Essay范文-银行员工关系的影响。本文是一篇国外大学essay写作参考，主要内容是讲述员工关系管理发现员工之间的冲突是组织进步的主要障碍。大多数时候，冲突的发生是由于人们来自不同的文化，而对乔哈里窗口的了解较少，这一理论帮助人们通过他们的立体声类型进行工作。冲突的另一个原因是工作，例如，一些员工以任务为导向，另一些员工以精美观点和人为导向，即任务为导向的员工希望以任何方式完成工作，但精美为导向的员工更希望以特定方式完成工作或包括某些个人。下面就一起来看一下这篇留学生essay写作范文的具体内容。
Employee relationship management find conflict among employees as major drawback for organization to progress with its endeavors. Most of the time conflicts occur due to different cultures that people come from and less knowledge on Johari window way by the theory help people to work through their stereo types. Another reason for conflict is the of work, for example some employee are task oriented and other have artistic view and people oriented i.e. task oriented employee would want to finish the job in whatever manner but an artistic employee would prefer to do the job in particular manner or include certain individual.
Employee performance and motivation problems 员工绩效和激励问题
Performance of the employee can play a major role for success or failure. Employees under performing would cost the organization fortune especially in a banking industry where competition is increasing every day. Employee poor performance could be caused by two main issues, first, is the employee skilled enough to handle the task? has the company motivated the employee in question enough to handle pressure the task present? and is the employee capable to do the job? Secondly, another cause is the system to do the task for instance managerial behavior, effect of coworkers’ behavior and resource distribution.
员工的表现对成败起着重要作用。员工表现不佳会给公司带来损失，尤其是在竞争日益激烈的银行业。员工表现不佳可能是由两个主要问题造成的，首先，员工是否有足够的技能来处理任务？公司是否充分激励员工应对当前任务的压力？员工是否有能力完成工作？其次，另一个原因是系统执行任务，例如管理行为、同事行为的影响和资源分配。
Unmotivated employee will not positively influence the performance of the banks. To bring about good performance everyone has to give all the effort to the organization and more importantly they should be motivated. Employee becomes unmotivated because the banks processes are too ambiguous hence providing a lot hardship, the bank is experiencing continuous conflict and behavior effect.
未受激励的员工不会对银行的绩效产生积极影响。为了取得良好的绩效，每个人都必须为组织付出所有的努力，更重要的是，他们应该受到激励。员工变得没有动力，因为银行的流程过于模糊，因此带来了很多困难，银行正在经历持续的冲突和行为影响。
Turnover and retention concerns 员工流动和保留问题
This is another employee relation challenges that also especially banks encounter. Generally turnover causes are economic issue and labor market condition they affect significantly the turnover rate. But also non-competitive compensation, poor fit of employee and the job, very poor working condition and monotony increases employee turnover. Employee more often may seek for better green pasture to improve their living standard. Sometime some employee find the job to be too monotonous hence their morale goes down and as result affect the performance of the organization. Turnover cost for many banks are very high which include direct cost such as recruitment, selection and training of the new employees. Indirect cost include reduced productivity, increased of workload for remaining employee as they have to cover and overtime expense for the colleague.
这是另一个员工关系挑战，尤其是银行。一般来说，离职原因是经济问题和劳动力市场状况，它们显著影响离职率。但是，非竞争性薪酬、员工与工作的不匹配、工作条件非常差以及单调乏味也会增加员工流动率。员工通常会寻求更好的绿色牧场，以提高他们的生活水平。有时，一些员工发现工作过于单调，因此士气低落，从而影响组织的绩效。许多银行的流动成本非常高，包括招聘、选拔和培训新员工等直接成本。间接成本包括生产力降低、剩余员工必须支付的工作量增加以及同事的加班费。
Overcoming employee relations challenges 克服员工关系挑战
For turnover and retention problems most banks conduct training on their employees so that for example the job becomes less monotonous and challenging. Banks that have low employee turnover they are said to be employee oriented and they come up with well compensation package they always hire the right people for the job.
对于流动性和挽留问题，大多数银行都会对员工进行培训，以减少工作的单调性和挑战性。员工流动率低的银行被认为是以员工为导向的，他们提出了很好的薪酬方案，他们总是雇佣合适的人来做这项工作。
An interaction with the employees regularly is required so that the manager can understand they core problems. Distribution of right resource to perform task can increase performance of employees and reward systems can always boost morale of employees. The employer should come with new approaches and practical tips for the banks success.
