There are different types of Business Goals that each Organization willing to achieve in a certain time period to fulfil its long term vision and mission, and Goals always to be "SMART". When an Organization does not concern on its Business Goals, it finds the end of its Business Journey.
WHY AN ORGANIZATION CONCERNING ON EMPLOYEE RELATIONS CONCEPT ACHIEVING BUSINESS GOALS?
In order to achieve Business Goals, Organization must ensure that has enough resources in hand. Among those, Experienced and Motivated work force takes a special place showing the operational strength of Organization. In order to have a stronger Work force, it is very much important to concern on Employee relations concept. Any positive work relationship between Employer and Employee known as Employee relations. In order to have a proper Employee relations, it should have the following requirements.
01. Effective Communication between Employer and Employee 02. Reward & Recognitions 03. Availability of Carrier Development plan 04. Training and Developments 05. Work Life Balance support with Job Security
Having SMATR business goals and Employee relations together helps to obtain following advantages to the Organization.
01. Increase the Productivity
Having experienced and well motivated work force, they help Management to achieve defined business Goals on time without any delays and mistakes to ensure their capabilities to the Employer.
02. Revenue and Profitability Growth
As Experienced work force generates a qualitative products with minor issues, it brings competitive advantages to the Organization. Finally, it helps to generate Higher revenue and profit.
03. Enhance Market Share
Quality of Products open several ways to expand the Market share obtaining new customers and Technologies to the Organization
04. Open ways to innovation
When Organization has an expanded Market Share, it open ways to introduce new products to keep the Market place more stronger than earlier. As a result, new products can be introduced to the Market using Work force experience and Technology.
05. Higher Rate of Employee retention with Customer Satisfaction
When Organization achieve its defined Goals at the right point, it ensures the Product quality and Job security than earlier. This results, Higher rate of Employee retention and Customer satisfaction than before having a strong image in the Industry.
AN EMPLOYEE COST OR ASST TO THE ORGANIZATION?
As per Douglas McGregor who developed Theory X and Theory Y emphasises that there
are two types of Employees levels.
Theory X assumes that this level of Employees unmotivated, hate working and work only for the payment. Also, this type of Employees needs constant supervision and control. This type of Employees to be considered as a Cost, and monitored
Theory Y assumes that this level of Employees want to work and take responsibility, no need much supervision. This type of Employees to be considered as an Asset, and should be valued and developed.
In general, No any organization possible to find 100% X or Y type employees. Most probably the Work Force consists mix of both type of Employees.
When planning Organizational Goals, Employer has to deal with these two X and Y types of Employees building a proper Employee relations, and it's a big challenge to take them all to a single route for achieve a Common Goal. McGregor suggests punishment orrewards to take X
type of Employees to the line. In order to have motivated employment andachieve defined goals, it's suitable to
follow a reward scheme in each performance level.
CONCLUSION
When an Organization setting its Business Goals, it has to deal with
different types of Employees who having different thoughts and ambitions.
According toDouglas McGregor, those different types of Employees to be divided into X and Y, and treat them concerning with their personal behaviour. In terms of Employee relations, it has to build positive work Relationship between Employer and Employee, setting Organizational Goals, and it's a big challenge.
References
Joel Chukwuyem
Arimie, Andrew O. Oronsaye (2020),” Assessing Employee Relations and
Organizational Performance: A Literature Review”, available online at www.ijarbm.org
Yes, It's clear that when employees feel valued and motivated, they contribute positively to reaching SMART business objectives. The mention of Douglas McGregor's Theory X and Theory Y adds depth to understanding employee attitudes, highlighting the importance of recognizing and rewarding employees appropriately. Overall, your insights on building positive work relationships amidst diverse employee motivations provide a solid foundation for organizational success.
Thank you very much Minoshi, When Employee have rewards and Recognition, it automatically turns into a motivation and Good Retention. Finally, it helps for the Organizational success creating a well experienced work force
This article highlights the importance of a positive work environment for achieving business success. Key components of strong employee relations include effective communication, recognition, career development, training, and work-life balance. When combined with SMART business goals, these practices lead to increased productivity, revenue growth, market expansion, innovation, and higher employee retention. Understanding and engaging with employees based on their motivations and attitudes toward work is very important. Organizations can build a cohesive workforce aligned with achieving common goals by valuing and developing employees as assets. This is very informative !!
Thank You Very Much Dinesh, When Business Goals become "SMART", Business should have proper resources to obtain those Goals. As Employee relations help to build positive work relationship between Employer and Employee, it finally creates a strong Employee force who loyal to the Organization, and help to increase the productivity giving Competitive advantages to the Organization.
