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An employer is a person or institution that hires employees or workers. Employers offer wages or a salary to the workers in exchange for the
Job Cover Latter worker's labor power, depending upon whether the employee is paid by the hour or a set Job Cover Latter rate per pay period. A salaried employee is typically not paid more for more Job Cover Latter hours worked than the minimum, whereas wages are paid for all hours worked, including overtime.
Employers include everything from individuals Job Cover Latter hiring a babysitter to governments and businesses which may hire many thousands of employees. In Job Cover Latter most
Job Cover Latter western Job Cover Latter societies governments are the Job Cover Latter largest single employers, but most Job Cover Latter of the work force is employed in small and medium businesses Job Cover Latter in Job Cover Latter the private sector.
Note that although employees may contribute to the evolution of an an enterprise, the employer maintains autonomous control over the productive base of land and capital, and
Job Cover Latter is the entity named in contracts. The employer typically Job Cover Latter also maintains ownership
Job Cover Latter of intellectual property created Job Cover Latter by an employee within the scope of employment and as Job Cover Latter a function Job Cover Latter thereof. These Job Cover Latter are known as "works for hire".
An employers� relative level of power over employees is dependent upon numerous factors; the most influential being the nature of the employment relationship. The relationship employers share with employees is affected by three significant factors � interests, control Job Cover Latter and motivation. It is up to
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employers to effectively manage and balance these factors to ensure a harmonious and productive working relationship.
The balance of economic efficiency and
Job Cover Latter social equity is the ultimate debate in the Job Cover Latter field of employment relations. By meeting the needs of the employer; Job Cover Latter generating profits Job Cover Latter to establish and maintain economic efficiency; whilst
Job Cover Latter maintaining a
Job Cover Latter balance
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with the employee and creating social equity that benefits the worker so that he/she can fund and enjoy healthy living; proves to be a continuous revolving issue in westernised societies.
Globalisation has effected these issues by creating
Job Cover Latter certain economic factors that disallow or allow
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various employment issues. Economist Edward Lee (1996) studies the effects of globalisation and summarizes the four major points of concern that effect employment relations: (1) International competition, from Job Cover Latter the newly industrialized countries, will Job Cover Latter cause unemployment growth and increased wage disparity
Job Cover Latter for Job Cover Latter unskilled workers in industrialized countries. Imports from low-wage countries exert pressure on the manufacturing sector in industrialized countries and foreign direct investment (FDI) is attracted away from the Job Cover Latter industrialized nations, towards low-waged countries. (2) Economic liberalization will result in unemployment and wage inequality in developing countries. This Job Cover Latter happens as job losses in un-competitive industries outstrip job opportunities in new industries. Workers will be forced to accept worsening wages and conditions, as a global labour market results in a �race to the
Job Cover Latter bottom�. Increased international competition creates a pressure to reduce the wages Job Cover Latter and conditions of workers. Globalization reduces the autonomy of the nation state. Capital Job Cover Latter is increasingly mobile and the ability of the state to regulate economic activity is reduced.
What also result�s to Lee�s (1996) findings is that in industrialized countries an average of almost 70 per Job Cover Latter cent of workers are employed in the service sector, most of which consists of non-tradable activities. As a result workers Job Cover Latter are either forced to become more skilled an develop sought after trades or become of
Job Cover Latter this sector. Ultimately this is a result of changes
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and trends of employment, an evolving workforce and globalisation that is represented by a more skilled and increasing highly diverse labour force, that are growing in non Job Cover Latter standard forms of employment
Interests can
Job Cover Latter be best described Job Cover Latter as monetary
Job Cover Latter constraints and economic pressures placed Job Cover Latter on organizations in their pursuit of profits. It covers facets such as labour productivity, wages and the effect of financial markets Job Cover Latter on businesses.
Wood et Job Cover Latter al (2004, p 355) describe control can as being either
Job Cover Latter output focused, focusing on desired targets with within managers defining, and using, their own methods for reaching targets, or process controls, which Job Cover Latter specify the manner in which tasks will be achieved (Ibid, p. 357). Employer and managerial control within an organization rests at many
Job Cover Latter levels and has important implications for staff and productivity alike, with control forming the fundamental link between desired outcomes and actual processes. Thus employers must balance interests such Job Cover Latter as decreasing wage Job Cover Latter constraints
Job Cover Latter with a maximization of labour productivity in order to achieve Job Cover Latter a prolific employment relationship.
Motivation is the third and most difficult of the factors in the Job Cover Latter employment relationship for employers to effectively manage. Employee motivation can often be Job Cover Latter in direct conflict with Job Cover Latter control mechanisms of employers, and can be
Job Cover Latter broadly defined
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as that which energizes, directs and sustains human behaviour ( Stone, 2005, p 412). Dubin (1958, p 213) further elaborates on this, noting motivation as �something that moves a person to action, and continues him in the course of action already initiated.�
The employment relationship is thus a difficult challenge for Job Cover Latter employers to manage, as Job Cover Latter all three facets are often in direct competition with
Job Cover Latter each other, Job Cover Latter with interests, control
Job Cover Latter and motivation often clashing in the equally important quest for individual employee
Job Cover Latter autonomy ,employer command and ultimate profits.
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