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Discussion

Discuss about Employment Relations for Organisational Effectiveness.

Employees are coined as one of the most valuable resources based on which the success of a business organization is highly dependent. Improvising employee morale, building effective relation with them, fulfilling their needs and demands are one of the most effective ways to get better performances from the employees. This very specific study has focused to make in-depth understanding on how effective frame of references and supervision have effective influence in meeting the aims objectives and policies of organizations. These forms of references should leave major positive impact in maintaining proper relation between employers and employees.

Australian Chamber of Commerce and Industry is the largest business association of Australia, which primarily deals with government decision making (australianchamber.com.au 2018). The primary objective of this business association is to identify the issues of business at current scenario that are especially related to trade, workplace relation, health and safety, employment status, education and training methods. After identifying the issue on overall business scenario, this particular association aims to co-ordinate with government for making effective decision. As a result, business organizations belonging to Australia does not have to face challenges in maintaining effective employee relation at the workplace.

Australian Council of Trade Unions primarily represents the workers of Australia who are associated with different business organization (actu.org.au 2018). Australian Council of Trade Unions is a national trade union center that primarily aims to evaluate the salary and wages that Australian workforce earns.  One of the most effective objectives of this association is to analyze on how Australian resources are maintained for full employment to establish an equitable living standards. By implementing various strategic policies Australian Council of Trade Unions tend to maintain an effective deal with business organizations on how to get necessary facilities and benefits from the company.


Dixit and Bhati (2012) stated that maintaining employee relation is the primary objective of these two organizations. But their aims and objectives differ from each other. Australian Chamber of Commerce and Industry is the business unit that primarily focuses on how business organizations by maintaining effective rapport with the employees can achieve business target. As emphasized by Erhemjamts and Venkateswaran (2013), the business experts by maintaining effective coordination with the government tends to implement major acts and regulations based on which organization can maintain proper relation with the customers while providing effective services at the workplace. On the other hand, Australian Council of Trade Unions primarily focuses on how workers associated with the business organizations are getting facilities and benefits. Sharma and Kamalanabhan (2012) stated that getting proper remuneration from their workplace, achieving health facilities and benefits from the executives, achieving proper reward from the employers for their endeavor are the concerns with which Australian Council of Trade Union deals.

Impact of Effective Frame of References and Supervision

This very specific study has provided critical evaluation on which frame of references enables the two organizations in meeting their aims and objectives such as maintaining effective employee relation. In addition, the study has critically analyzed the primary factors, which affects and dominates in maintaining effective employee relation. Numerous eminent scholars have provided their own opinion regarding the effective frame of references and supervision influencing the aims objectives and policies of two organizations. In the second part, the study has focused to evaluate why the organization should follow identified frame of references for maintaining proper employee relation at the workplace.

Khera and Gulati (2012) stated that Australian Chamber of Commerce and Industry while dealing with the business issue has identified several frame of supervisions due to which numerous organizations are facing challenges in dealing with the employees effectively. Lack of following proper leadership style at the workplace is one of the most effective issues within most of the business organization. Singh and Jain (2013) opined that organizations are intending to impose their own decision on the employees regarding their way of services, business strategies and so on. Employees do not get sufficient space to share their own opinion regarding the business goal. In this kind of situation, employees get de-motivated in performing well towards the services.

On the other hand, Hartline and Bejou (2012) opined that human resource issue has become a serious concern for the business organization. It is alleged that human resource managers belonging to Australia are primarily focusing on hiring regional employees from specific geographical backgrounds and cultural attitudes. In this situation, employees having enough skill and competency level get deprived of being associated with the business organization. Australian Chamber of Commerce and Industry has also analyzed that due to the lack of flexible work environment employees show their level of dissatisfaction in performing well towards the services. In various cases, it is observed the business organizations are facing challenges in running their entire process of business due to lack of effective work environment. Leblebici (2012) opined that customers from various geographical backgrounds and attitudes would have to face immense challenges in receiving services. Consequently, the organization is lacking the efficiency of maintaining their profitability level.


After identifying these very specific issues, business experts of Australian Chamber of Commerce and Industry have taken several initiatives. The annual report of 2017 of Australian Chamber of Commerce and Industry, shows that this association has received huge success after Federal Budget allocated $1.5 billion for 300,000 new apprenticeships and traineeships over the next four years. In last 12 months, Australian Chamber of Commerce and Industry has received 36% growth of their membership (australianchamber.com.au 2018). Without implementing those issues in a positive way, the business unit could never achieve huge rate of success.

