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