Employee relationship is one of the essential things in an organization. The relationship between staff and employers influences workers’ performance. It also hinders the business of an organization. Human resource plays a primary role in employment relationships. Additionally, external factors hinder a productive working relationship.
Internal Factors that Influence Employment Relationships
The organizational culture and management relations influence employment relationships. If employees are unable to communicate their worries, their productivity diminishes. They do not feel like they are of any significance to the organization (Bernhard-Oettel, Sverke and De Witte 304). An organizational culture that supports the involvement of employees in decision-making and empowerment improves the relationship between employers and workers and enhances productivity.
Organizations should set rewards for employees with excellent ideas and innovations. However, this should be done in a fair manner to guarantee equality among employees. Organizations should allow the employees to share their concerns whenever they are uncomfortable with what is going on within the enterprises.
The other factor that influences employment relationships internally is the employees’ desire to be valued. They need to view that an employer offers wages that commensurate their inputs (Berton, Devicienti and Pacelli 882). The employees need to feel that the organization is fair in contract packages.
External Factors that Impact Employment Relationships
An organization does not have the capacity to influence external factors that impede employment relationships. One of the factors could be political, like government regulations. Another external factor that influences the working relationship is political instability. Social factors such as changes in educational requirements and career outlooks also impede employment relationships (Berton, Devicienti and Pacelli 888). Technical challenges like shifts in the use of technology and inventive processes shape employment relationships.
Full-Time Employment
Cheryl and O’Brien define full-time employment as a situation where an individual works for a certain number of hours as agreed upon amid the employer and the employee (897). A person who is under full-time employment is entitled to benefits like health insurance and annual leave that are not available in other forms of employment. A full-time employee often has the freedom to change his/her job position.
Moreover, the employee is guaranteed job security. An employer cannot dismiss a full-time employee unless the worker engages in activities that contravene the terms of employment. Full-time jobs are mostly deemed as careers (Cheryl and O’Brien 902). The Fair Labor Standards Act does not delineate what full-time employment entails. Therefore, the employer has the autonomy to determine the terms of full-time employment.
Part-Time Employment
Jacoby claims, “A part-time employee is one who is under a contract of service to work for less than 35 hours a week” (47). The Employment Act recognizes part-time employees. Nevertheless, the Act does not recognize executives, seamen, and managers who work on a part-time basis. Part-time employees are not entitled to benefits like health insurance and annual leave. Nonetheless, the employees are entitled to overtime, public holidays, and rest days (Salamonson and Andrew 346). The nature of the work may lead to one serving as a part-time employee. For instance, amusement parks do not operate during winter. Hence, an individual who works at an amusement park cannot be hired as a full-time employee. Labor laws prohibit employers from exploiting part-time employees.
Freelance Employment
A freelance employee is one who pursues a career without a lasting obligation to a particular employer (Edstrom and Ladendorf 719). A freelance worker can serve various companies simultaneously on a contract basis. Freelance workers are deemed as ad hoc and have the autonomy to decide the tasks or organizations they wish to help (Berton, Devicienti and Pacelli 894).
Kraimer et al. claim that it is imperative to identify one’s employment status as it contributes to determining the rights and privileges of the employee (391). Understanding the employment status of an individual ensures that an employer meets his/her obligations. There exist ambiguities amid the varied job categories (Kraimer et al. 375). Thus, determining employment status entails evaluating the nature of the employer-employee relationship. Understanding the employment status of individuals facilitates budget allocation. It helps an organization to set aside adequate money to cater to employee needs.
Works Cited
Bernhard-Oettel, Claudia, Magnus Sverke and Hans De Witte. “Comparing Three Alternative Types of Employment with Permanent Full-Time Work: How do Employment Contract and Perceived Job Conditions Relate to Health Complaints?” Work & Stress: An International Journal of Work, Health & Organizations 19.4 (2005): 301-318. Print.
Berton, Fabio, Francesco Devicienti and Lia Pacelli. “Are Temporary Jobs a Port of Entry into Permanent Employment?: Evidence from Matched Employer-Employee.” International Journal of Manpower 32.8 (2011): 879-899. Print.
Cheryl, Buehler and Marion O’Brien. “Mother’s Part-Time Employment: Associations with Mother and Family Well-Being.” Journal of Family Psychology 25.6 (2011): 895-906. Print.
Edstrom, Maria and Martina Ladendorf. “Freelance Journalists as a Flexible Workforce in Media Industries.” Journalism Practice 6.5 (2011): 711-721. Print.
Jacoby, Daniel. “Effects of Part-Time Employment on Community College Graduation Rates.” The Journal of Higher Education 77.6 (2006): 41-53. Print.
Kraimer, Maria, Sandy Wayne, Robert Liden and Raymond Sparrowe. “The Role of Job Security in Understanding the Relationship between Employees’ Perceptions of Temporary Workers and Employees’ Performance.” Journal of Applied Psychology 90.2 (2005): 389-398. Print.
Salamonson, Yenna and Sharon Andrew. “Academic Performance in Nursing Students: Influence of Part-Time Employment, Age and Ethnicity.” Journal of Advanced Nursing 55.3 (2006): 342-349. Print.