Initiatives Taken by Australian Chamber of Commerce and Industry

Australian Council of Trade Unions on the other hand has identified several issues on behalf of the workers. As per the point of view of various eminent scholars, it is observed that most of the small and medium enterprises are not paying the employee wages properly. In comparison to their labor employees are not getting paid. Kaur Sahi and Mahajan (2014) implied that as a result, the organizational behavior is getting affected enormously. Moreover, customers are facing immense challenges in receiving their services properly. On the other hand, several numbers of employees are facing health and safety issues as well. Cornett, Erhemjamts and Tehranian (2014) opined that employees after facing health issues at the workplace are not facing appropriate facilities from the employers. Business organizations belonging to Australia are not following health and safety act at the workplace properly. As a result, the rate of employee turnover is increasing gradually.

Australian Council of Trade Union has raised one more issue regarding the utilization of human resources in Australia. This specific business unit has observed that organizations established in the soil of Australia are very much focused in cultural and geographical backgrounds of the employees. In addition, the business experts tend to show their biased attitude within the organization, which resulted a major negative impression on the mind of employees.  Jung and Kim (2012) opined that as a business professional, employees should primarily focus on hiring those employees who have enough skill in competency on the business field. Like the same way, the business managers should maintain effective rapport with every single employee at the workplace. As a result, employees would like to maintain organizational behavior properly. However, this very specific study has focused to make in-depth overview on how various frames of references on employee relation leaves a major impact in maintaining business success. As per the annual report of Australian Council of Trade Union, Australian organizations belonging to retail industry are facing immense challenges in maintaining employee retention due to some of the ethical issues (actu.org.au 2018). Due to the lack of flexible work hour, employees have to maintain rotational shifts. Khan and Rashid (2012) opined that as compared to their efforts, the employees are not getting proper remuneration as well as recognition from the employers. Being extremely de-motivated employees have decided not provide their best effort towards the services. Consequently, the business experts are facing challenges in maintaining organizational image and reputation in the market. 

Issues Raised by Australian Council of Trade Unions

In the annual report of Australian Council of Trade Union, it has been evaluated that lack of maintaining proper workplace regulation is one of the most effective reasons for getting failed in maintaining effective employee relation (Indriasih and Koeswayo 2014). It has been observed that every business organization has to follow a proper ethics, beliefs and values. In this kind of situation, the business experts would have to face immense difficulties in maintaining those ethical considerations. Chowdhury (2016) stated that giving equal priority and response to every single employee at the workplace is one of the most effective belief that business experts follow. Large number of organizations belonging to retail sector does not want to give equal priority and response to every employee. As a result, those organizations have to face challenges in anti-discrimination acts.

Cullinane et al. (2013) opined that Data protection act is one of the most effective regulation that every business organization has to follow while running their business process effectively. By implementing an effective data protection act, employees have to protect privacy of their stakeholders. Without the consent of concerned person, data should not be leaked in front of third party (Binsar Kristian 2014). However, employees have faced immense issues in maintaining their privacy in business organization. Australian Council of Trade Union by establishing their business wings has taken effective initiatives on how employees are paid properly after serving for the organization.

As per the opinion of Dhar (2015), the key frame of references that are getting a major prevention for maintaining proper employee relation include proper leadership style, work environment, ethical considerations and so many.  President of Australian Chamber of Commerce and Industry has stated in an occasion “this has been an extraordinary year, both nationally and globally as we see what we once regarded as normal economic practice undergo significant change”. From the entire evaluation, it can be concluded that Australian Chamber of Commerce and Industry has taken major initiatives by coordinating with government. Sheraz et al. (2014) opined that with the help of these initiatives the organizations belonging to Australia have got proper assistance on how to maintain effective employee relation at the workplace.


Kaur (2013) sated on the other hand that Australian Council of Trade Union by standing beside the workers has motivated the employees immensely in performing well towards services. The role of a professional is to deliver the services to organization within proper time. At the same time, employees have to maintain effective organizational culture and behavior. After facing several issues at the workplace, employees lose their enthusiastic attitude in performing well towards the services. In this kind of situation, the role of Australian Council of Trade Union is undeniable.   As per the opinion of Thompson (2015), both the two organizations had to face immense challenges in resolving the issues at workplace. Australian Chamber of Commerce and Industry had faced innumerable difficulties in convincing the business experts about values of maintaining effective employee relation. On the other hand, Australian Council of Trade Union in order to get proper justice for the workers have faced immense challenges in dealing with the government (Sokro 2012). The president of Australian Council of Trade Union President Sharan Burrow said, “it gave impetus to union calls for the superannuation guarantee to be increased to 15% by 2015, along with more incentives to encourage workforce participation by women and older people”.

In the critical evaluation of two organizations such as Australian Council of Trade Unions, Australian Council of Trade Union about maintaining employee relation, some of the major recommendations can be provided on how business experts can follow this particular form of references for maintaining effective employee relation. Australian Chamber of Commerce and Industry should focus on leadership style at the workplace. Greater interpersonal relations- The main motive of maintaining employee relations in the organization is to create a better understanding among them. Through this process employees can share all their concern to the employer which furthermore results in lesser conflicts and workplace grievance. The leaders of the organization should also assess the working capability of all the employees according to which the working procedure should be designed. In this way, employee’s capability can be utilized to the maximum extent and all of them can participate equally to obtain the organizational goals.  Transformational leaders are more likely to develop innovative ideas and take unpopular decisions. This error and trial method many a times prove to be beneficial for the organizational productivity.

