3mer Guidance Leaflet

Identify and analyse the reasons why it is important to determine an individual’s employment status.

The discussion illustrated facts, the data tested provided results that sustained employment-at-will exception (EWE) and jobless recovery finding. It was clear that the research was quantitative data because the research was confirmed with numbers, measures, and members that was effect by jobless recovery. There was no uncertainty that a recommendation for further study or research was encouraged. DeNicco mention the potential future research present by Aaronson, Rissman and Sullivan (2004) which pointed out other causes of jobless recovery, that included self-employment, just-in-time hiring, and healthcare

The following information is a leaflet giving guidance to employee relations. The information details the impact that

The labor law makes any employer – employee relationship fair and balanced between any employer and his employee. Some right are given and by law it is compulsory for the employer to entitle his employee.

There are many different approaches and perspectives when discussing the employment relationship. All of these perspectives share some commonalities while at the same time having unique viewpoints. The first approach is the unitary approach, which views the work organization as a whole. In the unitary approach, the employees and employer co-exist and are reliant on one another. The next perspective is the pluralist approach. In the pluralist approach the organization realizes that there will be differing views and because of this the pluralist approach tends to utilize collective bargaining as a tool to resolve conflict. The Egoist perspective on employment relations is focuses on self-interest. In the egoist perspective labor is viewed

The culture of an organization denotes how both employees and their leaders carry out the business strategy and values of the company. While there are many facets to business management, the culture that leadership encourages in the workplace can determine the success, mediocrity, or failure of a business. Therefore, leveraging culture, and how efficacious a culture is, becomes quite critical to accomplishing effective leadership.

A company should establish a series of values as the basis for culture such as honesty, excellence, attitude, respect, and teamwork. A company that creates the right culture will have an advantage when it comes to attracting and keeping good employees.

Organisational culture shared among all the members, with its values, principles, traditions and methods of working. It determines how an organisation functions, from industry side to individually. It could be an important asset which, if not managed well, can be a critical liability for the organisation. While a healthy and positive organisational culture could increase relationship between employees and employer, and together achieve the maximum performance for the company, a deleterious culture would lead to the downfall of the organisation, and eventually collapse. It is an advantage that requires good management skill, coordination and communication in order for the organisation to utilize it well. Beaudan and Smith (2000) at Ivey Business Journal stated that corporate cultures are mature and complex organisms. One must carefully and smartly shape the culture, and it is wise to nurture corporate culture as an asset, rather than a risk and liability. This essay explains both beneficial and negative sides of organisational culture, along with case studies supported.

Each Organisation and company has its own culture. Company culture consist of many things, how managers relate to their employees. It also shows how employees are treated. For instance how the company rewards its employees creates an enviornment of loyality and high morale. The company which embraces the attributes of employees tend to improve employment relationship between managers and employees.

Economy plays a role in every aspect of employment. A bad economy can lead to lack of funding for projects and employees. When an employer is taking in less income than they are paying to keep employees changes have to be made. This could be anything from reduced benefits,

The Culture of a Company, or the Organizational Culture like it is mentioned in Principles of Management, has gotten a new dimension for me in terms of importance to assure the success of a company. This Organizational Culture is based on a series of values that are defined and established by the founder of a company for instance, which has a deep relation with his ethics and moral values. Therefore, the first factor to outline would be what the culture of a company shows, that can describe already how their managers behave and think. Managers with good intentions will place their workers ahead of profits, image or technology. The Lincoln Electric Company is a good example of that. In this welding manufacturing company, there were

Culture is the shared principles and traditions that influence the ways its member perform. Culture within a business organization can be the difference between a good and a great company, this essay will discuss both positives and negatives of a strong culture then make a final decision about each aspect. The topics that will be covered in this essay are; Consistency or Inertia?, Strong company or flexible company? Easier hiring practices or dangerous homogeneity? Employee growth or over dependency?

Organizational culture has been described as shared values and beliefs that underline a company’s identity. A strong culture that encourages employees from the top to the bottom in adaptation and change can increase organizational performance by energizing and motivating employees, shape behaviors, unify personnel in the goals / objectives and align employee’s actions with the priorities of the company (Daft, R., 2013). Creating a constructive culture should be a manager’s top priority because the right culture will propel a company into a top performer in its industry.

The right culture with the right values will always produce the best organizational performance. I agree 100% with this statement. There are three things that culture implies; perception, descriptive, and the different backgrounds that individuals have, which are the shared aspect of culture. The perception defines what the employees experience in the work place and how they are treated. If the employees are treated fair and are encouraged to reach new heights with no fear of making a mistake, then in my opinion they would actually try harder. The descriptive implies how the employees feel about the culture of the company, not if they agree with it or not. So if companies have a welcoming environment more people will be intrigued to work for a company with strong cultural values. Getting together the right people for the culture that you want your company to retain is critical. Having the employees in a state of mind where they are comfortable to express themselves while meeting there goals would make any business perform at its best.

Reward Management (RM) has been defined as the distribution of monetary and non-monetary rewards to employees in an effort to align the interests of the employees, the organisation, and its shareholders (O 'Neil, 1998). In addition O 'Neil (1998) also suggests that a RM system can serve the purpose of attracting prospective job applicants, retaining valuable employees, motivating employees, ensuring legal requirements relating to direct and indirect rewards are not violated, assisting the company in achieving human resource and business objectives, and ultimately assisting the organisation in obtaining a competitive advantage.