What is the relationship between the boss and his employees?

Boss and employees have a labor-management relationship.

Labour-capital relations refers to the relationship of rights and obligations between labor and management. This relationship is established through the labor contract and group agreement signed by both labor and management. The labor-management relationship, also known as the labor-employer relationship, refers to the relationship between, on the one hand, the person who is employed by the employer and performs work for wages, and on the other hand, the business owner who employs the labor, the person in charge of the business operation, or the person who handles labor-related matters on behalf of the business owner. The relationship is a labor-employer relationship.

Significance

The soundness of labor-capital relations is of vital importance to production order, social stability and national security. Generally speaking, labor relations in industrially advanced countries are mostly not harmonious, resulting in frequent labor disputes, resulting in strikes, slowdowns, factory closures, and business suspensions. The impact is not only enough to bring production to a halt and social disorder, but also to shake the country and endanger world peace.

The founding father of the nation, Dr. Sun Yat-sen, instructs in his legacy: The reason why human society evolves is due to the harmony of the interests of most people, rather than conflicts. Based on this, Article 153 of our country’s Constitution stipulates: “Both labor and management shall develop production undertakings based on the principle of coordination and cooperation. Mediation and arbitration of labor disputes shall be prescribed by law.” ’ my country’s labor policy platform further stipulates that labor-management cooperation is one of the important goals of labor-management policy. Therefore, my country's labor-capital relations focus on cooperation, harmony, and coordination. In other words, we should use cooperation to replace antagonism, harmony to replace disputes, and communication to replace estrangement. The employment relationship between labor and capital should be handled in this spirit.

At the same time, labor-management relations is also one of the six modules in the human resource management learning process (human resource planning, recruitment and interviewing, training and development, performance management, compensation and benefits, and labor-management relations).

Form

Labour-capital relations manifest themselves as conflicts and cooperation between employees and employers. Its further connotation also includes the theory of struggle for price and power in the employment relationship, technology and institutions. It not only involves workers, trade unions and employers, but is also directly or indirectly related to governments and various publics.

(1) State-owned and collective enterprises. The institutions of this type of enterprise include management departments, party organizations, workers' congresses and trade unions. Managers, including managers and factory directors, are employees of the state and therefore have the same rights as workers to join trade unions.

(2) Private enterprises. Here, the relationship between employees and the company is maintained entirely by contract. The union rate is not high, especially in China's labor buyer's market, where employers have absolute bargaining power. The interests, employment security, and requirements for improved remuneration of employees of some small and medium-sized private enterprises cannot be regulated and protected. There are even some private enterprises that are mainly run by family-style management. The paternalistic authority makes labor-management relations not only complicated and difficult to determine, but also difficult to realize the interests and protection of workers.

(3) Foreign-funded enterprises. There are two types of foreign-funded enterprises: one refers to Sino-European, Sino-US joint ventures or wholly-owned enterprises, which form a united front with trade unions, party branches and Chinese managers. The relationship between the company's management and workers is not antagonistic. Even when workers are dissatisfied, it is often directed against Chinese managers because they are incompetent, corrupt or nepotistic. The second is companies invested by East and Southeast Asian countries, where workers are poorly paid, working conditions are relatively poor, accidents occur frequently, and labor conflicts occur frequently.