Determinants of Employee Relations Climate in Public Sector Undertakings

2002 ◽  
Vol 27 (4) ◽  
pp. 275-284
Author(s):  
Dr P. Ganesan ◽  
V. Samuel Rajkumar ◽  
V. Saravanan
Keyword(s):  
Public Sector ◽  
Working Conditions ◽  
Employee Attitudes ◽  
Personal Relationship ◽  
Employee Relations ◽  
Employee Relation ◽  
Worker Participation

Employee relations are the medium through which both employees and the company mutually co-operate for the maximum satisfaction of the economic, social and psychological wants of all people. The objectives of the study are: (1) to analyse the employee relations climate existing at various levels and (2) to identify the various employee attitudes which determines the employee relations in an organised public sector company. It is concluded that Working conditions, Level of supervision, Communication, worker participation, inter personal relationship etc., induce the employee relation climate in the organisation. By improving these factors, a conducive climate can be achieved. Effective and frequent Counseling for the employees and frequent meetings in all levels of the organisation would also influence the climate, which would result in improved climate and productivity.

scholarly journals Employee Relations and Retention at Indira Projects and Developments (T) Private Limited, Chennai

2019 ◽  
Vol 8 (2S8) ◽  
pp. 224-230
Keyword(s):  
Working Conditions ◽  
Employee Relations ◽  
Set Up ◽  
Representative Relations

Representative relations and maintenance is a basic and progressing exertion. Probably the greatest test in having administrators in the spot that comprehends it is their obligation to make and support a domain that encourages maintenance. Staff requires fortification, course and acknowledgment to develop and stay fulfilled in their positions. Administrators must perceive this and comprehend that building up such essentials shows their targets to help nature and propel etheir representatives. The fundamental targets of this examination is to know the reasons, why whittling down happens, to distinguish the variables which cause representatives to disappoint, to know the acceptable degree of representatives towards their activity and working conditions and to discover the zones where Indira venture and improvement enterprises. Maintenance is a deliberate move by an association to make a domain which connects with representatives as long as possible. A progressively point by point and ongoing meaning of the idea of maintenance is 'to keep the loss of skillful workers from leaving efficiency and benefit. "Representative Retention is a precise exertion by workers to make and cultivate a situation that address the issues of the present representatives and urges them to stay utilized by having approaches and practices set up that address their various needs". In this way, it is a procedure where the workers are urged to stay with the association for the greatest timeframe or until the finishing of the undertaking

19. Labour and equality law

2020 ◽  
pp. 612-642
Author(s):  
Mia Rönnmar
Keyword(s):  
Gender Equality ◽  
Economic Crisis ◽  
Working Conditions ◽  
Flexible Work ◽  
Labour Law ◽  
Worker Participation ◽  
And Gender ◽  
The Eu

This chapter discusses a number of key EU labour and equality law issues. These include restructuring of enterprises; information, consultation, and worker participation; how national collective labour law is affected by the four freedoms; flexible work and working conditions; the EU and national labour law in times of economic crisis; and gender equality, comprehensive equality, and protection against discrimination on other grounds.

Jordanian perspectives on the disabled at work

2016 ◽  
Vol 24 (6) ◽  
pp. 40-42
Author(s):  
John Wheatcroft
Keyword(s):  
Public Sector ◽  
Working Conditions ◽  
Arab World ◽  
Content Type ◽  
Graduate Degrees ◽  
High Satisfaction ◽  
Public Sector Employees ◽  
Disabled Employees ◽  
The Disabled ◽  
The Status

Purpose This paper aims to explore attitudes of disabled employees towards their work in the Jordanian public sector, including facilities, the way that they are treated by other employees and working conditions. Design/methodology/approach A sample of disabled public sector employees was selected to participate in the study by filling in a questionnaire. The response rate was very high. Findings Contrary to some previous studies elsewhere, disabled employees reported a relatively moderate level of satisfaction about the availability of facilities. They were also satisfied with the treatment by their supervisors and colleagues and with the working conditions. Disabled female participants and those who hold graduate degrees reported high satisfaction levels. Originality/value This is one of the first studies to investigate the status of disabled public sector employees in Jordan and in the Arab world.