Jung and Kim (2012) moreover stated that this improves the trust into the leadership. Effective leaders allow the employees to take risk that matches with the organizational objectives. These leaders celebrates the failure of these employees and provide them with the most beneficial suggestion for future improvement and thus taking the liability and accountability of the progress of the employees as well as of the company by strengthening their relationship.  One of the most important organizational ethics is to give respect all of the employees irrespective of the difference in their race, ethnicity and gender. In this way, these employees develop a sense of ownership towards the organization and show commitment towards their work that furthermore develops effective employee relationship. Dhar (2015) stated that incorporating the ethics of workplace diversity the organization to build synergy in teams and create a satisfied diverse customer base as they can communicate with different clients and offer service to them. Employee when get proper respect ad transparency in the workplace, they sense the authenticity in their work and intends to associate with the organization for the longer time. The greater the time an employee spend with an employee, the greater will be the relationship with the organization.

Dixit and Bhati (2012) opined that maintaining the organizational ethics also allow people to develop their knowledge through effective communication with the employee of different race. Through this approach, employees are able to gain the productive ideas for accomplishing their organizational goals along with the awareness of their culture and traditional belief. Thus, not only their building skills get improved but also an effective interpersonal relationship among the employees also gets build. Australian Council of Trade Union should follow ethical consideration. In order to render cultural diversity at the workplace the organization like ACTU should focus on giving equal priority and response to the people of various geographical backgrounds and attitudes. If Australian Chamber of Commerce and Industry promotes in implementing reward and recognition policy at the workplace the employees would not have to face several challenges in providing their best services. Harris et al. (2015) opined that employees would like to maintain an effective rapport with the customers. Therefore, by subscribing these specific frame of references the organizations would be able to reach the business goal. Robertson and Khatibi (2013) stated that organizational managers as well would not have to face challenges in maintaining an effective rapport with the employees. The productivity of business organizations would be increased after getting an effective performance from the employees.

Conclusion:

The study has focused to make in-depth evaluation on how effective frame of references and supervision have effective influence in meeting the aims objectives and policies of organizations. The effective aims and objectives of Australian Council of Trade Unions, Australian Council of Trade Union are critically evaluated. By referencing some of the eminent scholars, it has been critically evaluated that people of various these two association primarily aims to maintain an effective rapport between employees and employers.  Improvising employee morale, building effective relation with them, fulfilling their needs and demands are the primary objectives of organizations.

However, it has been identified that Lack of following proper leadership style at the workplace is one of the most effective issues within most of the business organization. I autocratic form of leadership style, employees does not get sufficient space to share their own opinion regarding the business goal. One of the most important organizational ethics is to give respect all of the employees irrespective of the difference in their race, ethnicity and gender. In this way, these employees develop a sense of ownership towards the organization and show commitment towards their work that furthermore develops effective employee relationship. In this kind of situation, employees get de-motivated in performing well towards the services. Business organizations fail to follow proper form of leadership style at the workplace. Australian Chamber of Commerce and Industry has also highlighted that due to the lack of flexible work environment employees show their level of dissatisfaction in performing well towards the services. On the other hand, several numbers of employees are facing health and safety issues as well. Employees after facing health issues at the workplace are not facing appropriate facilities from the employers.

Business organizations belonging to Australia are not following health and safety act at the workplace properly. In order to maintain effective employee relations organizations would have to face several regulations and acts. Antidiscrimination act, gender equality act, health and safety act, right to information acts is the several challenges based on which the business experts can maintain effective employee relation. As per the overall annual report of Australian Council of Trade Union, it has been evaluated that lack of maintaining proper workplace regulation is one of the most effective reasons for getting failed in maintaining effective employee relation. Moreover, the business experts tend to show their biased attitude within the organization, which resulted a major negative impression on the mind of employees.  Therefore, as a business professional, it should be recommended that employees should primarily focus on hiring those employees who have enough skill in competency on the business field.

However, after making an in-depth critical evaluation it can be concluded that maintaining effective employee relation renders organizational productivity. Therefore, these two organizations can be recommended to resolve the business issues that organizations in the market of Australia are facing currently. People of various geographical backgrounds and attitudes should get equal priority and response for performing well towards the services. Business experts should render an effective reward and recognition policy for motivating the employees towards services and maintaining good rapport with them.

