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Introduction
Getting a job in the contemporary world proves to be a direct function of the relationship that one sets in the onset of an interview. If one is contextually able to exhibit a good relationship coupled with a positive and optimistic rapport with a tentative employer, then there is hope that if one gets employed, there will be a chance for a meaningful employer-employee interaction. Forging employer-employee relationships proves to be difficult for most people. Most of the jobs call for people to spend more time at work than they do with loved ones and family members. This paper will analyze and discuss the concept of employee-employer relationships while utilizing the three tenets of sociological perspectives; functionalism, conflict, and interactionism. The primary reason for selecting the topic is that I have been in both the position of an employee in the past and now I have managed to build up my company; therefore, the issue of work relationships evokes significant occupational and personal interest in me. Moreover, I understand that active and healthy rapport with both parties constitutes to the overall growth and development of company mission, vision, and objectives.
Functionalism Theory
The Functionalism theory is an idea by a man named Émile Durkheim who believed that the society exists and survives as an integral part of small elements such individuals, families, religious tenets, political groups, and social groups among others whose collective efforts constitutes a working system. All the tenets that form the system harmoniously work together in concerted efforts to achieve societal growth and development. This method operates on a great scale (Appelrouth & Edles, 2008). For instance, a farmer, let us call him John for the contextual purpose. John produces food that is consumed by everyone in town. The farm can be viewed as a system that has several units that work concertedly to meet the objectives. John cannot operate alone. From a Functionalism approach, John will need employees and machinery for him to run all the errands pertinent to the farm successfully. The staff is required to interact with John for the farm to meet the set goals and objectives. The mode and nature of the interaction need to be positive, respectful, timely and results-oriented. Therefore, the employees need to arrive at the farm on time, perform all the duties on time and correct manner. John needs to give precise instructions in a friendly but strict manner. If the employee feels coerced or looked down upon, then they may not perform their roles effectively and efficiently. Moreover, the overall employee-employer relationship will be compromised, and the system will experience technical glitches leading to poor service delivery such as poor product quality and lateness. Customers will abscond services from that farm, and the system will have failed functionally.
The conflict theory
The chief proponent of the conflict theory was Karl Max. According to him, conflict arises as a consequence of indifference in resource distribution between the owners of the means of production and the working class which he termed as the bourgeoisie and the proletariat respectively. The same case happens with employers and their employees (Smart, 2013). For instance, in the farm of John, an employee may feel that John is unfairly the sole proprietor and the owner of the means of production which is the farm. An employee may notice that John owns most of the property and directs everything in the enterprise by formulating laws and ideologies based on values, conditions, and general expectations without considering them as the proletariats. Therefore, the employees may, in turn, decide to retaliate against John demanding for their inherent rights to be bourgeoisies. Employees are seen to strike and conduct go-slows everywhere in the world when they feel that there is structural, political, status and economic unfairness between them and the employers. The tension between the proletariat and bourgeoisie is independent of who the bourgeoisie is, and it can be the government, non-government organizations, and parastatal among others. Therefore, the relationships between the employer and the employees prove to be socially relative and dependent on the prevailing conditions.
Interactionism Theory
George Herbert Mead created symbolic interactionism theory, and Herbert Blumer continued his idea. This theory is about experiences in life and how everybody views everything from these experiences which can change at any moment if one experiences something different. The symbolic interactionism theory suggests that the world is seen and perceived as a function of the basic social construction. The perceived meaning of events, behaviors, objects and phenomena is a consequence of the subjective interpretation that people assign them and is dynamic from person to person and vary with time (Becker & McCall, 2009). For instance, Fred, a Veteran who had been deployed to various countries finally comes home. His new job at Johns farm is only 4 hours a day which according to him is a very short time considering the long working hours that he is used to when on missions. John being the owner thinks that 4 hours is very long. The interpretation of time and working hours seems to vary significantly between Fred as the employee and John as the employer. Both John and Fred must develop a strong working rapport that is progressive, integrative and meaningful in ensuring continued mutual benefit. Therefore, meaning and perception take different forms depending on the environment, event, and individual difference among other contextual factors.
Conclusion
While employer-employee relationships remain a contentious issue, it is imperative that the same is cultivated to ensure that elements of professionalism, friendship and growth are inherent in the system. The three perspectives of sociology cannot be discriminated from each other since they are interdependent and one cannot be fully effective devoid of the others. For instance, functionalism calls for the system which entails both the employer and the employees to work concertedly. On the same note, functionalism requires interactionalism for the individual members to work together efficiently and harmoniously. Additionally, the conflict element of sociological perspectives must be present since there will always be proletariats and bourgeoisies which define the balance of power, wealth and political affiliations between the working class and the owners of the means of production.
References
Appelrouth, S., & Edles, L. D. (2008). Classical and contemporary sociological theory: Text and readings. Pine Forge Press.
Becker, H. S., & McCall, M. M. (Eds.). (2009). Symbolic interaction and cultural studies. University of Chicago Press.
Smart, B. (2013). Sociology, phenomenology and Marxian analysis: A critical discussion of the theory and practice of a science of society (Vol. 10). Routledge.
