Employment Relationship

Perspectives on The Employment Relationship and Workplace Conflict

Perspectives On The Employment Relationship and Workplace Conflict

Introduction

The existence of an employment relationship does not depend on the willingness expressed by the parties nor the name they have given their agreement but conditions under which work is carried out workers. The existence of an employment relationship is based on the existence of a relationship of subordination.

The employment relationship is governed by legal regulation of employee and conventional regulation resulting from an individual contract, the employment contract and collective agreement and collective agreements. The combined rules of statutory regulation and regulation conventional fixed working hours, with work schedules, the employee remuneration, and working conditions (Baxter, 2004, 22).

Rupture of the employment relationship is initiated by the employee's resignation or on the initiative of the employer by the dismissal in the context of legal regulation. It can also be done by a mutual termination. The employment relationship may give rise to individual conflicts, which are decided by the tribunal, or collective work, the strike. As part of the employment relationship the employer's liability may be incurred for accidents and one of the major responsibilities of the employment relation is managing the workplace conflicts.

There are several approaches to interpersonal and work place conflict, the various authors disagree on the definition of the kinds of conflicts, their causes and solutions. But all agree on one point: in all areas of our lives, interpersonal conflict is not only inevitable but also necessary for our vitality (Valcour, 2003, 189).

Co-workers involved in interpersonal conflict are also struggling with unmet needs. The conflict is between colleagues of the same level or involves different hierarchical levels; it still relies on personal needs that are frustrated. Even among people who do not choose to be in contact, is the satisfaction of important needs that is at stake. This is because the stakes are always the satisfaction of our key requirements that conflict is necessary for our vitality. The worst thing you can do in case of conflict would be to neutralize or ignore. Like the competition, the conflict is the manifestation of our desire to survive and thrive through the search of satisfaction, i.e., the expression of our actualizing tendency. In all three types of situations mentioned above, avoidance of conflict or inhibition of its manifestations leads inevitably to a significant loss of vitality and dynamism (Marshall, 1992, 358).

But for this purpose of development is reached, it is not enough to be in conflict, we must also find a harmonious solution. The conflict is both an expression of need and the sign of an obstacle to the satisfaction thereof. Only by finding a new balance between these two components that allows the conflict to play its most important role can bring a change fulfilling (Hyde, 2001, 796).

This series is limited to conflicts that occur in non-intimate relationships, especially in the workplace. Can be found at the end of references to other documents dealing with other situations where conflicts ...