需要定期与员工互动，以便经理了解他们的核心问题。分配合适的资源来完成任务可以提高员工的绩效，而奖励制度总是可以鼓舞员工的士气。雇主应该为银行的成功提供新的方法和实用的建议。
Employee relations in collaboration with human resource management can avoid conflict before they happen by understanding and identifying the strength and weakness of the employees. Employers should assign jobs to employees that fit their skill sets. For team conflict employer should pick a team leader who is capable to handle pressure that teammate present. Banks should see if the employees who are involved in conflict are affecting the performance and productivity of the organization, once the parties involved in the conflict are identified then it will be easy to solve problems.
通过了解和识别员工的优势和劣势，与人力资源管理部门合作的员工关系可以在冲突发生之前避免冲突。雇主应为符合其技能的员工分配工作。对于团队冲突，雇主应该挑选一个能够应对队友压力的团队领导。银行应了解卷入冲突的员工是否影响了组织的绩效和生产力，一旦确定了冲突各方，那么解决问题就很容易了。
Advantage of maintaining good employee relation in banks 银行保持良好员工关系的优势
There are advantages for organization good relationship with its employees apart from increase the general performance; the company will also enjoy the following.除了提高总体绩效外，组织与员工的良好关系也有好处；公司还将享受以下优惠。
Reduced Absenteeism 减少旷工
For many banks in Tanzania, they have managed their employees with authoritarian style whereby absenteeism of the employee will not be tolerated. This is because many banks in Tanzania are privately owned hence even the unions cannot bring total impact on any company’s wrong doing. Therefore good employee relation will bring benefits to the bank by reducing the cause that mounts absenteeism such as continuous employee conflict and job satisfaction.
对于坦桑尼亚的许多银行来说，他们以威权的方式管理员工，员工旷工是不被容忍的。这是因为坦桑尼亚的许多银行都是私人所有的，因此即使工会也不能对任何公司的错误行为产生全面影响。因此，良好的员工关系将通过减少缺勤原因（如持续的员工冲突和工作满意度）为银行带来好处。
Improving motivation and morale 提高动力和士气
A good employee relation in banks would be able to increase motivation and morale. A motivated group of employee would be able to bring very beneficial result that most banks are always relishing to accomplish. By avoiding things that would discourage motivation this is a hard-working process but very crucial to the success of the business. We have witnessed most banks in Tanzania have provided their employees with a positive working environment. Also personal incentives always do trick of raising employees motivation and morale.
银行良好的员工关系将能够提高员工的积极性和士气。一个积极的员工团队将能够带来非常有益的结果，这是大多数银行都乐于实现的。通过避免阻碍激励的事情，这是一个努力的过程，但对企业的成功至关重要。我们见证了坦桑尼亚大多数银行为员工提供了积极的工作环境。此外，个人激励总是能提高员工的积极性和士气。
Loyalty is increased 忠诚度提高
Most banks in Tanzania have managed to gain loyalty from their employees as most banks have been able to install good procedure that suit employee’s specification. Employees would not be certain if they leave what they experience from other banks. Bank that trains its employees more often will be able to increase confidence of employees and hence increase their loyalty to the company. The bank would be able to get competitive edge if employees are engaged. Engaged employees would take less sick day as they know they influence in the organization.
坦桑尼亚的大多数银行都设法获得了员工的忠诚度，因为大多数银行都能够安装符合员工规范的良好程序。员工无法确定他们是否会离开其他银行。更经常培训员工的银行将能够增加员工的信心，从而提高员工对公司的忠诚度。如果员工积极参与，银行将能够获得竞争优势。敬业的员工可以减少病假，因为他们知道自己对组织有影响。
Reducing turnover 减少员工流动
Good employee relation will reduce the employee turnover as the employee issues that contribute to employee turnover are eliminated. Skilled employees who are not paid well would want to move on, but a good employee relationship management will not let that happen. The employee will be given what he/she needs since they are crucial to the banks performance. Employee relationship management would be able to have saved recruitment and selection cost that would come as result of high rate employee turnover. Losing the most skilled employees to competitors it’s like giving out your own gun to be shot with.
良好的员工关系将减少员工流动，因为有助于员工流动的员工问题将被消除。工资不高的熟练员工希望继续工作，但良好的员工关系管理不会让这种情况发生。员工将得到他/她需要的东西，因为这些东西对银行业绩至关重要。员工关系管理将能够节省因员工高流动率而产生的招聘和选拔成本。把最熟练的员工输给竞争对手，就像是把自己的枪给了对手。
Introduction of easy working practices 简单工作实践介绍
Committed employees would feel unchallenged on the on the repetitive job each and every day. Monotonous working practice would reduce the performance of the employee as they do not feel motivated well enough. A good bank employee relation would introduce new and easy working practice more often. By doing this the bank would be able to increase the banks output. Additionaly, the new practice would be able to consider not waste company’s resources. Hence employees will be more committed thus affecting the quality of service from banks and reduces rejections.
