The relationship between employer and employees is beset by varied motivations, emotions and conflicting reasoning. While it may be the goal of most employers to advance their company beyond their own years and thrive in a competitive environment, (perpetually) it is the employee’s goal to be self-sustaining for a duration (conclusional) The employee seeks solace in his/her lifespan and gives little or no consideration for the employers achievements. The employer is people reliant while the worker is provision reliant. This arrangement of supplying and fulfillment results in a condition somewhat fragile in nature because it is based on mutual understanding.
The business has more longevity
The company may have a much longer lineage than the employee which tends to disengage the employer from his/her working staff. While the employer views the employee as a tool to accomplish a time span pointing toward a higher resolve, the employee views the employer simply as a provider. The employer must view the company as a encapsulation or total involvement formation where the employee is only one part of the calculus. He/she must satisfy the stake holders, suppliers, and regulatory agencies, while balancing income with outgo. His/her engagement in the game is as a coach on a football field. He/she must assume the responsibility of calling the plays while calculating the risk. In football the fans get mad at the coach while in business the stakeholder get mad at the CEO. Either way, given enough failures, the coach or CEO gets fired.
Some employers rule with a tight fisted totalitarian authority and their employees are simply production machinery. This type of arrangement depends on the willingness of the employee to submit to the demands place upon him/her. This type of scenario is structured toward usury on both parties. The employer uses the employee for gain as does the employee. That is the only relationship the two parties participate in. Some people would say the employer is exploiting the employee, but in reality, it is a two edged sword. No one can exploit another with permission.
Delegation of duties or shifting responsibility
Other employers delegate responsibility and place the pressures of business upon their employees. This arrangement satisfies contingencies by entrustment. The employer places a certain amount of trust in the employee that he/she will carry out specified requirements. It is the duty of the manager, foreman or supervisor to coordinate, evaluate and direct his/her charge to achieve a desired outcome. The relationship between the leader and the led is one of mutual understanding. Everyone is given certain duties to perform and if anyone fails they are replaced. Because the worker is motivated by outside forces, such as, supplying money to satisfy personal and family needs, he/she will tolerated a certain amount of pressure before seeking release. The breaking point comes when the pressure exceeds the need.