Topic > Management of the employer-employee relationship

IntroductionThe relationship between employer and employees plays a fundamental role in the performance of the organization. Employers and employees have certain responsibilities to each other that facilitate a fair and productive workplace. Positive working relationships create a cooperative climate with commitment to the same goals. Conflict, on the other hand, is likely to divert attention from organizational performance. Unnecessary conflicts can be prevented by involving employees and treating them fairly. Ethical employment practices, involving employees in decisions, and treating employees as valued members of the organization help create a positive employer-employee relationship. Unfortunately, however, it sometimes becomes necessary for an external party to help employers and employees resolve differences through processes such as mediation or arbitration. Taken together, positive engagement strategies and constructive resolution of differences help develop relationships that support organizational performance and success. Concepts of Employee Rights and Responsibilities Legal considerations play an important role in how employers and employees interact in the workplace. Common law doctrines regarding this relationship have been established by many legal decisions made over the centuries (Reed & Bogardus, 2012). Common law doctrines lay the foundation for best employment practices that provide protections for both employer and employee. The employment-at-will doctrine provides that employers may hire, transfer, promote, or fire employees at any time for any cause, and employees have the right to resign at any time with or without notice (Reed & Bogardus, 2012 )....... middle of paper ......onship between the employer and the employee. Employers who recognize this and proactively utilize strategies to promote employee engagement and fair employment practices will likely reap the organizational rewards of this. References Colvin, A. S. (2013). Participation versus procedures in the resolution of non-union disputes. Industrial Relations, 52(S1), 259-283.Gies, T. P., & Bagley, A. W. (2013). Mandatory Arbitration of Labor Disputes: What's New and What's Next?. Employee Relations Legal Journal, 39(3), 22-33.Reed, S. M., & Bogardus, A. M. (2012). PHR/SPHR: Human Resources Certification Professional Study Guide (4th ed.). Indianapolis, IN: Wiley Publishing, Inc. ISBN-13: 9781118289174Rowley, C. (2010). Paths to resolution. Professional Manager, 19(3), 34-35.Zachary, M. (2012). Volunteer work and public policies. Supervision, 73(11), 21.