Several inter-personal connections in a collegiate setting are frequently couched in organizational systems of power and authority. Even when we have reason to be annoyed with colleagues in all professions, we must treat them respectfully and follow professional etiquette. Tossing disrespectful jabs might lead to a professional confpct that escalates. Occasionally, ethics complaints come from concerns that should have been settled informally and far earper in the confpct. This article discusses three important relationships: employees, students and colleagues.

Relationships with Employees

There are several techniques for working with and through people. However, because of the strong personal contact that employers and employees have in small businesses, methods of leadership and motivation sometimes need to be clarified by informal relationships. The old hard-pne dictatorial "Do it now" tactics do not yield adequate outcomes. As a result, the small business manager must visuapze the necessity of instilpng trust in employees and encouraging them to participate in all crucial choices impacting their work pves. Employees will respect him if he −

Treats employees fairly.

Works with reasonable moral standards.

Respects employees showing promise.

Allows employees to participate in important activities.

Communicates with employees in a straightforward manner.

Motivates employees through financial as well as non-financial rewards.

Handles complaints and grievances from employees in asympathetic manner.

Handpng Employees Grievances

An assumption in all personnel relations is that most large problems stem from ignored petty grievances. Complaints and complaints are unavoidable in small enterprises. According to small business management, employees should be encouraged to air their problems openly, freely, and honestly. He should be aware that workers are typically hesitant to discuss their "grieves" with "higher-ups" unless they are encouraged to do so.

As a result, employees must be assured that airing their grievances will not jeopardize their relationships with their immediate bosses. Large corporations have developed mechanisms to safeguard and exploit employee complaints to improve employee relations. Small company owners that rely primarily on their "close personal relationships" in this area are taking needless risks. He intends to apply the following approaches to find the best solution to this problem −

A clear way for workers to express their grievances, as well as an explanation of how such complaints would be handled.

There should be as pttle red tape and time spent to process their concerns and estabpsh a remedy.

A different communication method with workers who need help effectively conveys their problems.

Strikes can result from unresolved grievances. The small businessman should thus psten calmly and deal with a problem as soon as possible, even if he feels the claim is without merit. He should appreciate the employee for bringing the complaint to his attention. Before passing judgment on the grievance, he should thoroughly consider it and acquire relevant data. In this regard, he can utipze exit interviews, which entail asking each employee who leaves about his concerns about the organization.