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Employment
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== Employer–worker relationship == Employer and managerial control within an organization rests at many levels and has important implications for staff and productivity alike, with control forming the fundamental link between desired outcomes and actual processes. Employers must balance interests such as decreasing wage constraints with a maximization of labor productivity in order to achieve a profitable and productive employment relationship. ===Labor acquisition / hiring=== {{Further|Application for employment}} The main ways for [[employer]]s to find workers and for people to find employers are via jobs listings in newspapers (via [[classified advertising]]) and online, also called [[job board]]s. Employers and job seekers also often find each other via professional [[recruitment consultant]]s which receive a [[commission (remuneration)|commission]] from the employer to find, screen and select suitable candidates. However, a study has shown that such consultants may not be reliable when they fail to use established principles in selecting employees.<ref name=":2">{{cite journal|url=http://www.forecastingprinciples.com/paperpdf/Predicting%20job%20performance.pdf|title=Predicting job performance: A comparison of expert opinion and research findings|last1=Dakin|first1=Stephen|last2=Armstrong|first2=J. Scott|journal=International Journal of Forecasting|volume=5 |issue=2|pages=187–94|year=1989|doi=10.1016/0169-2070(89)90086-1|s2cid=14567834}}</ref> A more traditional approach is with a "Help Wanted" [[sign]] in the establishment (usually hung on a window or door<ref>{{cite report|url=https://books.google.com/books?id=uJgyAQAAMAAJ&q=%22help+wanted%22+sign |title=Report to the Legislature of the State of New York by the Commission appointed under Chapter 518 of the laws of 1909 to inquire into the question of employers' liability and other matters|author=J. Mayhew Wainwright|author-link=J. Mayhew Wainwright|pages=11,50,144|year=1910|publisher=J. B. Lyon Company}}</ref> or placed on a store counter).<ref name=":3">{{cite book|url=https://books.google.com/books?id=91V6_EEO9XoC&pg=PA74|title=Intro to Business |author=Robert A. Ristau|page=74|year=2010|publisher=[[Cengage Learning]]|isbn= 978-0-538-74066-1}}</ref> Evaluating different employees can be quite laborious but setting up different techniques to analyze their skills to measure their talents within the field can be best through [[Industrial & Organizational Assessment|assessments]]. Employer and potential employee commonly take the additional step of getting to know each other through the process of a [[job interview]]. ===Training and development=== [[File:Wiki-training with employees of Regional Institute of Culture in Katowice 02.jpg|thumb|Wiki-training with employees of Regional Institute of Culture in Katowice 02]] [[Training and development]] refers to the employer's effort to equip a newly hired employee with the necessary skills to perform at the job, and to help the employee grow within the organization. An appropriate level of training and development helps to improve employee's [[job satisfaction]].<ref name=":4" /> ===Remuneration=== There are many ways that employees are paid, including by hourly wages, by [[piecework]], by yearly [[salary]], or by [[gratuity|gratuities]] (with the latter often being combined with another form of payment). In sales jobs and real estate positions, the employee may be paid a [[commission (remuneration)|commission]], a percentage of the value of the goods or services that they have sold. In some fields and professions (''e.g.'', executive jobs), employees may be eligible for a bonus if they meet certain targets. Some executives and employees may be paid in [[share capital|shares]] or [[employee stock option|stock options]], a compensation approach that has the added benefit, from the company's point of view, of helping to align the interests of the compensated individual with the performance of the company. Under the [[faithless servant]] doctrine, a [[Legal doctrine|doctrine]] under the laws of a number of states in the United States, and most notably [[Law of New York (state)|New York State law]], an employee who acts unfaithfully towards his employer must forfeit all of the compensation he received during the period of his disloyalty.<ref name="auto6">{{Cite book|url=https://books.google.com/books?id=3RaGDwAAQBAJ&q=%22faithless+servant%22&pg=PA472|title=Employment Law: Private Ordering and Its Limitations|first1=Timothy P.|last1=Glynn|first2=Rachel S.|last2=Arnow-Richman|first3=Charles A.|last3=Sullivan|date= 2019|publisher=Wolters Kluwer Law & Business|via=Google Books|isbn=978-1-5438-0106-4}}</ref><ref name="auto">{{Cite book|url=https://books.google.com/books?id=7VdCAQAAIAAJ&q=%22faithless+servant%22|title=Annual Institute on Employment Law|volume=2|date= 2004|publisher=Practising Law Institute|via=Google Books}}</ref><ref name="auto3">{{Cite book|url=https://books.google.com/books?id=bD0pAQAAMAAJ&q=%22faithless+servant%22+-bible+-england+-jesus+-lord+-testament|title=New York Jurisprudence 2d|volume=52|date=2009|publisher=West Group|via=Google Books}}</ref><ref name="auto2">{{Cite book|url=https://books.google.com/books?id=r-BZAAAAYAAJ&q=%22faithless+servant%22+-bible+-england+-jesus+-lord+-testament|title=Labor Cases|volume=158|date= 2009|publisher=Commerce Clearing House.|via=Google Books}}</ref><ref name="auto5">{{Cite web|url=https://www.cnn.com/2018/05/18/us/met-opera-sues-conductor/index.html|title=Met Opera sues former conductor for $5.8 million over sexual misconduct allegations|author=Ellie Kaufman|date=May 19, 2018|website=CNN}}</ref> ===Employee benefits=== [[Employee benefits]] are various non-wage compensation provided to employees in addition to their wages or salaries. The benefits can include: housing (employer-provided or employer-paid), group insurance (health, dental, life etc.), disability income protection, retirement benefits, daycare, tuition reimbursement, sick leave, vacation (paid and non-paid), social security, profit sharing, funding of education, and other specialized benefits. In some cases, such as with workers employed in remote or isolated regions, the benefits may include meals. Employee benefits can improve the relationship between employee and employer and lowers staff turnover.<ref name=":5" /> === Organizational justice === [[Organizational justice]] is an employee's perception and judgement of employer's treatment in the context of fairness or justice. The resulting actions to influence the employee-employer relationship is also a part of organizational justice.<ref name=":5" /> === Workforce organizing === Employees can organize into trade or [[labor union]]s, which represent the workforce to collectively bargain with the management of organizations about working, and contractual conditions and services.<ref name=":6" /> === Ending employment === Usually, either an employee or employer may end the relationship at any time, often subject to a certain notice period. This is referred to as [[at-will employment]]. The contract between the two parties specifies the responsibilities of each when ending the relationship and may include requirements such as notice periods, [[severance pay]], and security measures.<ref name=":6" /> A contract forbidding an employee from leaving their employment, under penalty of a [[surety bond]], is referred to as an [[employment bond]]. In some professions, notably teaching, civil servants, university professors, and some orchestra jobs, some employees may have [[tenure]], which means that they cannot be dismissed at will. Another type of termination is a [[layoff]].
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