Hotel Management - Qp7

When a person takes up employment with an organization, they establish a professional relationship with the management. This means that both parties have certain expectations and responsibilities towards each other. The management is responsible for providing guidance, support, and resources to the employee, while the employee is expected to follow the organization's policies, perform their duties, and contribute to the overall success of the organization. Therefore, it can be concluded that when a person joins an organization, they indeed enter into a relationship with the management.

Retrenchment refers to the process of reducing the workforce in an organization, typically due to financial constraints or restructuring. This can lead to disagreements between employers and employees as it directly affects job security and livelihoods. Employers may argue that retrenchment is necessary for the survival and growth of the organization, while employees may feel that it is unfair and unjustified. Therefore, it is plausible to say that retrenchment can become a major point of dispute between employers and employees.

In a grievance, an employee is expressing dissatisfaction with some aspect of his or her job-situation, or a perceived violation of his rights. This term specifically refers to a formal complaint made by an employee regarding a workplace issue or concern. A disciplinary hearing, on the other hand, is a formal meeting held to address an employee's alleged misconduct or violation of company policies. While a work environment may play a role in an employee's dissatisfaction, it does not specifically imply the act of expressing grievances. Therefore, the correct answer is grievance.

An employer and his employees may establish a body known as a works council. This council serves as a platform for communication and collaboration between the employer and the employees. It allows them to discuss and address various workplace issues, such as working conditions, wages, and employee welfare. The works council is typically composed of both employer representatives and elected employee representatives, ensuring that the interests of both parties are represented and considered in decision-making processes.

The employee would facilitate communication in the following ways: by means of works councils, by taking their queries to the supervisors, by using the grievance procedure, and by trade union mediation. These methods all involve different channels through which employees can express their concerns, seek resolution for their issues, and have their voices heard. Works councils provide a platform for employees to discuss and negotiate work-related matters with management. Taking queries to supervisors allows for direct communication and problem-solving. The grievance procedure provides a formal process for employees to address and resolve conflicts. Trade union mediation involves third-party intervention to help facilitate communication and negotiation between employees and management.

Labour relations involve much more than just the ability to work. It encompasses the relationship between employers and employees, including negotiations, collective bargaining, and the establishment of fair working conditions and employment rights. While the ability to work is important, it is not the sole factor in labour relations.

The statement is false because the aim of a trade union is not just to provide a means for a free exchange of views, but also to protect and promote the rights and interests of employees. Trade unions negotiate with employers for better wages, working conditions, and benefits for their members. They also provide support and representation to workers in case of disputes or conflicts with management. Therefore, the aim of a trade union goes beyond just facilitating discussions and includes advocating for the rights and well-being of employees.

Informal communications do not flow from only a small part of the communications network within the organization. In fact, informal communications can occur throughout the entire organization, regardless of the size or structure. Informal communications are typically more spontaneous and casual, and they often occur outside of the formal channels of communication. These informal interactions can take place between employees at all levels and across different departments, fostering collaboration, creativity, and relationship-building within the organization. Therefore, the statement that informal communications flow from only a small part of the communications network within the organization is false.