Fourth Stop - Employee Relationship Management and Job Satisfaction

Employee Relationship Management (ERM) is a human management aspect that affects the performance of small and large organizations in the 21st century (George, et al., 2008). Today most of the organizations focus on technology for improving employee relationships. If management does not assume employee-centered values, the above-mentioned techniques can result in spreading negative and low morale rather than having a positive impact on the employees' attitude and morality (Armstrong & M., 2006).

ERM can be defined as a process that companies use to effectively manage all interactions with employees, ultimately to achieve the goals of the organization (Oluchi & O,, 2013). It also suggested that it involves communication and relationship between management and its employees, aimed at maintaining employment relationships that ultimately contribute to employee productivity, job satisfaction, motivation, and morale (George, et al., 2008).

Employee Relationship Management Practices and Job Satisfaction

Job satisfaction is the experience that an employee feels in relation to their job and workplace. It asks whether the employee is happy or content in the job (Armstrong & M., 2006). One employee can measure their satisfaction in financial, non-financial or psychological contract terms. Other methods that employees use to measure their job satisfaction with an employer are; collective bargaining agreements, grievances and dispute settlement, working life, how employees are involved organizational decision-making, trade unionism, career growth, and marketing opportunities culture and rewards (Christen, et al., 2006).

Moreover, effective approaches adopted in conflict management within the organization such as coaching, training, mediation, and facilitation will improve the employee and employer relations thus improved work satisfaction. Opportunity for employees to join the union of theirs. The choice as their right always affects the spirit of teamwork and motivation to work well in one organization. The employees who are members of trade unions tend to feel secure and have a voice over their employer in the changing business environment (Sweny, et al., 2005).

Therefore, Organizations realize that Employee Relationship Management helps them build stronger relation to employees. As such, ERM can build and improve relationships and strengthen the commitment to the company and improve employee satisfaction. Finally, ERM methods, as a discipline, conflict management, trade union, communication, employee Authorization and commitment and encouragement of employee proposals are implemented in organizations and managers give it high attention that it can improve ERM status in organizations and help employees get satisfaction from their job. Therefore, the emphasis is on performance, growth and employee development create competitive advantage.

References

A. & M., 2006. A Handbook of Human Resource Management Practice. 10th ed. London: Kogan Page Publishing.

C. et al., 2006. Job Satisfaction, Job Performance, and effort: A Reexamination using agency theory. Journal of Marketing, Volume 70, pp. 137-150.

G., J. M., J. & G., 2008. Understanding and Managing Organizational Behavior. 5th ed. Upper Saddle River, New Jersy: Pearson Prentice Hall.

O. & O., 2013. Co-operation Between Employee and Management to Increase Productivity: A Case Study of Mobil Producing Nigeria Unlimited, s.l.: International Business Management.

S., P., M. & D., 2005. Organizational Behavior, New York: Solutions for Management.