In reality, it is the responsibility of administration to show levelheaded 192 Problems and Perspectives in Management, 1/2006 authority while enlisting and coordinating laborers. To have a reasonable comprehension of the undertakings, representatives are relied upon to perform, and to have unencumbered privileges to control the pace and procedures under which they work. Workers should be treated fairly in any circumstance (Geare, 2006).
Management perception to employee relation under these circumstances is one that tries to overwhelm the inside pressure over the dissemination of authoritative force by guaranteeing that management holds prevalent experience about the structure and association of work, and has the power to direct specialists as it sees fit.
Human relations theory
The second approach is human relation theory. For this situation the decline of authoritative strain is held to lay on the capacity of people to accomplish self-satisfaction in the work environment. Employees are viewed as subjectively distinctive to different assets utilized as a part of generation. In this manner, if laborers are denied self-sufficiency at work, or are decreased to going about as minor expansions of the apparatus they work, or are given work that hinders their ability to make and think, it is contended that they will constantly discover approaches to subvert routines for control that authorize these conditions (Marlow and Patton, 2003).
Overall, this structure is created for having a strong managerial perspective for dealing with employee clashes, and consequently it develops a healthy employer-employee relationship. Moreover, this structure diminishes the interior pressures by creating a feeling of comfortable working environment in which workers can communicate, discuss and present their opinions.
Human resource management
The third theory is human resource management. This type of managerial approach contrasts from the past two in that it begins from the conviction that hierarchical pressures can be totally determined by sustaining a mental contract in view of collaboration. The employee relations and decisions in this occurrence are predicated on the conviction that the strengths uniting supervisors and workers are far more grounded than the powers isolating them. The employee relations indicating these procedures is to determine interior strains by separating working environment social classes, creating open lines of correspondence lines diverse partners, and advancing an aggregate understanding that the hobbies of all are ideally serviced by cooperating and keeping away from struggle (Hofstede, 1993).
It is concluded that employment relationship is a legal link which exists between the employer and the employee. Hence it is certain that both individuals follow the rules defined, as the employee is bound to obey commands of his or her employer under certain conditions, for which he or she is granted remuneration for the services offered.