The Effects of Relationship between the Employer and the Employees in Organizational Development
Effective and constant communication between the employer and the
employees develops better understanding that leads to productive work. Also, it
develops harmonious relationship that is necessary in organization development.
Organization development (OD) is the process of improving organizations.
It is a carefully planned improvement of an organization’s effectiveness and
viability, as a group and as individual employee or stakeholder. OD involves
consultant work in gathering data to define issues inside the workplace and
finding a suitable course of action. In this case, the organization is assessed in
creating an understanding of the current situation of the enterprise and identifying
opportunities that will meet the business objectives.
Organizational development is intended to be a response for the rapidly
changing business world. It is a complex organizational strategy in changing the
beliefs, attitudes, values and structure of an enterprise in better adaptation to
new technologies, tighter competition, and marketing challenges.
There is an increasing trend in giving more investments on employees.
Studies suggest that lucrative salaries and benefits do not guarantee productive
work. Work challenges, recognition and a sense of accomplishment matter more
in motivating the employees. Thus, organization development responds to these
needs in keeping the performance rate soaring. However, there is more
important factor in organizational development, like the relationship between the
employer and the employees.
The relationship between the employer and the employees is the
foundation of any organization. A healthy employer-employee relationship helps
to build a successful enterprise. An enterprise that is focused on growth and
profits should also give attention in establishing mutual trust with their
employees. It is imperative in continuous development of the organization as a
whole.
Compensations and remunerations are one of the major factors involved
in employment. It’s the obligation of the employer in paying the employees on
time. Withholding salaries does not only violates the law but also destroys the
mutual trust they set upon themselves. Unpaid compensations is not only a legal
issue but also a moral issue as well. It also involves the psychological contract
that even a physical document is not signed, it’s the employer’s propriety in
handing the right amount the employee had worked for.
The treatment of employees is also a major issue in organization
development. Experts claimed that workers’ opposition, militant unionism and
sabotage are results of management mistreatment. Studies also suggest that
companies could have achieved more success if the stakeholders treated their
employees more humanely rather than mechanically. This is directly connected
with the productive work of the employees. Performance rate is higher when
employees are provided with meaningful works and being fairly compensated for
their efforts.
Honesty also takes effect on the employer-employee relations. Notifying
issues inside the organization that will directly affect the employees should be
discussed openly to not create hard feelings among employees. For example, if a
company has financial problems and the compensations would be affected or
even some employees could be possibly relieved, it is better to deliver the bad
news straightly than to withhold information. Employees would appreciate
honesty, rather than keeping information that is not classified at all. There is an
ugly feeling of being left out when you were the last one who knew an issue
when in fact, you should have known better because it concerns you.
Also, honest and straightforward negotiations are required in
organizational development. Honest remuneration packages should not be
violated by the employers. While honest terms of work should be produced by
the employees. Dishonesty in the workplace leads to misunderstandings and
arguments inside the organization.
A formulation of progressive discipline guidelines fosters an orderly and
productive work environment. Rules and regulations should be clear and
understandable, so are punishments and disciplinary actions. Constant
supervision is necessary, including the statement of the problems, solicited view
of the employees, agreement on the problems and plan development.
Documentation should be maintained in keeping the process precise throughout.
Organization development is a complex and tedious process. It definitely
involves a lot of investment on time and money. However, despite the toll it will
take on the organization, the benefits that will give on the growth and
development of the enterprise will eventually pay off. Mutual co-existence
between the employer and employees should be recognized, and the relationship
is simply symbiotic of nature.
References:
Employer-employee Strenuous Relationship: Areas of Concern and the Way Forward, July 2010, http://www.articlesbase.com
Organizational Development, http://www.odnetwork.org
Frood, David, The case for a new relationship between employees and employers, http://www.helium.com
Credit:ivythesis.typepad.com
0 comments:
Post a Comment