A Case Study on Poor Employee Relations

The role of management in organisations has been another damaging factor to the decline. Job satisfaction, whereby benefits are provided by the employers to keep the employees happy. The theory being that content employees need not be

Job satisfaction: ensuring that employees are supported and feel confident in undertaking their duties; providing task variety and achievable targets to promote fulfilment

I believe that it is important to understand that job satisfaction has an impact on job performance. In my personal experiences I have seen management completely oblivious to the concerns of their staff that had a negative impact on job satisfaction. The text cites 300 studies that found that organizations with

Sometimes employees have turn to focus on personality rather than the actual problem. So recommending a regular staff meeting that addresses issues within the work place. Not only the managers and supervisors should be instructing but junior staff given the privileges to explores and vent out their concerns, and the meeting environment should be cordial, respectful and peacefully. I will also want to recommend that the management should keep in touch with all employees through email messages and phone calls concerning all the changes and important information going on in the

Being able to gain trust from one person is a difficult task, coming from another unit and being able to gain the trust of a team that has already been formed is even harder. Having a incident like sexual harassment and sexual gestures happen within the unit can have demoralizing effects on the effectiveness of the team. The hostile working environment may hinder some hard-working soldiers and cause them to not give maximum effort. It may also make the victim(s) feel as if they are not appreciated and their performance may reflect their recent feelings towards the situation. Also these negative actions may cause a fellow soldier to relive a certain situation that happened to them previously.

After analyzing this organization, it is apparent to that job satisfaction should be a priority for management. Job satisfaction can be best understood as a positive emotional state resulting from a perceived satisfaction from one’s job (Locke & Lathan, 2007). Employee satisfaction is an important retention strategy based on the knowledge that a satisfied employee is more effective in completing their duties, more productive, and seldom contemplates alternative employment. Achieving a goal of a high employee satisfaction rate consist of implementing compensation and reward strategies mentioned prior. It should be emphasized that employees, regardless of industry respond in a positive manner to positive recognition. Positive recognition can be achieved with more than compensation and rewards. Creating an atmosphere where employees feel like their ideas and opinions matter can be just as effective as monetary and non-monetary rewards. A routinely exchange of ideas

Some ways to do this are by having a formal system of recognition for high quality work, longer periods of service, and small tokens of appreciation. One way to achieve higher employee satisfaction is to communicate clearly about expectations. Coaching and mentoring individual employees based on their specific needs will be an absolute must.

However, much has to be done to improve the efficiency of the employees. For example, the management should show respect to the employees individually not considering the job they do. Respect is a powerful motivator. If employees feel genuinely respected, they will mostly likely go an extra mile in their duties to help the success of the organization (Jackson, 2011). The management should also offer support to employees when it is genuinely needed. This will include emotional support in case of unfair criticism. This would improve the employees working atmosphere hence they will deliver

Company X has become a leader in providing group health insurance benefits to businesses all over the United States. We strive to give superior coverage at cost effective rates while providing excellent customer service to our members. The employee handbook is a reference tool for all employees as a guide on company standards and procedures as well as expectations of codes of conduct. Any questions about the information provided in the employee handbook should be directed to your supervisor or to a member of the Human Resources Management team.

Low job satisfaction can result in costly turnover, absenteeism, tardiness, and even poor mental health (Boye Kuranchie-Mensah & Amponsah-Tawiah, 2016, p. 2). This is further argued by kresiman (2002) that the most valuable assets of any industry is stable workforce and motivating work environment which lead to high performance and productive.

The next step would be to implement a safety policy and to make sure that all employees are familiar with the new policy. Once the policy was in place informing people that safety would become a priority, I would then look into re-designing jobs so as to remove or reduce physical hazards where possible (Dessler, pg. 615). Then I would make the physical workplace as accident free as possible by probably slip-reducing floors, better lighting, and a system in place where spills could be quickly blocked-off (Dessler, pg. 615).

The Australian Human Rights Commission (2011:p1) states that “Gender equality is a principal that lies at the heart of a fair and productive society”. If gender equality is the heart of a fair and productive society than the laws and regulations in place must be the key in maintaining a fair and productive society. If regulations and laws are not frequently discussed, debated and reviewed than issues such as sex discrimination in particular can be sufficiently dealt with or ignored. The Carter v Linuki Pty t/as Aussie & Anor [2005] NSWADTAP 40 (22 August 2005) will be used to demonstrate the regulations surrounding sexual discrimination. In this paper a thoroughly investigation into the recent changes in laws and regulations encompassing

Retail employment makes up a great deal of the younger peoples’ jobs. The jobs require a low amount of skill, but also only give a lower amount of pay. They are usually used as a building point for many as they begin their lives as working professionals. Most often these positions are temporary and the turnover rate is exceptionally high. According to Career Builder, “an analysis of [Bureau Of Labor Statistics] by the National Retail Federation, nearly a quarter of retail workers voluntarily left a job in 2010” (Career Builder, 2011). Although retail workers do not make up the entire United States work force, a quarter of any population is a huge number to be affected. I have held

Employee satisfaction were based on some aspects which is supervision, ergonomics, the safety policies of the workplace, the condition of the workplace , the employee salary and interpersonal relation that exist in the workplace. These results have been helpful for anticipating representative turnover and hierarchical adequacy.

Encourage feedback: Conduct periodic meetings with the staff giving them a chance to provide feedback about their work and processes followed. Taking their suggestions into consideration will help improve satisfaction and thus retain employees to a greater extent.