An employee relation is one of the major responsibilities of the human resources managers, it is meant to ensure that there is a good relationship between the employees and the employers with the objective of increasing the productivity, morale and motivation. One of the major functions of the employee relation is to ensure that the problems of the workers are solved and preventing such problems occurring. The supervisors are given the responsibility on the action to take to ensure that the employees discipline and conduct adheres to the rules of the organization. Guidelines are drawn to assist the employee understanding of the goal and objectives set by the management, more so, information is given to help the employees while taking corrective action and they are further given advise on how to go about bargaining their terms of employments, legislation and regulation.
Employees relations is some times confused or used as a synonym for industrial relation since it deal with the relationship of workers and management and the conduct of workers in the in work place. To understand the employee relations, one must start by understanding the legal frame work in the work place, and then consider the social psychological influence aspect part of the employee in terms of trust, communication and commitment. In deep understanding of the employee relations, it's important to consider factors that influence the employer employee relationship
Globalization is one of the factors affecting the employee relations, otherwise known as the industrial relations. Strategic management is important because changes in employee relations has resulted to increased bargaining power of the employees, flexibility in working time as well as changing job functions and this has occurred due to the increase in competition, product processes changes due to consumer awareness combined with the increasing essence in quality, productivity and skills. An integration of all these factors has had impact on the practices and policies of the management. While managing change in the firm, the employee involvement in making sure the change is effected is very important while the management has to ensure that the skills processed by the employees are compatible with those required in the market to meet the customer needs. The results of globalization are that:1)Countries have become more interdependent economically than before due to the breakdown of barriers of trade hence they cannot become self reliant; 2)Governments have been unable to control information, technology and capital flow across the boundaries; 3)Markets are now not regulated allowing the goods, services and capital to integrate like the European Union; 4)Companies are becoming global entities which are forming the global webs due to de-nationalization of firms; 5)The firms have discovered the importance of remaining competitive in the market b y producing high quality services and goods.
A strategic human resource management is essential in making sure the objectives of production of high quality products, ability to counter fast to the dynamics of the market and continuous innovation are attained, and this can only be achieved through employee training, involvement and intrinsic and extrinsic rewards, this making the employee relations to be of paramount importance in management. In many firms which include the general motors, the employee relations are taken to consist of five values which have enabled the management to succeed in achieving its objectives, these are: 1)How the works are organize; 2)Acquisition skills and development of employees; 3)Compensation and pay processes and structures; 4)Security arrangements on employment and staffing; 4)Labor management issues.
With the increased importance of the employee relations, the human resources is has shifted it focus to quality, innovation and reduction of the cost. The importance of human resource management (HRM) is reflected in the personnel management in the firms. Employee relations (ER) is better viewed as a long term goal rather than short term because it deals with the way the HRM treats the people in long term view. In successful companies like General Motors it's noted that how the workers are treated is a key item feature in the long term beside other factors like the corporate culture and the objectives. Today in most industries, the HRM is recognized since it's of big concern to the company since it's not meant to only ensure that the employees comply with the laid down policies but also win commitment of the workers, this therefore makes the ER a worthy investment. HRM strategies are affected or influenced by the decisions made in relation to the structure, strategy and considering the external factors like the legal system, labor market position and the influence of trade unions.
In 1960, John Birch Society president Robert Welch urged parents to join their local Parent-Teacher Associations and take them over. According to a Time magazine reporter in 1969, Welch had "decided that sex education was a 'Communist plot' akin to community fluoridation plans."
As part of my research, I read a National Education Association (NEA) manual, published in 1970, advising state and local teacher's unions on how to confront extremists opposed to sex education in the public schools. The manual referred to a documentary supported by the Society called 'The Innocents Defiled' which put sex education instructors in an unflattering light, saying that they were spreading "moral depravity" and that they were "bent on the corruption of America's youth, with the ultimate aim of overthrowing the United States."
