Jeannot Bile EMPLOYEE RELATIONS 13/02/2014 A MARXIST (OR RADICAL) PERSPECTIVE OF THE EMPLOYMENT RELATIONSHIP LOCATES ’THE ASYMMETRY OF POWER BETWEEN EMPLOYER AND EMPLOYEE’ AT THE HEART OF ITS ANALYSIS. (BLYTON AND TURNBULL‚ 2004: 34). The conviction that there exists a power imbalance in the employment relationship which gives employers a prejudicial benefit over employees takes its existence for several centuries. Karl Marx known for his theories and contributions related to the employment relations
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is Employee Retention? 3. Importance of Employee Retention. 4. What makes employee leave? 5. Retention Myths. 6. Benefits of Attrition. 7. Employee Retention strategies. * Low Level * Medium Level * High Level. 8. Manager’s Role in Retention. 9. Bibliography Introduction Employee Retention involves taking measures to encourage employees to remain in the organization for the maximum period of time. Corporate is facing a lot of problems in employee retention
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REPORT ON SUSTAINABLE EMPLOYER-EMPLOYEE RELATIONSHIP PRACTICES OF Companies. Academic excellence……… Academic excellence…….. Academic excellence…….. Academic excellence 2 Table of contents Acknowledgements Abbreviations Executive Summary Introduction Purpose of the report Discussion Conclusion/Solution 3 Acknowledgment I would like to express my gratitude to my lecturer Mr. Ishri Haniffa for the useful comments‚ remarks
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Employee Relation Report Submitted to: Dean Horsman‚ Paul Dix Date: 20th December 2011 Abstract: The report gives a concise analysis of employee relation concepts like ER policies‚ management styles‚ workplace harmonisation‚ collective bargaining and analysis of trade union with respect to the employees and organisations. Starting with a brief introduction‚ it continues to talk about the labour unions and its process of reorganisation. It gives various drawbacks and benefits of union
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Objectives 1. What is the difference between an employee and an independent contractor? Independent contactor works for‚ and receives payment from‚ an employer but whose working conditions and methods are not controlled by the employer. An independent contractor is not an employee but may be an agent. Seven criteria to be a contractor include: Worker can exercise control over details of work. Worker’s occupation is distinct from that of employer. Worker does not follow employer’s direction and
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which are in the national interest. One of the main factors for conflict within the organisation is the lack of communication and Unitarists see this as dysfunctional and counterproductive. The Unitarists believe that conflict is not inherent in employee relations as it does not make good sense for the organisation. They see conflict as an opposite to what they stand for because it is not structural and not organised‚ they see it as frictional as it can cause rifts and
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12 (Dec 2011) ISSN: 0974- 6846 Employee retention by motivation K. Sandhya1 and D. Pradeep Kumar2 1 2 Department of Humanities and Social Sciences ‚ JNTUH CEH‚ Kukatpally‚ Hyderabad-500085‚ A.P‚ India Department of Management Science‚ Madanapalle Institute of Science and Technology‚ Madanapalle‚ A.P-517325‚ India sandhyadean@yahoo.com Abstract Employee motivation is one of the important factors that can help the employer to improve employee and organizational performance. Different
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Employee Engagement Hye Chong Yi (260446951) McGill University CORG 555‚ Winter 2011 Professor Sema Burney 3 March 2011 “em·ploy·ee (-noun): a person working for another person or a business firm for pay. en·gage (-verb): to occupy the attention or efforts of (a person or persons). en·gage·ment (-noun): the act of engaging or the state of being engaged.” -Dictionary.com (2011) Introduction Employee. Engagement. Separately
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an overview for the presented discussion on employee voice Identify voice practices which represent an example of direct employee involvement and an example of representative participation Primary Research Methods Desk based research Analysed and assessed information; data and presented in report format Internet research focussed on Employee Voice Practices‚ Human Resource Management‚ Employee Involvement and Employee Participation‚ Unionised and non-unionised
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Assignment Nowadays‚ “employee relations” appear everywhere‚ from small companies to the big organisations in all over the world. According to CIPD‚ employee relations is an underlying philosophy‚ along with necessary attitudes and skills‚ rather than a specific management function or well-defined activity. In fact‚ there are many problems existing in any firms or organisations. One of these which is considered by human management department is employee relations. Employee relations which used to
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