What position/positions in your organization are accountable for work place relations in your organization? What impact do they have? What programs are in place to impact relations at work? Provide specific examples.
The Human Resource (HR) manager is the one that is charged with responsibility of ensuring cohesion between the employer and the employees. The HR manager is responsible for dealing with the personnel issues and disagreements amongst employees and preventing social loafing. According to Hodson (2019), social loafing is a psychological phenomenon whereby employees working in a particular group perform poorer in a given task than their potential, hence jeopardizing institutional performance.
The company uses open dialogue through weekly meetings with the HR manager, other staff in the HR department and the employees. This makes the employees to feel valuable in the organization through asking for their opinions concerning the working environment. The management also uses Inspire and Reward approach to create aggressiveness amongst employees to work even harder and smarter towards the realization of their personal goals and organizational goals. This is done by rewarding a distinct achievement or effort (Bar, Koiij & Rousseau, 2014).
IF you were a HR manager in a private-sector organization, what key programs would you implement to improve employee-employer relations? Why?
Rather than using dialogue, I would embrace the use of relevant software to work on efficiency and minimize mistakes.
Promoting a healthy work and life balance is important in ensuring that an employee feels supported by the employer, or the boss. In this case, I would be the boss. I would ensure that all reasonable employees request are adhered to. For example, giving the employees time off when need be or when they are facing personal dilemmas (Barry, 2016).
How would you determine the added value of your programs?
Barry, M. (2016). Employer and employer association matters in Australia in 2015.
Hodson, R. (2019). Work place Behaviors. Work Place Sabotage, 89–108. doi: 10.4324/9781315203850-5
Bal, P. M., Kooij, D. T. A. M., & Rousseau, D. M. (2014). Introduction to Aging Workers and the Employee-Employer Relationship. Aging Workers and the Employee-Employer Relationship, 1–9. doi: 10.1007/978-3-319-08007-9_1
Caceres, B. M. (2018). U.S. Patent No. 9,910,875. Washington, DC: U.S. Patent and Trademark Office.
Berman, E. M., Bowman, J. S., West, J. P., & Van Wart, M. R. (2019). Human resource management in public service: Paradoxes, processes, and problems. CQ Press.
Delivering a high-quality product at a reasonable price is not enough anymore.
That’s why we have developed 5 beneficial guarantees that will make your experience with our service enjoyable, easy, and safe.
You have to be 100% sure of the quality of your product to give a money-back guarantee. This describes us perfectly. Make sure that this guarantee is totally transparent.Read more
Each paper is composed from scratch, according to your instructions. It is then checked by our plagiarism-detection software. There is no gap where plagiarism could squeeze in.Read more
Thanks to our free revisions, there is no way for you to be unsatisfied. We will work on your paper until you are completely happy with the result.Read more
Your email is safe, as we store it according to international data protection rules. Your bank details are secure, as we use only reliable payment systems.Read more
By sending us your money, you buy the service we provide. Check out our terms and conditions if you prefer business talks to be laid out in official language.Read more