敬业的员工每天都会觉得在重复性工作中没有挑战。单调的工作实践会降低员工的绩效，因为他们感觉动力不足。良好的银行员工关系将更经常地引入新的、简单的工作实践。通过这样做，银行将能够增加银行的产出。此外，新的做法可以考虑不浪费公司的资源。因此，员工将更加忠诚，从而影响银行的服务质量，减少拒绝。
Disadvantage of incompetent employee relation in banks 银行员工关系不称职的弊端
Sometime most banks fail to tackle problems that relate to employee relation due to the following reason:有时，由于以下原因，大多数银行未能解决与员工关系相关的问题：
Employee relationship management letting the union to get a lot of power would deprive the bank’s ability to succeed as the unions would control the organization position. After the company has realized what is happening then it will be too late. As we have learned that some trade union bring political agenda that they want to champion so that the society can recognized that there is a problem. Therefore employee relation should not union grow its power to influence the fortune of banks but acquire mutual interest for all parties involved.
员工关系管理让工会获得大量权力会剥夺银行的成功能力，因为工会会控制组织的地位。在公司意识到正在发生的事情之后，一切就太晚了。正如我们所了解到的，一些工会提出了他们想要支持的政治议程，以便社会能够认识到存在问题。因此，员工关系不应该联合起来影响银行的财富，而应该获得所有相关方的共同利益。
Banks that have set up employee relationship management will incur extra cost from the department. Sometimes employee relation does not live to the expectations in such a way that the problems that should be solved by it are still roaming within the organization. The division is supposed to monitor workplace challenges before the union does and solve them before they become a nuisance to the organization. Therefore any failure to tackle means unnecessary costs have been incurred by the banks. Single employer bargaining can be expensive because of the need to maintain a centralized employee relation.
已建立员工关系管理的银行将从该部门承担额外费用。有时，员工关系并没有达到预期，因此，应该解决的问题仍然在组织内部徘徊。该部门应该在工会之前监测工作场所的挑战，并在它们成为组织的麻烦之前解决它们。因此，任何未能解决的问题都意味着银行承担了不必要的成本。由于需要保持集中的员工关系，单雇主谈判可能会很昂贵。
For single employer bargaining, there is inflexibility and makes it hard to accommodate difference in production systems, the service markets, labor market and technologies within centralized bargaining systems. It could also be hard to integrate new businesses within employee relation systems. For employee relation to be effective it requires very effective communication in company. The level of management decision making will increase if the employee relationship management work independently as a result reducing the employee commitment to these decision and local management. (David Farnham, pg 236)
对于单一雇主谈判而言，存在灵活性，难以在集中谈判系统中适应生产系统、服务市场、劳动力市场和技术的差异。在员工关系系统中整合新业务也可能很困难。要使员工关系有效，需要在公司内部进行非常有效的沟通。如果员工关系管理独立工作，那么管理决策的水平将提高，从而减少员工对这些决策和本地管理的承诺。
For workplace bargaining, it employee relationship management complicates labor cost control. As this is a bargaining that occurs between the management and union representatives, there are high chances of increasing the danger of wage parity by the unions. Also it requires management to put its best people who have negotiation skills to neutralize the effort of union to have an upper hand on the outcome of negotiation.
对于工作场所谈判而言，it员工关系管理使劳动力成本控制变得复杂。由于这是管理层和工会代表之间的谈判，工会很有可能增加工资平等的危险。此外，它还要求管理层让拥有谈判技能的最优秀人员来抵消工会的努力，从而在谈判结果上占据上风。
Conclusion 结论
In this second easy we have taken analytical view towards employee relation and its real impact on banking sector in the case of Tanzania where we don’t have many of public owned bank where union can also have an impact.
在第二个例子中，我们对员工关系及其对银行业的实际影响进行了分析，在坦桑尼亚，我们没有很多公有银行，工会也会产生影响。
We gave seen how globalization has also brought some problems and fortune to the banking industry. New venture have realized due to globalization for instance the transfer of banking technology to Tanzania form abroad is one factor that globalization has inspired banking industry to progress. On the other hand, the coming of technology would raise concerns over employee job security. The aim of banks to bring new technology is sometimes to cut down cost in the long-run, so this will obviously raise concerns towards employee who fear for their job.
