Employee Relations Essay Example for Free

Employee Relations Essay Employee relations are one of human resources aspect which is mainly concerned with maintaining a cohesive relationship between the employer and the employee in workplace so as to have high morale and motivation amongst employees for satisfactory productivity in workplace. Discussions between the employer and the employee usually concentrate on issues of payment, work environment, disputes, grievances, health and safety, hours of work and production targets. Human nature can be simple, yet very complex thus an understanding and appreciation of this is an important factor for effective employee relations in workplace. For this to be achieved there has to be well defined rules and regulations pertaining as to how employees are to perform their duties, address personal issues, bargaining procedures, handle and resolve conflicts etc. each country has its own laws pertaining employment but there are also international laws that stipulates how legal rights and restrictions on working force and their organizations. The main objective of employee relations is to protect the interests, rights and privileges of the employees. This provides information relating to policies and procedures of performing duties and facilitates the resolution of problems and complains through investigation and mediation. There exist two main levels of communication where employees can air their views. Individual relationship allows employee to relate directly with the employer while collective relationship involves organizations or trade onions and the individual employer. When a dispute arises in any workplace, conciliation, mediation and arbitration are used to resolve disputes depending on the nature of the dispute. Individual disputes usually involves the employee directly with the employer while collective disputes occurs when a common disillusionments among the employees arise and representatives of the employees in form of trade unions are used to air the grievances to the employer. Representatives are legalizes groups who are concerned with employees rights and advocates for fair recognition in workplace. The common situation in most countries is that employment laws have been more effective in resolving individual disputes than collective disputes. This is evident since most of trade unions are finding it difficult to handle disputes in workplace especially in private sector where individual employment rights has expanded and there is change from bargaining based relation system towards more individualized and legalistic rights based system. Cases of strikes in workplaces have declined recently and individuals are pursuing employment grievances in the court. There has been shift to more individualized forms of negotiation at organization level with decline of wider bargaining arrangements has weakened the capacity of trade unions to perform their role as a collective negotiators. Theories and Practices in Workplace Employment laws arose due to the needs of workers of better conditions and rights to organize so that their issues and grievances could be heard and resolved amicably. This led to formation of administrative body to address the legal rights and restrictions between the working people and the organizations. They mediate relationship between employees, employer and the trade unions. There are laws which stipulate relationship between the trade unions and the employer and the relationship between the individuals and the employer. Collective employment laws are a tripartite relationship between the employer, employees and the trade unions for collective bargaining, provision of benefits and industrial action. Individual employment laws deals with people rights at work place. There are two theories relating to employment developed after Second World War namely: Dunlop Theory: it was based on labour relations systems. He realized workers representations as part of factors contributing to economic growth with two key aspects of the society as whole i. e. the interests of employee sand value of social justice. Theory also realized that unions can succeed only if essentially contribute to good management. They have functioned by making deals which are in long term interests of management as well as employees; in part they force management to act in its own interests. The employees’ responses are usually neglected and there is need for organizations to provide more security and more employee services. This would require policies of regulation and protection where employees are able to make more choices about jobs, personal development of skills and interests through sequences of jobs rather than letting single company to mould and shape an individual. Employees’ participation in defining the nature of work and decisions that affects it. This needs rapid responses where companies have found that top-down control is far too slow and inward looking for today circumstances. There is more acceptance of diversity to open up new opportunities and also lower the power of entrenched resistors. This situation will require an effective system of representation to balance differing interests what is needed is a system to deal with decentralized, flexible management to integrate semi- professional and knowledgeable employees to generate full support. Unitary and pluralism theories: For pluralist decision maker views an employee is a permanently external to the enterprise, as part of action situation while unitarist decision maker views an employee as internal to the enterprise, inherent part of the enterprise actor. The pluralist position implies that workers and the enterprise are in a position to make demands on each other to which is obliged to respond as long as these demands are in some kind of balance. The relationship between workers and managers is founded on agreement about this balance and not on any agreement about the inherent rightness or effectiveness of the demands themselves. The unitarist position assumes that every member of the enterprise, workers and the managers is a willing participant in social action such as the enterprise is defined by a common set of aims and values central to which is the goal of achieving the greatest possible success for collective prosperity. An enterprise established on the principles of moral superiority of craft work and on importance of a worker seeing a product through to completion thus unitarist approach implies that the employment relationship as the primary means of organizing enterprise involves the agreement that in the context of the enterprise, certain rights duties. For industrial approach, unitarism seems to offer two advantages. First is the prospect of an absolute maximization of effectiveness and second is the relationship which exists within the enterprise are of normative substance. Workers and managers are able to look upon each other as fellows rather than opponents forced into an uneasy and purely alliance. In managerial unitarism, the employment relationship is not just legitimate but authoritative, employee accepts that the direction of a manager embody the most effective possible means of realising the aims and values of the enterprise as a whole and since manager subscribes to this basic normative consensus, then compliance with those directions is not just a legal but a moral duty. Thus managerial right to worker compliance arise from normative consensus professional and competence of the manager. From pluralism, manager can be competent but consensus does not exist thus there is no automatic managerial right to worker compliance. The key to resolving the difference between unitarism and pluralism in employment relations is dialogue i. e. a discussive process by which a group of people attempts to reach consensus on both objective and normative aspects of the action situation. Well conducted dialogue will result in agreement on the aims, values and goals of the organization, division of labour which will best contribute the realization of goals. Pluralist collective bargaining is purely procedural and hence non-dialogical. Managerial unitarism is also non dialogical because agreement to managerial strategies, plans and instructions of the enterprise is assumed rather than secured. Management is conceived as a technical matter. Thus an alternative dialogical and non- dialogical employment relations systems needs to be developed. Trade unions which are committed and enthusiastic about issues of the employees without curtailing the managerial rights to decide what they see as necessary reform in employer- employee’s relations. The workplace setup is based on adequate understanding of employer- employee relationship. This requires the knowledge of relevant conditions on the intra-group level and also on the inter-group conditions that might tempt each group to take a certain type social orientation. The consequences of different combinations of justice and injustice for the individual are specified for the intensity of conflict between two parties. Individual disputes usually involves am employee and the employer regarding a personal issues which is be discussed between them while collective disputes affect the general interests of group of workers and deals with enforcement or interpretation of statutory regulation, collective bargaining agreement.

