Employment Relations In The International Labour Organization

1138 Words 5 Pages
According to the International Labour Organisation the employment relationship is defined as the legal link between employers and employees. The relationship exists when a person performs work or services under certain conditions in return for remuneration.

For an organisation to be successful and continue to maintain its success, all persons involved in the organisation must strive to ensure that the employment relationship remains harmonious. The employee performs the work that he is hired to do and that he will, in return, receive a fair wage.

Organisational justice theory focuses on the perception of fairness of the treatment of employees and their feelings and views of their own treatment within the organisation.

There have been many
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If a person is employed to do a particular job then they should be paid fairly and paid the same as everyone else doing the same job regardless of age, sex or any other means of discrimination. In general, employees in the workplace should feel that justice and fairness pervades the factory, office, shop floor. It would also be appropriate for the employee to feel appreciated. Appreciation is usually reflected in the weekly pay packet but may also include bonuses, stock options, healthcare payments, pensions, etc.

This is not always the case with employees being exploited and treated unjustly. The intolerance of this behaviour led to the formation of trade unions and more importantly the enactment of a number of specific employment laws protecting the rights of employees. However despite this progress, stories of exploitation continue to emerge. With continuing education on the need for justice within the workplace it is hoped that equality will eventually
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A high level of job satisfaction would be a strong indicator of fairness existing with the workplace. Maintaining a high level of satisfaction would prove that efforts to maintain fairness are working. Positive job satisfaction within an organisation can prove psychologically beneficial with employees happy to come to work and carry out their duties. This is incredibly important for the morale of a company and more than likely lead to loyalty and low turnover of staff. For larger organisations with shareholders these positive statistics would be very welcome indeed.

From a management perspective, the collective perception of justice amongst employees is important. These perceptions can have a positive or negative economic impact on the organisation. The positive impact would ensure greater productivity whilst the negative may lead to counterproductive activities including theft, insurance claims against the employer or even

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