Relationships generally originate between two people. Every relationship has its own dynamics and understanding. Even in the most cohesive relationships, there is always one who would tends to play the dominate role while the other may just be a party to it out of choice or by necessity. There will also be instances where both parties will try and influence the other or try to get the better of the other or conversely there may be instances where the relationship exists in harmony as both parties views are unified in their approach. Such is also the case in employment relationship.
This term ‘employment relationship’ refers to the relationship between an employee and the employer. Individuals venture into the market for various reasons, some out necessity, some out of their own choice but in the end their objective is to gain compensation for what they are doing. Individuals venture into the market to sell their product (skill) and employers are the purchasers of this skill. The purchaser (employer) in need for a particular skill has a talent pool available in the market from which they can pick and choose. Generally, resources available in the market will always be in excess to the positions available. Hence we can safely infer that from the very outset, employer’s haves a slight edge from the inception of such relationships. Although this may be true but even then we see employers willing to pay more for specific skill set that may not be easily available or in shortage.
Like most relationships, employees and employers may have slightly different priorities when entering into such relationships. Employees would generally be of the view that they are not compensated as per their worth and would be more than happy to be paid more for lesser work. Conversely, organizations given their objective of maximizing profits would prefer to have a learner workforce while