我们看到了全球化也给银行业带来了一些问题和财富。由于全球化，新的风险已经实现，例如，银行技术从国外转移到坦桑尼亚，这是全球化促使银行业进步的一个因素。另一方面，技术的到来将引发对员工工作安全的担忧。银行引入新技术的目的有时是为了降低长期成本，因此这显然会引起对担心工作的员工的担忧。
The essay went further to look on the recognition of unions in Tanzania banks and we realized that in Tanzania they very less banks that can be influenced by trade union since many of them are privately owned. The only trade union that employee relations have been able to interact with is Trade Union Congress of Tanzania (TUCTA) where bank such as Tanzania postal bank employee can real much on TUCTA.
Essay进一步探讨了坦桑尼亚银行对工会的认可，我们意识到，在坦桑尼亚，受工会影响的银行非常少，因为许多银行是私人所有的。员工关系能够与之互动的唯一工会是坦桑尼亚工会大会（TUCTA），坦桑尼亚邮政银行等银行的员工可以在TUCTA上发挥重要作用。
The impact of trade unions in banking industry profitability is very high. So banks should come with approaches that would manage the unions in a way that they do not impact negatively on the performance of the organization. We have look on approaches such as Unitarist, pluralist, Marxist and adversarial approach. It is also indicated that employee relation should much be governed by agreements, rules and regulation to handle unions.
工会对银行业盈利能力的影响非常大。因此，银行应该采取措施来管理工会，使其不会对组织的绩效产生负面影响。我们研究了统一主义、多元主义、马克思主义和对抗主义等方法。还指出，员工关系应在很大程度上受到处理工会的协议、规则和条例的制约。
As we have realized that not only external factor that are important to organization success but also internal constraint are also crucial to the companies and therefore they should be managed very well using appropriate management styles. It seemingly appears that privately owned banks use authoritarian way of managing to handle internal issues affecting the banks. Other management styles include opportunist and Paternalistic.
正如我们已经认识到的那样，不仅对组织成功至关重要的外部因素，而且内部约束对公司也至关重要，因此，应使用适当的管理风格对其进行管理。私人银行似乎使用威权的管理方式来处理影响银行的内部问题。其他管理风格包括机会主义和家长主义。
Recommendation 建议
This is very important aspect of business and especially in banking industry. Banks should consider taking employee relations very seriously as employees are part and parcel of the organization success or failure. New innovative ideas should be brought forward so that business process and practice could be made simple thus improving organization performance.
这是商业的一个非常重要的方面，尤其是在银行业。银行应该认真对待员工关系，因为员工是组织成败的重要组成部分。应提出新的创新想法，以便简化业务流程和实践，从而提高组织绩效。
Employee relationship management in collaboration with human resource they should come up with ways that will resolve dispute in more modern way even without involvement of trade unions. The management should assess employee relation future trend and research on the potential findings that can be applied in third world countries e.g. Tanzania. The influence of technology should not be left untouched as technology will play a big part in the future employee relation success. The employee relation view should be much flexible to tackle issues that have not been resolved yet with management. Employee relation should help in avoiding unnecessary problems such poor working condition. These are problems that union is working to abolish them but on the other hand they problems that increase unnecessary cost than if they had been tackled beforehand. Employer should engage employee in activities or even during decision making process so that they can be more motivate and very loyal to the organization this should incorporate they payment structure and other compensation packages which seem to be the most coveted things by employees.
Essay作者在最后提出相关建议：员工关系管理与人力资源部门合作，他们应该想出能够以更现代的方式解决争议的方法，即使没有工会的参与。管理层应评估员工关系的未来趋势，并研究可在第三世界国家（如坦桑尼亚）应用的潜在发现。技术的影响不应被忽视，因为技术将在未来员工关系的成功中发挥重要作用。员工关系视图应该非常灵活，以解决管理层尚未解决的问题。员工关系应该有助于避免不必要的问题，如恶劣的工作条件。这些问题是工会正在努力解决的，但另一方面，这些问题会增加不必要的成本，而不是事先解决的问题。雇主应让员工参与活动，甚至在决策过程中，这样他们才能更有动力，对组织非常忠诚，这应该包括他们的支付结构和其他薪酬方案，这似乎是员工最梦寐以求的东西。本站提供各国各专业留学生essay代写或指导服务，如有需要可咨询本平台。