.

In conclusion, effective stakeholder management is crucial for developing and maintaining positive employment relationships in the organization. A stakeholder analysis can help the organization to identify and evaluate the interests and expectations of stakeholders, which can be used to develop effective stakeholder engagement and contribution strategies. These strategies can contribute to improved employee satisfaction, productivity, and retention, which can ultimately benefit the organization and its stakeholders.

Part 4

As per Gennard and Judge (2005), employee relations refer involve the handling of links existent between employees and an employer in a particular organization. Quality of employee relationships may have great influence on the conduct of various stakeholders. As pointed out in the introductory section of this report, positive employee relations create a positive work environment, leading to increased employee morale, engagement, and productivity (Putri et al., 2019). However, negative employee relations can lead to absenteeism, high staff turnover, and labor disputes, which can affect the performance and reputation of the organization.

Impact of Positive and Negative Employee Relations on Different Stakeholders

Positive staff relationships may influence different stakeholders, and among these are employees, customers, and shareholders. Positive links in the workplace can result in improved job satisfaction, increased motivation, and better performance. This can ultimately benefit the organization, as satisfied and motivated employees are more likely to stay with the company and positively contribute to success of the firm. It can as well lead to better and improved customer service, as employees are more likely to be engaged and committed to delivering quality products or services; this can lead to increased customer loyalty and improved brand reputation. Also, positive employee relations can lead to increased profitability and long-term sustainability, as engaged and satisfied employees are more likely to be productive and contribute to the organization’s success.

Nevertheless, negative employee relationships may impact on different stakeholders. Negative associations can result in increased stress, low morale, and reduced job satisfaction. This can contribute to decreased productivity and increased employee turnover, which can ultimately harm the organization. Besides, they can lead to poor service delivery since employees may be disengaged or uncommitted to delivering quality products or services. This can lead to decreased customer loyalty and a negative impact on the organization’s brand reputation. They can as well lead to decreased profitability and long-term sustainability, as disengaged and dissatisfied employees are more likely to be unproductive and contribute to the organization’s decline.

Conflict Avoidance and Resolution

Positivity within the workplace can play central in abating conflicts and providing resolutions to emergent conflicts. Thus, positive worker-relationships aid in the process of conflict avoidance and resolution through improved communication; it contributes to open and effective communication, which can help to identify and address potential conflicts before they escalate. It also leads to conflict resolution training whereby organizations can provide conflict resolution training to employees to equip them with the skills and knowledge to effectively manage conflicts. Moreover, it leads to mediation and arbitration among employees; this can help resolve conflicts in a fair and impartial manner.

Nevertheless, negative employee relations can contribute to conflict escalation and difficulty in resolution. It can lead to poor communication among employee, thus further contributing to misunderstandings and escalation of conflicts. Negativity in the workplace can also lead to lack of trust; it can erode trust between employees, which can make it difficult to resolve conflicts in a fair and impartial manner. It also results in resistance to resolution. Negative employee relations can also result in resistance to conflict resolution, as employees may feel that their concerns are not being heard or addressed.

Stakeholder Perspectives and Interests

Different stakeholders may have different interests and perspectives within the larger commercial setting and these have the potential of impacting positive work relationships. For instance, worker may show interest in fair compensation, job security, career development opportunities, and work-life balance. Consumers may as well be interested in quality products and services, value for money, and good customer service. Besides, shareholders may show interest in high returns on investment, long-term sustainability, and strategic decision-making. Suppliers may be interested in reliable payments, long-term partnerships, and sustainable supply chains. Also, governments may be interested in compliance with employment law, tax obligations, and corporate social responsibility. Communities may as well be interested in social responsibility, environmental sustainability, and ethical business practices.

Therefore, to support positive employment relationships, organizations need to consider the perspectives and interests of all stakeholders and develop strategies that balance the needs of different stakeholders while achieving the organization’s objectives. Effective stakeholder engagement and contribution can help to identify and address the needs and expectations of different stakeholders, which can ultimately contribute to improved employee satisfaction, productivity, and retention.

References

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