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As stakeholders, employers and employees might have conflicting interests.
However a good working relationship is essential for business success.
Clearly defined roles, legally defined rights and responsibilities and a willingness to embrace change will help achieve this.
For a business to be successful, everyone must know what they and others should be doing.
This can be achieved through the clear use of both organisation charts and job descriptions.
Understanding is needed of roles across job levels in terms of:
• manager; • supervisor; • operative; • support staff.
Roles and responsibilities
What is the difference between a role and responsibility ?
5 minutes work with a partner to come up with the meaning of role and responsibility
5 minutes – what is the main role of: 1. Teacher2. Doctor
Job Roles The person’s position in the business or their
particular job dictates their role in the business For example: A teacher’s main role is the education of their
students A doctor’s is the looking after the health of their
patients
responsibilities The key responsibilities/tasks that a particular
worker has to carry out Teacher – teaching classes, marking homework,
pastoral care, covering for absent colleagues, parents evenings etc
Doctor – holding surgery, diagnosing illnesses, treating illnesses, home visits, on-call etc
Exercise
For each of the following workers detail their job role and list their responsibilities :
1. Plumber2. Dentist3. Builder4. Nurse5. Police officer6. Accountant
Types of employees All employees of a business can be
grouped into either:1. Manager2. Supervisor3. Employee/operative4. Support staff
exercise In pairs – 5minutes What is a manager ? What is a manager’s primary role ? What are a manager’s main
responsibilities ?
managers
Main roles: planning, organising, monitoring and evaluating, reporting
Responsibilities – take responsibility for an area within the dept/function they work e.g. training in HR
Job security – FT permanent contracts, high pay
Important decisions often made and can be complex
directors Elected by shareholders of the business Role is mainly strategic Can be a manager and a director i.e. a
managing director Can be voted out at AGM of a business
supervisor Provide a link between management and
staff Supervisors monitor rather than manage
workers & advise managers of any problems
Decision making is limited and restricted to day-to-day issues
Often FT, pay higher than operatives, lower than managers
Employees/operatives Employees are the junior members of staff Can be production-line staff, shop
assistants, call-centre operators, support staff etc
Tend to have less skills, qualifications and experience
Job security is poor – often PT temps, pay is low
Support staff Provide specialist skills eg IT, secretarial
staff Role – offer advice/assistance in specialist
area Decision making varies but tends to be
routine Job security – varies, can be FT Pay – varies, can be very high in some areas
such as IT
A typical job description could be analysed in terms of:
• key responsibilities; • tasks or activities; • job security; • decision-making and problem-solving; • skills, qualifications and personal qualities
required; • related pay and benefits.
The basis of the formal agreements are known as employment contracts which are agreed by employers and employees.
Employment contracts cover: • permanent and temporary, full and part-time
work; • hours of work, including shift work, flexitime,
overtime, breaks from work; • places of work, including offices, retail outlets,
tele-working, mobile and home-based working; • pay and benefits, including holidays.
Reasons for change may include: • to increase productivity; • to improve the quality of products; • to be more competitive than other
businesses; • to introduce new technology; • to introduce team-working and multi-skill
practices.
For the employee: More leisure time More than one job Working at home The reduction or elimination of commuting
time Increase in heating and lighting bills Footloose location
For the employer: Reduction in cost of premises Reduction in overheads associated with
premises Footloose location Increase in total number of employees
Employers expect employees to: • meet the terms of their contracts; • co-operate in meeting the objectives of
the business; • follow health and safety regulations.
Employees expect to be: • fairly paid according to their contract; • provided with a safe working environment; • provided with an annual holiday entitlement: • appropriately trained; • permitted to join trade unions or staff
associations; • allowed access to any confidential computer
records kept on them as employees.
Disagreements at work can occur over the treatment of individual employees or groups of employees.
Measures are in place to resolve such situations including:
business grievance policy and procedures;� negotiations with trade unions or other �
representative organisations; employment tribunals;� arbitration services (like the Advisory, Conciliation �
and Arbitration Service –ACAS - for England, Scotland and Wales); European Court of Justice