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An Indispensable Requisite

Trust is almost everything when it comes to drawing harmonious relationship between management and employees. This trust is not easy to build but once it gets established, most, if not really all, of the positive things between these two classes follow. Given the trust employees have in management, the required changes can be agreed resolutions which the employees will do with full enthusiasm. What happens when trust is absent? Employees may tend to conform less and less.

This scenario is what management should avoid, as early a possible. Herriot (2001) chose some other relationships as analogous, in a way or another, to management-employee relationship. Family for the known care; Crusade for the vision; Contract for mutual obligations; Democratic citizenship for the right and responsibilities; Partnership for mutual interests; and Customers for service and support as such. This goes out without saying that these are the key features of management-employee relationship.

In the deeper view of this thing, it is worth knowing that there are factors contributing to the differences in interests of every individual and/or group. For one, there is culture. For the individualists, priority is given to things that can distinctly classify them from among the group. This can be in form of status symbols like occupation. This group of employees tend to improve their own position and maximize own returns. These people value autonomy and independence in work and are prone to act impulsively.

For the collectivists, however, definition of oneself is more on the context of a group like family and religion (Robertson, et al. , 2003). They tend to act in line with protecting the interest of the group they belong in. People in this culture tend to be less impulsive as they think of impact to the group and not to the mere self. Labour unions are likely to be established in collectivist culture. In this union is where the members get to let the message come across.

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