Employee Employer Relationship

Employee Employer Relationship

The legal link between employers and workers is the employment relationship. It occurs when in exchange for remuneration, an individual performs work or services under certain conditions (Armstrong, 2014).

 

In most cases, employer-employee relationships should be mutually respectful. In these relationships, the degree of closeness will be determined by both the employer and the employee. Many employers prefer to keep their employees at arm's length in order to avoid any misunderstandings about their respective roles. Others have a tendency to become more social with their employees, seeing this as a way to boost morale (Abraham, 2009).

Google, for example, has a one-of-a-kind employer-employee relationship. This isn't your typical business partnership. Looking at pictures inside the Googleplex, we can only see that it looks more like an adult playground than a place to work. However, Google's success may be to blame for this culture. Google employs people whose sole responsibility is to keep employees happy and productive. Others may find it oppressive, but that is how this world-changing corporation operates. Employee satisfaction has risen as a result of Google's increased investment in employee support. For Google, keeping employees happy pays off handsomely (Garvin, et al., 2013).

In the Sri Lankan context, the labor law and relations structure is a poor example of how labor law and relations can contribute to long-term socioeconomic growth. Sri Lanka has historically supported "labor friendly legislation" in order to appease the region's working people. Workers in the government sector, for example, receive a variety of benefits such as overtime, living allowance charges, duty-free vehicle permits, and so on, but firing them is difficult due to the country's labor laws (Amarasinghe, 2002).

Conclusion

Employees today are looking for companies with which they can form long-term relationships. They want to be seen as partners rather than subordinates by management. As a result, employers should recognize consistent growth in their workforce, reinforce and recognize goals and achievements, and support initiatives that improve employer-employee transparency.

 

References

Armstrong, M., 2014. A guide to people management. In: Armstrongs Essential Human Resource Management Practices. s.l.:s.n., pp. 143-151.

Amarasinghe, K., 2002. Human Resource Management In Sri Lanka. Accra: Kasbed Ltd.

Buckley, M. R. et al., 2001. Ethical issues in human resources systems. Human Resource Management Review, Volume 12, pp. 11-29.

Garvin, D. A., Wagonfeld, A. B. & Kind, L., 2013. Google's Project Oxygen: Do Managers Matter?, s.l.: HBS CASE COLLECTION.