How is the employment relationship that is typical of modern organizations different
How is the employment relationship that is typical of modern organizations different from the relationship of a generation ago?
Here is a tip:
An employment relationship is the bond that exists between the employer and the employee.
Employer and employee relations have changed from a conservative to an accommodative one.
The difference between the relationship in the traditional and modern organizations can be explained as follows:
Traditional organizations were based on employers expecting employees to put in time, effort, skills, and abilities to their work. The employees were expected to be loyal in exchange for job security and promotions. In modern organization, employment relationships focus more on the needs of employees offering them greater power and autonomy.
The workers in the traditional organizations focused on forming unions to help them meet their requirements. The workers in modern organizations are more individualistic and less interested in forming unions for their demands. They are aware of industry salaries and laws to bargain for their jobs.
In traditional organizations, employees were hired for full-time work and were expected to work for a fixed time and from the office only. Employers in modern organizations provide flexible working schedules, opportunities for training, a diverse workforce, and various hiring options.
The difference in the employee-organization relationship in traditional organizations and in the modern organization is as follows:
Traditional organizations provided job security and promotions in exchange for the efforts of the employees, whereas modern organizations focus on employee needs and work-life balance.
Traditional workers formed unions to get their needs fulfilled, whereas modern workers consider industry standards and laws to bargain their needs.
Traditionally employees were asked to work from the office for fixed timings, whereas in modern times employees are provided job flexibility.