Reference List:

Actu.org.au. 2018. ACTU Congress 2018. [online] Available at: https://www.actu.org.au/actu-events/actu-congress-2018 [Accessed 8 Apr. 2018].

australianchamber.com.au., 2018. Australian Chamber of Commerce and IndustryHome - Australian Chamber of Commerce and Industry. [online] Available at: https://www.australianchamber.com.au/ [Accessed 8 Apr. 2018]. 

Binsar Kristian, P., 2014. Analysis of Customer Loyalty through Total Quality Service, Customer Relationship Management and Customer Satisfaction. International journal of evaluation and research in education, 3(3), pp.142-151.

Chowdhury, S., 2016. HRM practices and its impact on employee satisfaction: A case of pharmaceutical companies in Bangladesh. International Journal of Research in Business and Social Science (2147-4478), 2(3), pp.62-67.

Cornett, M.M., Erhemjamts, O. and Tehranian, H., 2014. Corporate social responsibility and its impact on financial performance: Investigation of US commercial banks. Unpublished manuscript.

Cullinane, S.J., Bosak, J., Flood, P.C. and Demerouti, E., 2013. Job design under lean manufacturing and its impact on employee outcomes. Organizational Psychology Review, 3(1), pp.41-61.

Dhar, R.L., 2015. Service quality and the training of employees: The mediating role of organizational commitment. Tourism Management, 46, pp.419-430.

Dixit, V. and Bhati, M., 2012. A study about employee commitment and its impact on sustained productivity in Indian auto-component industry. European journal of business and social sciences, 1(6), pp.34-51.

Erhemjamts, O., Li, Q. and Venkateswaran, A., 2013. Corporate social responsibility and its impact on firms’ investment policy, organizational structure, and performance. Journal of business ethics, 118(2), pp.395-412.

Harris, K.J., Harris, R.B., Carlson, J.R. and Carlson, D.S., 2015. Resource loss from technology overload and its impact on work-family conflict: Can leaders help?. Computers in Human Behavior, 50, pp.411-417.

Hartline, M.D. and Bejou, D., 2012. Internal relationship management: Linking human resources to marketing performance. In Internal Relationship Management (pp. 9-12). Routledge.

Indriasih, D. and Koeswayo, P.S., 2014. The Effect of Government Apparatus Competence and the Effectiveness of Government Internal Control toward the Quality of Financial Reporting and its Impact on the Performance Accountability in Local Government. Research Journal of Finance and Accounting, 5(20), pp.38-47.

Jung, J. and Kim, Y., 2012. Causes of newspaper firm employee burnout in Korea and its impact on organizational commitment and turnover intention. The International Journal of Human Resource Management, 23(17), pp.3636-3651.

Kaur Sahi, G. and Mahajan, R., 2014. Employees’ organisational commitment and its impact on their actual turnover behaviour through behavioural intentions. Asia Pacific Journal of Marketing and Logistics, 26(4), pp.621-646.

Kaur, R., 2013. Empirical study of talent management program and its impact on the employee’s retainment and performance in Indian supermarket Big Bazaar. Human Resource Management Research, 3(3), pp.61-70.

Khan, S.K. and Rashid, M.Z.A., 2012. The Mediating Effect of Organizational Commitment in the Organizational Culture, Leadership and Organizational Justice Relationship with Organizational Citizenship Behavior: A Study of Academicians in Private Higher Learning Institutions in Malaysia. International Journal of Business and Social Science, 3(8).

Khera, S.N. and Gulati, K., 2012. Human resource information system and its impact on human resource planning: A perceptual analysis of information technology companies. IOSR Journal of Business and Management, 3(6), pp.6-13.

Leblebici, D., 2012. Impact of workplace quality on employee’s productivity: case study of a bank in Turkey. Journal of Business Economics and Finance, 1(1), pp.38-49.

Robertson, A. and Khatibi, A., 2013. The influence of employer branding on productivity-related outcomes of an organization. IUP Journal of Brand Management, 10(3), p.17.

Sharma, N. and Kamalanabhan, T.J., 2012. Internal corporate communication and its impact on internal branding: Perception of Indian public sector employees. Corporate Communications: An International Journal, 17(3), pp.300-322.

Sheraz, A., Wajid, M., Sajid, M., Qureshi, W.H. and Rizwan, M., 2014. Antecedents of Job Stress and its impact on employee’s Job Satisfaction and Turnover Intentions. International Journal of Learning and Development, 4(2), pp.204-226.

Singh, J.K. and Jain, M., 2013. A Study of employee’s job satisfaction and its impact on their performance. Journal of Indian research, 1(4), pp.105-111.

Sokro, E., 2012. Analysis of the relationship that exists between organisational culture, motivation and performance. Problems of Management in the 21st Century, 3(3), pp.106-199.

Thompson, E.S., 2015. Compromising equality: an analysis of the religious exemption in the Employment Non-Discrimination Act and its impact on LGBT workers. BCJL & Soc. Just., 35, p.285.

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