History of the Computer :: essays papers

History of the Computer The history of the computer can be dated back for years and years and there is still much more to learn and know as we advance our knowledge with this technology. Webster's Dictionary defines computer as, â€Å"any programmable electronic device that can store, retrieve, and process data† (A brief 2004). The core word compute in computer has been termed for over 2000 years. In the beginning, a wooden rack holding strings by two horizontal bars was the very first calculator recorded. The beads were manually moved around by the user and were only used by the user who knew the rules of programming in order for the wooden calculator to be accurate. It is said that the wooden calculator was able to do all regular arithmetic (Meyers 2001). The many different parts of a computer as we now know it did not just appear in one machine created by one person. Starting in the 1640’s, many people began to work on machines that would mechanize tasks, with results that we still use today (In the beginning 2004). Records exist of earlier machines, but Blaise Pascal invented the first hand powered commercial calculator that can add numbers entered with dials (Meyers 2001). He is credited with building the first digital calculator. Although attempts to multiply mechanically were made by Gottfried Liebnitz in the 1670s the first true multiplying calculator appears in Germany shortly before the American Revolution (A brief 2004). Charles Xavier created the first successful calculator which was able to add, subtract, multiply, and divide (Meyers 2001). In the early 1800’s, Charles Babbage began a life long quest for a programmable machine. (A brief 2004). He invented machines that are called as calculating engines. Engine number one was the first successful automatic calculator that was able to work on its own. This calculator consisted of over 2000 parts (The early 1996). A large problem that Babbage had would be many engineering problems which would not allow his engines to work correctly. He is remembered and is important to computer history because of his idea for the machines. His basic ideas of how the machine would process information is still used to this day (In the beginning 2004). As the late 1800’s came around, a man named Herman Hollerith developed a computing machine that can read into punched cards.

