working relationships health and social care

Personal relationships are based on emotions and are informal. Personal thoughts are shared just like in family or friend relationships.

Good communication between everyone is essential. Health and social care workers must trust, value and respect one another, having belief in everyone’s ability to work together to achieve shared goals. A good working relationship is essential, and one which demands that there is trust and ability to be able to talk openly and honestly (Tina and Jan 2016).

According to Merriam-Webster, a relationship is the way in which two or more people, groups, or countries talk to, behave toward, connect, and deal with each other. It’s an emotional, spiritual, or other type of connection between persons. Relationships can be difficult to maintain because we are all different people evolving daily. Majority of the issues and joys of life revolves around people and relationships. Our relationships have a major affect on our quality of life; therefore, we should be selective and cautious about whom we choose to be a part of our inner circle. We need relationships; there is no doubt about it. They play a major role in our spiritual and personal development. This is why I believe that a relationship with

People and relationships: consists of relationship with the suppliers; relationships between group members and the relationship between team and the organisation.

The Employment relationship is critical within the workplace as it plays a central role in the quality of the workers’ lives and in the performance of the organisation. Employment relationship is defined as simply the relationship between the employee and the employer. Having a strong employment relationship positively impacts the organisation as a whole, influencing the job satisfaction, skill use and development, workplace morale, and the worker absenteeism (Lowe, G. Schellenberg, G. 2001). However, low levels of commitment, communication and trust are associated with restructuring and downsizing of the organisation, stimulating weak employment relationships. Thus, employment relationships within a workplace requires balance and reciprocity if they are to benefit both parties (Lowe, G. Schellenberg, G. 2001). Employers must manifest, through the quality of the work environment they create, that there employees are valued and respected. It is vital that all managers, especially those at the front line, understand this. Consequently, there are various theoretical frameworks with different approaches that can be utilised to conceptualise the employment relationship within an organisation.

The lowest level relationship I have established is the relationship between myself and the laborers on the project site. Being that I am only working on the project site part time, I do not often have the chance to interact directly with the laborers.

A good interaction of employees towards their clients can establish a harmonious relationship that may lead later on to trusting each other. But too much involvement especially on personal matters, if abused, can affect the business which may lead to its own downfall. Establishing a good relationship among customers is one of the effective ways to have a good business, but of course, there’s always a limitation in every personal connection towards them.

Employment relationships are built on trust and the rights of both employee and employer. Each day, employees and employers work together to complete tasks and projects for businesses. Both employees and employers have very specific rights and responsibilities that are standard

Conflict resolution is a challenging task. Typically for the participating parties it is an experience beyond the physical world; it is about an emotional state. Emotions run high and the facilitator’s role takes on different forms as the process moves forward towards the finish line.

Therefore Ms CCCC it is important to accept and respect that the employment relationship is interdependent, a psychological contract Rousseau (1990), which means that the contract is mutual, and there has to be cooperation on both of the sides. I would say, to acctually conceptualise the employment relationship, I would recommend to take actions and decisions that can create trust between your relationship. There will be positive impact when there are higher level of trust in an organisation, and increases loyalty. I would also say that employer branding and segmentation is important, where it can make the work for the employer more personalised, and the effort to understand, negotiate and acctually do the work more efficiently increases.

The Employment relationship is the only reason public and private limited organisations work effectively. The Employment relationship is a fragile tie between an employer “management” and employee “worker”. This relationship can be affected by 3 factors which are interests, control and motivation. Employers have to balance these factors in order to maintain a productive working relationship.

The Federal Labor Law ("FLL") characterizes a work relationship as the giving of a subordinated individual service by one individual to another, in return for the installment of a pay and as per an individual business contract.

Many employers want their employees to have relationship building where employee relates well with other co-workers and all the customers.

In order to gain a more distinct concept of partnership, the working principles of partnership can be referred to. Two reliable organizations have given the similar principles to achieve a meaningful partnership agreement in workplace.

The Federal Labor Law ("FLL") characterizes a work relationship as the giving of a subordinated individual service by one individual to another, in return for the installment of a pay and as per an individual business contract.