Yes and The quality of products can enhance market share, attract new customers and technologies, and open up opportunities for innovation. Achieving defined goals leads to higher employee retention and customer satisfaction, resulting in a strong industry image. Douglas McGregor's Theory X and Theory Y differentiate between employee costs and assets. Theory X considers unmotivated employees as costs, while Theory Y considers responsible employees as assets. Ultimately, focusing on employee quality and job security can lead to increased success.
Good one Ranga, in my point of view theory x and theory y depends on how organizations treat their employees. Here employee relationships plays a major role.
Prioritizing employee relations alongside SMART goals is essential for organizational success. Understanding and managing different employee types, as suggested by Douglas McGregor's Theory X and Theory Y, is crucial. Implementing reward schemes and recognition programs can help motivate employees, fostering a positive work environment aligned with organizational objectives.
When organizations set goals, they rely on a motivated and skilled workforce to achieve them. Employee relations, like effective communication and recognition, play a crucial role in ensuring this. By aligning organizational goals with positive employee relations, companies can boost productivity, revenue, market share, innovation, and employee retention. Understanding employee motivations, whether they lean towards Theory X (need supervision) or Theory Y (take responsibility), helps in managing them effectively. It's about creating a supportive environment where employees feel valued and motivated to contribute towards shared goals.
Good article, Ranga. It would be good to see how future trends and emerging practices can be understood in its complex interplay between organizational goals and employee relations. In the post-pandemic era, there is a growing recognition of the importance of prioritizing employee well-being. Organizations are increasingly investing in initiatives aimed at promoting mental health, work-life balance, and overall employee wellness as integral components of their employee relations strategies." (Deloitte, 2023)
.jpeg)
.jpeg)
.jpeg)
Yes, It's clear that when employees feel valued and motivated, they contribute positively to reaching SMART business objectives. The mention of Douglas McGregor's Theory X and Theory Y adds depth to understanding employee attitudes, highlighting the importance of recognizing and rewarding employees appropriately. Overall, your insights on building positive work relationships amidst diverse employee motivations provide a solid foundation for organizational success.
ReplyDeleteThank you very much Minoshi, When Employee have rewards and Recognition, it automatically turns into a motivation and Good Retention. Finally, it helps for the Organizational success creating a well experienced work force
DeleteThis article highlights the importance of a positive work environment for achieving business success. Key components of strong employee relations include effective communication, recognition, career development, training, and work-life balance. When combined with SMART business goals, these practices lead to increased productivity, revenue growth, market expansion, innovation, and higher employee retention. Understanding and engaging with employees based on their motivations and attitudes toward work is very important. Organizations can build a cohesive workforce aligned with achieving common goals by valuing and developing employees as assets. This is very informative !!
ReplyDeleteThank You Very Much Dinesh, When Business Goals become "SMART", Business should have proper resources to obtain those Goals. As Employee relations help to build positive work relationship between Employer and Employee, it finally creates a strong Employee force who loyal to the Organization, and help to increase the productivity giving Competitive advantages to the Organization.
DeleteYes and The quality of products can enhance market share, attract new customers and technologies, and open up opportunities for innovation. Achieving defined goals leads to higher employee retention and customer satisfaction, resulting in a strong industry image. Douglas McGregor's Theory X and Theory Y differentiate between employee costs and assets. Theory X considers unmotivated employees as costs, while Theory Y considers responsible employees as assets. Ultimately, focusing on employee quality and job security can lead to increased success.
ReplyDeleteGood one Ranga, in my point of view theory x and theory y depends on how organizations treat their employees. Here employee relationships plays a major role.
ReplyDeletePrioritizing employee relations alongside SMART goals is essential for organizational success. Understanding and managing different employee types, as suggested by Douglas McGregor's Theory X and Theory Y, is crucial. Implementing reward schemes and recognition programs can help motivate employees, fostering a positive work environment aligned with organizational objectives.
ReplyDeleteWhen organizations set goals, they rely on a motivated and skilled workforce to achieve them. Employee relations, like effective communication and recognition, play a crucial role in ensuring this. By aligning organizational goals with positive employee relations, companies can boost productivity, revenue, market share, innovation, and employee retention. Understanding employee motivations, whether they lean towards Theory X (need supervision) or Theory Y (take responsibility), helps in managing them effectively. It's about creating a supportive environment where employees feel valued and motivated to contribute towards shared goals.
ReplyDeleteGood article, Ranga. It would be good to see how future trends and emerging practices can be understood in its complex interplay between organizational goals and employee relations. In the post-pandemic era, there is a growing recognition of the importance of prioritizing employee well-being. Organizations are increasingly investing in initiatives aimed at promoting mental health, work-life balance, and overall employee wellness as integral components of their employee relations strategies." (Deloitte, 2023)
ReplyDelete