Mahou Factory

Mahou Factory Visit Mahou is a Spanish brewery house founded in the year 1890, in the capital Madrid. The company created a reputation for it self that precedes it even now a days, for its quality of production and the traditionalism of the production. Today the company is among the largest and most powerful brewery in Spain with a dominant market share. The main brewery factory, being the one we visited, is located in the outskirts of Madrid, Alovera Guadalajara to be more specific. The Factory is the biggest in Spain and second biggest in Europe, it is unique in Europe for its complex automatized process and innovative technology.The factory produces up to 4 million liters of beer a DAY. Trough out our visit we could observe the process of production of the beer, most being completely automatized, yet having key workers in key locations were mistakes cannot occur. Even the most efficient machines can make mistakes, the problem is that the problem wont be spotted it since its and au tomatized process therefore you need the scientist and key workers in place to reassure the smoothness of the process. This could be considered a poki oki in Japanese terms or a security measure for the avoidance of problems in the production process.From the beginning we could observe a complex system practically runed by computers, the only un automatized process is the lab and examination of samples. But in order to keep control of quality, it’s a process that need to be done with detail and personal, to keep better control of quality even if the cost for it might be high. This with the large control room constantly observing and controlling the brewing process day and night, 24/7, 365 days a year, make it a supper efficient machine for quality control and cost control.The control room has constant machines and computers controlling the brewing process from start to end including the bottling and packaging, This is then combines with a couple of professionals constantly ex amining and managing the process of production with constant control like sample taking to ensure that the quality and process is going to perfection. With this, we can surely say we are of to a good start. Continuing on with the quality control process we then have again several controls to ensure quality, like exporting the water from the erfect mineralization from Guadalajara, like exporting the main resources needed to ensure that their customer gets the quality expected always. After the brewing process there are several other controls like the bottle revision that ensures that they are clean, then there’s another machine ensuring that they all have the perfect measurements (full) with a laser measurer, after wards a few samples are taken from the produced batch of the day to again lastly ensure that the quality is the desired one.Furthermore we can also observe the cost efficiency process in place. Even though the machinery implemented is expensive in the long term it c uts cost by huge amounts ensuring less mistakes higher quality and happier customers. The control room cuts cost by having many less workers doing the control process over the brewing production process by having it all automatized, not counting how more efficient it is.Then they cut cost by implementing this brewing tanks outside the factory were its easier to obtain the liquid in bigger quantities. But, by a long shot the most efficient cost cutting control is the logistics the factory built right next to the high way to have a quick and easy way to transport and move things. Also they have deals with multiple other breweries to bottle their bear were they do not have a factory in order to make it seemingly less costly and easier to distribute their product.Lastly, I will talk about their green impact on the world, or ecological controls. Now days every company is striving to be a leader as social responsible and environmentally friendly. Every company ahs its motives for this, so me marketing technique, others tax benefits or company reputation etc. What’s very admirable of Mahou’s environmental help to the world is that it not only gives good company reputation, tax, etc, its that it is cost reducing also making it cost efficient.Mahous recycles 90 % or more in some cases, of their bottles and containers, due to a deal established with the distributor and maker of the beer containers. This is extremely efficient and green for the environment counting the huge amount of production and trash they are avoiding creating. With both eh process distinguishing the broken or defect bottles and the un-cleanable they have created a perfect quality, cost and environmental friendly control all in one, keeping to its name and reputation.

Example Of Justifying A Value - 1814 Words

1.) The first example of justifying a value is when getting my car detailed. I am looking at market value, fair value and the utility factor for the services. This service satisfies the need and desire for a clean car to take clients out with, after it was dirtied by a tough winter. I compared prices for similar car detailing services, and asked around for referrals from several people. Of the two companies, one was recommended strongly. I saw examples of each work and agreed with the highly recommended company. In my opinion, the cost at the time was fair value and, compared to other detailers, was market value. The prices were advertised for a year without any price increase. The second example of justifying a value is when purchasing products from Starbucks Coffee. There is a slight influence upon me through the desire of my teenage daughter wanting to visit the coffee shop. With my effective purchasing power, and both our desire of a drink/coffee/treat once and a w hile, we will go to Starbucks. It is true that Starbucks is a Going Concern, and their prices are fair value compared to Timothies and Tim Hortons. I have joined their rewards program, which enables me to occasionally receive free or discounted drinks, as well as free refills. Starbucks, with the loyalty program, is an investment value to me. 2) In the City of Mississauga, lane use control in the area of Clarkson and Lorne Park have stemmed from Mississauga’s master plan. Zoning through the useShow MoreRelatedDoes the End Justify the Means?739 Words   |  3 PagesWrite a response to the question, Does the end justify the means? Give examples of when the ends justifies the means and when it doesnt. Post your response as a reply to this topic. Read others responses and feel free to comment on others threads and have an open discussion. 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