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An employer is a Utah Junior College Jobperson or institution that hires employees or Utah Junior College Job workers. Employers offer wages or a salary to the workers in exchange for the worker's labor power, depending upon whether the employee is paid by the Utah Junior College Job hour or a set rate per pay period. A salaried employee is typically not paidUtah Junior College Jobmore for more hours worked than Ems Educator Job the minimum, whereas Military Job Finder wages are Utah Junior College Job paid for all Consultant Education Job Shreveport La hours worked, Utah Junior College Job including overtime. Employers include everything from Utah Junior College Job individuals hiring a babysitter to governments and businesses which may hire many Utah Junior College Job thousands of employees. In most western societies governments are the largest single employers, but most of the Utah Junior College Job work force is employed in small Utah Junior College Job and medium businesses Utah Junior College Job Hvac Job in the private Utah Junior College Job sector. Note that although employees may contribute to the evolution of an an enterprise, the employer maintains autonomous control over Utah Junior College Job the productive Utah Junior College Job base of land and capital, and is the entity named in contracts. The employer typically also maintains Utah Junior College Job ownership of intellectual property created by an employee within the scope of employment and as a function thereof. These are known as "works Utah Junior College Job 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.Utah Junior College JobThe relationship employers share with employees is affected by three significant factors � interests, control and motivation. It is up to employers to effectively manage and balance these Utah Junior College Job factors to ensure Utah Junior College Job a harmonious and productive working relationship. The balance Utah Junior College Job of economic efficiencyUtah Junior College Joband social equity is the Utah Junior College Job ultimate Utah Junior College Job debate Utah Junior College Job in the field of employment relations. By meeting the needs Utah Junior College Job of the employer; generating profits to establish Utah Junior College Job Job Fulltime and maintain economic efficiency; whilst maintainingUtah Junior College Joba balance Utah Junior College Job with the employee and creating social equity Utah Junior College Job that benefits the worker Utah Junior College Job 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 Utah Junior College Job Job Wine Maryland by creating certain economic factors that disallow or allow various employment issues. Utah Junior College Job 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 the Utah Junior College Job newly industrialized countries, will cause unemployment growth and increased wage disparity for unskilled workers in industrialized countries. Imports from low-wage countries exert pressure Utah Junior College Job on the manufacturing sector in industrialized countries and foreign direct investment (FDI) is attracted away from the industrialized nations, towards low-waged countries. (2) Economic liberalization will result in unemployment and wage inequality in Utah Junior College Job developing countries. This 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 Utah Junior College Job market results in a �race to the bottom�. Increased international competition creates a pressure to reduce the wages and conditions of workers. Globalization reduces theUtah Junior College Jobautonomy of the nation state. Capital 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 Utah Junior College Job almost Utah Junior College Job 70 per Utah Junior College Job cent of workers are employed in the service sector, most of Utah Junior College Job which consists Utah Junior College Job ofUtah Junior College Jobnon-tradable activities. As a result workers are Utah Junior College Job either forced to become more skilled an develop sought after trades or become of this sector. Ultimately this is a result of changes Dayton Job Corps and trends of employment, an Conviction Job Fire Wrongful Discharge evolving workforce and globalisation that is represented by a more Utah Junior College Job skilled and Utah Junior College Job increasing highly diverse Utah Junior College Job labour force, that are growing in non standard forms of employment Interests can be best described as monetary constraints and economic pressures placed on organizations in their pursuit of Utah Junior College Job profits. It covers facets Utah Junior College Job such as Administrative Job Description labour productivity, wages and the Utah Junior College Job effect of financial markets on businesses. Wood et al (2004, p 355) describe control can as being either output focused, focusing on desired targets with within managers defining, and using, their own methods for reachingUtah Junior College Jobtargets, Utah Junior College Job or process Utah Junior College Job controls, which specify the manner in which Utah Junior College Job tasks will be achieved (Ibid, p. 357). Employer andUtah Junior College Jobmanagerial control within an organization rests at many levels andUtah Junior College Jobhas Utah Junior College Job important implications Utah Junior College Job for staff and productivity Utah Junior College Job alike, with control forming the fundamental link between desired outcomes and actual processes. Thus employers must balance interests such as decreasing wage constraints with a maximization of labour productivity Utah Junior College Job in Utah Junior College Job order to achieve a prolific employment relationship. Motivation is the third and most Utah Junior College Job difficult of the factors in Utah Junior College Job the employment relationship for employers to effectively manage. Employee motivation can often be in direct conflict Utah Junior College Job with control mechanisms of employers, and can be broadly defined 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 Utah Junior College Job person to action, and continues him in the course of action already initiated.� The employment relationship is thus a difficult challenge for employers to manage, as all three facets Utah Junior College Job are often inUtah Junior College Jobdirect competition with each other, with interests, control and motivation often clashing in the equally important quest for individual employee autonomy ,employer command and ultimate profits.Utah Junior College Job |