Supporting Good Practice in Managing Employee Relations

Since there is little or no difference between the salaries increases of employees who meet production goals and those who do not, some employees have said they are not motivated to achieve the goals, even if they are capable of doing so. The company must ensure that employees meeting company goals are rewarded with bonuses, salary increases, or other incentives that are greater and more appealing than those received by employees not meeting the goals. The company could further differentiate the

Each type of employment status has different legal rights, so it is important to know which category the individual falls into as their employment status will determine their rights at work. Self-employed people are effectively their own boss and do not have employment rights in the same way as employees and workers. For example, in many cases they can decide themselves how much they are paid and what leave to take. It's important to know what a person's employment status is, because

Self employed - if you are not employed in a contract of employment with an employer but contracted to provide services other a period of time for a fee or be a business in your own right. Therefore a person will work for themselves rather than a employer. You do not have employment rights but have to pay your own income tax and national insurance contributions.

Self-employed people will run their own business, they will be contracted to provide a service their clients. They will not be paid through PAYE and they do not have the same employment rights as employees or workers, Self-employed people will however still have protection for their health and safety on a client’s premises, they will have their rights and responsibilities set out in the terms of the contract with the client. They will not be entitled to holiday pay. They may however in some cases be classed as self-employed for tax purposes but classed as an employee or worker for employment rights. See point 2 Appendix

As there are so many different employment status types, it is important to determine the status as “employers will be exposed to the majority of employment rights only if the 'working person' can prove they are an employee rather than self-employed.” (CIPD, www.cipd.co.uk, Why is employee status so significant and what legislation covers it?, 24th Sept 2014.

There are four main leadership styles, the first being Autocratic style which the manager retains as much control and decision making authority as possible, the manager does not give employees any input or consultation. The next is Bureaucratic which is where the manager manages ‘by the book’ which is where everything must be completed according to procedure and protocol. Mangers using this style will only consult with those above them in the chain of command. They simple enforce the rules of the workplace. The next style of leadership is Laissez-Faire which is also known as the ‘hands off’ approach to management. The manager usually provides little or no direction and give employees as much freedom as possible. All power is given to employees and they are to dictate their own work ethics. The last leadership style is the Democratic style which is also known as the participative style and this is where employees are encouraged to be a part of the decision making process. The democratic manager keeps their employees informed about everything that affects

2. I would also give employees bonus tied up to their work, but not just focus on profit, we need to balance the expectations of different constituencies. I will well design performance measurement and control systems provide a fundamental way of recognizing and balancing these trade-offs.

The catering industry has long being attributed to the autocratic style with its low pay, poor working conditions, speedy service and high staff turnover. When analysing the theory aspect the Mc Gregor Theory X & Y is the most obvious example to use for the purpose of this report. According to (Businessballs 2013) Mc Gregors ideas suggest that there are two fundamental approaches to managing people. Many managers tend towards theory X and generally get poor results. Enlightened managers use theory Y, which produces better performance and results and allows people to grow and develop. Theory X managers are widely associated with an authoritative management style. The autocratic leadership style is best used in situations where control is necessary, often where there is little margin for error. When conditions are dangerous, rigid rules can keep people out of harm’s way. Many times, the subordinate staff is inexperienced or unfamiliar with the type of work and heavy oversight is necessary (CIOB 2015). A theory X manager instinctively adopts an autocratic management style because he assumes amongst other negative features that people are lazy and wish to avoid responsibility (Walker 1984). Autocratic decisions may undermine work

In this method of management, the manager becomes the main decision maker. the director won 't think about the subordinates and their involution in choice making. Accordingly, the choices reflect the identity, phrenic originations and presumptions of the administrator. The decision does not reflect the team 's collective opinion. In some cases, this style of management can move a business towards its goals rapidly and can fight through a challenging state. If the manager has a great personality, experience and exposure, the decisions made by him or her could be more preponderant than collective decision making. On the other hand, subordinates may become dependent upon the manager 's decisions and may require exhaustive supervision.

Our management must ensures that workers perceive distribution of rewards equitable. Furthermore, our organizations to attract, motivate and retain qualified and competent employees, they be offered rewards comparable to their competitor.

Being an effective manager means knowing when to use the right management style. The six management styles are coaching, strategic, laissez- faire, bureaucratic, autocratic, and democratic. Managers have to perform many roles in an organization and knowing how they would handle difficult situations will depend on their style of management. The purpose of the paper is to understand a little about all the management styles and then which one best fits my personality and how it should be handled. Being able to be an effective Manager and knowing when to use it and how to handle a situation when it comes

Effective managers must also reward employees for a job well done. Rewarding not only signifies appreciation, but, according to Searles (2015), it also will

i.     Pay for Performance. This gives employees rewards in relation to their performance on the job.

Firstly, the literature review will begin with the use of source 1, books; this source will give an expert outlook from highly respected authors and academic professionals. This will include different perspectives, approaches and definitions of “what employee relations is”.

Linking pay to performance involves twelve critical steps. The first step involves succinctly defining the organization’s strategic objective. The second step involves establishing the structure and size of the resources in the organization. Thirdly, the resources are then linked to the objectives and budgets. Fourthly, the objectives are shared with the workforce while the fifth step involves aligning the workforce with the work. The sixth step entails setting production quotas for employees while the seventh and eighth step involves performance review and competencies and training respectively (Martocchio, 2013). The ninth step