The document discusses the employee's viewpoint in managing the employee relationship. It describes how considering the employee's viewpoint is critical and how employees have mechanisms to participate in decision making, present grievances, and influence the employer's actions. It also outlines several processes for employee involvement, including employee involvement and participation programs, quality circles where employees and supervisors meet to discuss workplace issues, and collective bargaining where employee representatives negotiate with management over pay and employment conditions.

1. Managing the Employee
Relationship: the Employee’s
Viewpoint
Presented by
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2. Background
 Employee’s viewpoint concerns his/her ideas and
conceptions on the issues in the workplace, particularly
those that directly affect him/her in the organization.
 Need to consider the employee’s viewpoint is critical.
 Employee’s voice revolves around a broad range of
mechanisms and structures that empower employees to
take part in the decision making processes of the
organization, either directly or indirectly.
 Employees have the ability to influence the employer’s
actions.
 Opportunities exist for employees to present their
grievances and discontent in the workplace.
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3. Employee Involvement and
Participation
 Employee Involvement concerns the processes that the
management of an organization employs for employees to
raise and discuss the issues affecting them.
 Entails communication channels that facilitate the smooth
flow of information within an organization.
 Employee participation involves efficiency in the processes
designed to facilitate employees’ roles in the decision-making
processes of an organization.
 Employees can influence the decisions of managers and
contribute to strategies aimed at improving organizational
performance.
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4. Quality Circles
 Defined as a group of employees who meet on a
regular basis to look for solutions to problems
affecting employees in an organization.
 Employees and supervisors meet regularly on this
platform to discuss observed issues and problems in
the workplace, investigate their causes, and
recommend necessary corrective actions to the
management.
 Offer workers responsibilities and capacities to share
experiences and make sound judgments.
 Enhance team spirit and cooperation in the workplace.
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5. Collective Bargaining
 The negotiation between an employer and
representatives of employees to get better pay and
improved conditions of employment.
 Negotiation brings together the representatives of
workers and the management in the search for
mutually acceptable solutions for various problems in
the workplace.
 Agreed collective solutions are presented in the form
of collective agreements.
 Entrenched in the labor laws of most countries.
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6. Collective Bargaining
 Allows a continuous relationship between trade unions
and the management
 Both parties are aware of the expectations of each
party.
 Helps in preventing work disruptions which would
arise from unexpected demands.
 Offers workers a strong platform of solidarity in
bargaining for their rights and better working
conditions.
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7. Disadvantages of Collective
Bargaining
1. Unionizable workers pay union dues on a monthly
basis from their salary.
2. Decisions are based on the majority vote, which may
at times go against the opinion of some workers
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