Hrm and Employment Relationships

HRM and Employment Relationships Employment Relationship Employment Relationship can economical, complaisant and political relationship in which employees provide manual and mental project in exchange for reward from employers (Gospel and Palmer 1993) There are 4 Dimensions within the workplace relationship * Economic exchange Wage-effort bargain * Socio-political Power * Legal/Contractual * Psychological contract/ well-disposed exchange Contract of employment is formed when an purpose of employment is made and accepted There are 3 types of contract in the employment relationship (Schein 1980) 1. Formal Economic and legal 2.Informal Reflecting the social norms in the workplace (the organisational culture) and those in wider society about how people should treat each other (Natural justice) 3. Psychologrcal (implicit contract made up of unspoken expectations and obligations). The Psychological Contract of Employment A set of unwritten reciprocal expectations amongst an sepa rate employee and the organisation (Schein 1977) Positive psychological contract by means of particular configurations of HR policies and practices * Behavioural and performance outcomes such as job satisfaction, employee fealty, motivation and lowered intention to quit.The Explicit Contract of employment An agreement between two parties enforceable by law a contract of service and comes into being when an employee agrees to work for an employer in return for pay (ACAS) * Accumulation of rights and responsibilities for both parties * The scathe of a contract can be * Express (explicitly agreed between the parties, either in writing or orally) * Implied (not explicitly agreed but which would be taken by the parties to form part of the contract Control VS CommitmentWith the evolution of people management there is now more of a concentrate on manoeuvre. The logic of control Direct control * Low trust employment relationship * Strict supervision and task specification * Subordinati on of labour to capital. Responsible autonomy High trust commitment relationships A degree of worker discretions and responsibility Edwards (1979) developed this analysis by identifying two structural strategies for control Technical control -built into machinery and technology (Fordist)Bureaucratic control -Control via internal labour markets, career structures and the position of individuals relative to one another with regard to job security, precondition and rank. Social control Conformity and compliance with a set of formal or informal rules Internalisation of norms and values of a group ingenious (1976), referring to organisations in their broadest possible sense (not only work organisations), identifies three types of psychological contract Coercive * Contract is not entered into freely (e. . prisons) * Majority dominated by minority who exercise control by rule/punishment * Emphasis on conformity. Calculative * Contract is entered into freely but control is maintained by m anagement * Power is expressed in terms of their ability to give desired rewards to the individual. Co-operative * Individual tends to identify with the goals of the organisation and strive for their attainment through individual effort. * Effort is based on the degree the individual has input in the companys goals.Commitment is closely associated with motivation, but whereas motivation is focused mainly on the individual, commitment is more strongly associated with the individuals attachment to, and identification with, the work organisation and the organisations goals (Blyton Jenkins 2008 139) Employee commitment and association with the aims and values of the firm are the mediating link between HR policies and practices and enhanced individual and organisational performanceRelationship reflects form of labour involved and that can be bought in this exchange * forcible * Mental (thinking) * Emotional (the act of expressing organisationally-desired emotions during service transac tions Morris Feldman 1996 987) * Aesthetic (looking good or sounding right Nickson et al. 2003).