The John Birch Society also formed a front group called the Movement to Restore Decency (MOTOREDE) to attract non-members to their cause. The NEA manual mentioned an irony: the Society emulated the Communist party, their sworn enemy, by forming a front to hide their true motives. This movement did succeed in attracting its own base: according to author and sociologist Janice Irvine, 80 to 90 percent of MOTOREDE members were not John Birchers. MOTOREDE was not the only organization of its kind; others were parents' organizations with names such as Sanity of Sex (S.O.S.) and Parents against Universal Sex Education (PAUSE).
While opinion polls of the time showed overwhelming (71 percent) support for sex education, and sex education was endorsed by not only the NEA, but also the National Council of Churches, the American Medical Association and the U.S. Catholic Conference, vocal conservative opposition led legislators to reconsider sex education, or gave their political kin ammunition to fight it. Organizations opposed to sex education in public schools existed in 35 states in 1969.
One politician, for example, the late California State Senator John Schmitz, introduced the Sex Education Act of 1969 in the Golden State. While innocently named, this legislation required an 'opt-in,' meaning that any sex education program required 100 percent parental approval before it could be taught in a public school. Schmitz' legislation also called for dismissal and revocation of teaching credentials for any instructor who taught an unapproved class. Three years later, elected as a Congressman from Orange County, Schmitz became the presidential candidate of the American Independent Party, attracting over a million votes.
Aside from linkages to Communism and liberal ideology, opposing arguments against sex education were similar to today: classes are too explicit or specific; they are taught too early; or, abstinence should be stressed over contraception.
However, during the 60's, the organized opposition was also linked to causes that had become, or were about to become unpopular. Parents could be opposed to sex education, but also opposed to, as examples, anti-Semitism, anti-Catholicism or the Vietnam War. As a result, single-issue groups strictly opposed to sex education were more effective than broad coalitions.
Today's opposition to sex education is more sophisticated; conservative Republicans have done a much better job of being more inclusive and grass roots; they are embarrassed when they are seen on the side of any organized group that preaches segregation or discrimination, or shown as hypocrites when they take moral actions contrary to their political views.
Sex education advocates are also more sophisticated; they are better focused on the health and medical reasons for comprehensive sex education, and less disposed to label their opposition as fanatics. There were quick dismissals along this tone during the 60's; they kept their opposition alive?and possibly legitimized them with voters.
A major problem history showed was that sex educators had looked at their cause as a liberal one; that was a mistake in appealing to states with sizable conservative voting blocs and activist conservative legislators. Neither conservatives nor liberals want their opponent's views legislated on them, even when they are in the minority.
Today, people of all views are more accepting towards sex education. We do see legislatures with 'abstinence-only' and 'abstinence until marriage' positions as well as 'opt-in' policies?but sex education is not going away. Advocates need to do a better job of convincing voters that comprehensive sex education is not a liberal issue, but a health and medical one, as well as an opportunity to deter predatory acts and child abuse.
Today, we see a presidency that prefers to fund 'abstinence until marriage' programs, although some governors courageously refused to pursue the money this time around, as the requirements became too extreme'to educate 'abstinence until marriage' through the age of 29. However, the next presidency will promise a more moderate position'or leave the funding issues to the states.
Both Robert Ii Smith & Stuart Nachbar are contributors for EditorialToday. The above articles have been edited for relevancy and timeliness. All write-ups, reviews, tips and guides published by EditorialToday.com and its partners or affiliates are for informational purposes only. They should not be used for any legal or any other type of advice. We do not endorse any author, contributor, writer or article posted by our team.
Robert Ii Smith has sinced written about articles on various topics from Insurance, Financial Planning and Medicine. Robert II Smith has spent more than 20 years working as a professor at University of California. Now he spends his time with his family and shares his experience with students about. Robert Ii Smith's top article generates over 60500 views. to your Favourites.
Stuart Nachbar has sinced written about articles on various topics from Education, Presidential Election Results and Education. Stuart Nachbar has been involved with education politics, policy and technology as a student, urban planner, government affairs manager, software executive, and now as author of The Sex Ed Chronicles. Visit his blog,. Stuart Nachbar's top article generates over 9900 views. to your Favourites.