scholarly journals All precarious? Institutional change and turning points in labour market trajectories in Spain

2017 ◽  
Vol 39 (3) ◽  
pp. 408-422 ◽  
Author(s):  
Martí López Andreu
Keyword(s):  
Public Sector ◽  
Labour Market ◽  
Working Conditions ◽  
Career Paths ◽  
Social Inequalities ◽  
Employment Protection ◽  
Content Type ◽  
Working Lives ◽  
The Impact ◽  
Work And Employment

Purpose The purpose of this paper is to explore the effects of changes in employment regulation in Spain on individual labour market trajectories. It is well known that the Spanish labour market has been strongly hit by the 2007 recession. Furthermore, after 2010 and in the benchmark of “austerity”, several reforms were implemented to further flexibilise employment regulation. At the same time, public sector budgets suffered severe cutbacks, that impacted working conditions and prospects of public sector workers. These reforms were implemented by different governments and substantially changed previous existing patterns of employment. This paper explains how these reforms have reinforced previous existing trends towards greater flexibility and weaker employment protection and how they lead to a shift in the position of work in society. Design/methodology/approach The emerging patterns that these changes provoked are illustrated thorough data from narrative biographies of workers affected by a job loss or a downgrading of working conditions. The workers of the sample had relatively stable positions and careers and were affected by changes that substantially modified their paths. Findings The paper shows how reforms have expanded work and employment insecurities and have broken career paths. It demonstrates how the reforms have weakened the position of work and organised labour in society and how, when institutional supports are jeopardised, the capacity to plan and act is harassed by the traditional social inequalities. Originality/value The paper enhances the knowledge about the impact of institutional changes by analysing their effects in individual working lives by means of narrative biographies.

scholarly journals Understanding Public Sector Employees’ Motivation: What Makes Them Inspired?

2018 ◽  
Vol 8 (1) ◽  
pp. 249
Author(s):  
Carole Serhan ◽  
Eliane Al Achy ◽  
Eva Nicolas
Keyword(s):  
Public Sector ◽  
Social Relationships ◽  
Working Conditions ◽  
Qualitative Interview ◽  
Employee Motivation ◽  
Motivational Factors ◽  
Public Sector Employees ◽  
Public Sector Organizations ◽  
Research Findings ◽  
Guidelines And Recommendations

This article examines the ranked importance of employment motivational factors within the Lebanese public sector. A qualitative interview with employers and employees of the Lebanese public sector is carried out to get their responses on what they consider the best factors that motivate them at work. In this light, the article sets to identify the most ranked factors out of ten motivational factors deemed to affect employees’ motivation in public sector organizations. The analysis from the empirical findings (using NVivo software) showed that remuneration and working conditions are key to higher employee motivation. Promotion, autonomy, participation in decisions, work social relationships and communication should be considered as well. Finally, guidelines and recommendations for implementing research findings with respect to remuneration and suggestions for assessing working conditions are provided.

scholarly journals Would the good employer please step forward? A discussion of the "good Employer" concept in the State Sector Act 1988

1970 ◽  
Vol 16 (3) ◽  
Author(s):  
Peter Boxall
Keyword(s):  
Public Sector ◽  
Personnel Management ◽  
Public Service ◽  
Current Model ◽  
Industrial Relations ◽  
Chief Executive ◽  
The State ◽  
Employee Relations ◽  
Revolutionary Change ◽  
State Sector

The State Sector Act 1988 brings revolutionary change to public service personnel management and industrial relations. This paper analyzes the good employer principle contained in the Act (against a backdrop of private and public sector thought in respect of good employment behaviour. The current model of public sector personnel management is termed "accountable management" and it is argued that any notion of the good employer must be a "bounded" one. A set of assumptions in terms of good employer attitudes is established, explored in terms of particular processes and policies and a general public service pattern of employee relations is suggested. Finally, the problems of assessing chief executive performance under the Act are discussed. The argument is made that the bounded nature of the good employer principle must be recognized in chief executive appraisal as must the fact that worthwhile change in employment relations is a long term endeavo.ur. The process of becoming a good employer is never complete.

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