What is employment relationship Essay Example | Topics and Well Written Essays - 3000 words

What is employment relationship - Essay ExampleA good stable operative environment, encouraged by good employment relationship, is critical as it has noteworthy implications on the health and wellbeing of employees. It is an imperative characteristic in any success of any business or organization at bottom the service economy. Service economy is the term used to refer to the comparative importance of service when presenting products.Whilst some(prenominal) people look on the ruminates created by the reading economy as high tech, in actuality and in many respects it is merely new levels of de-skilling and pay differentials. Some parts of the new information economy, such as telesales or promise centres, and some information processing jobs such as clear content production, have been likened to the sweatshops of traditional manufacturing industries. These jobs even have a high job insecurity ratio.As Belt, Richardson and Webster (2000) put it Call centre operations do not const itute an industry in the commonly genuine sense, but it is considered sensible to refer to call centres as an industry. So for all required purposes call centres atomic number 18 an excellent example of how employment relationships function within the service economy. Call centre agents are mantic to be friendly cheerful and helpful as we as customers tend to expect this kind of demeanour from interactive service workers. This was perceived as emotional labour by Hochschild (1983) because a certain layer of emotional investment was required to produce the desired effect. It seems to be a new way to shape the workers. Van Maanen and Kunda (1989) have said that organizational culture counselling, only seem to want to mask wipe outrial attempts to control not only what employees say and do but feel as well. Emotional management seems to have been organized even more efficiently and pushed to the next level.Emotional labour increases stress and decreases job satisfaction immense ly. This is proved in the study of five call centres conducted by Deery, Iverson and Walsh in 2000, where excessive demands on emotional labour lead to a higher propensity of stress, anxiety and emotional exhaustion amongst call centre agents. In her book Human Resource Management and Occupational Health and Safety, Carol Boyd (2003) has said, the single-valued function of call centre agents is dictated by the immediacy of the production process and a dependency on employees personal characteristics to deliver high-quality service and this is where various techniques aimed at maintaining their sweetness will be deployed. Now thank to the leap of technology managerial control can even delve and investigate every trivial detail of the call centre agents work, offering scrupulous and immediate particulars on each agents activities. The monitoring of the communication theory and activities of employees in the workplace in the UK must, however, be balanced with requirements under the Human Rights Act 1998 and Article 8 of the European Convention on Human Rights organizations must have regard to the private lives of individuals. Tight call-handling measure and monitoring combine with performance targets to accelerate the pace of work, without gaining much job satisfaction. This tendency to micro manage results in a sense of self, which is vital to be lost when agents feel that they are no yearlong in control of their lives and their