Essay on Employee Relations HND 2013 Assignment 2

2. The second reason for high rates of hospitality staff turnover include deficiency of plentiful doles such as company provided health insurance, retirement benefits, vacation pay, sick leave, additional schooling or exercise programs and other peripheral benefits which are so often perks of other industries. Since the labor pool for a large portion of hospitality jobs is so poor and turnover is so high, a majority of hospitality companies are unwilling to capitalize in programs which would

A report that will assert how much of the materials is actually covered in class and /or how many books are indeed read for assignment submission.

1. A supervisor must handle a sensitive employee with care. When Anne entered Teri’s office, Teri ignored her and made herself busy with the papers on her desk. Without initiating any conversation, Teri handed her a warning form. If I were instead of Teri, I would make a conversation with her first and give her a chance to talk, and then give her the warning form. I would ask her whether she knows why I called her to my office or not. If she says yes, we are on the same page; however, if she says no, I do not want to surprise her by handing her the warning form. I would say that I am following up on the previous meeting that we had about her absentees, and I have not seen any improvement. I would say that I noticed that most of the absentees fall on Monday and whether there are any reasons for it. I give her a chance to explain and defend herself. This way she does not feel that she is accused of dishonesty. At the end of the meeting, I will hand her the warning, which she is mentally ready for it.

“The workplace setting is fertile breeding ground for conflicts because of the dynamics and interdependency of the employee-to-employee, customer-to-employee, and employee-to-outside vendor relationships” (Rau-Foster, 2000). Recognizing and addressing the factors that give rise to the potential for conflict can have a positive impact on workplace and the productivity in the workplace. At Worldwide Telecommunications, Inc., there are many

NON-TRADITIONAL WORKING HOURS IMPROVE EMPLOYEE MORALE & INCREASE PRODUCTIVITY Prepared for Mr. Robert Pigg, President Lakedale Manufacturing 1 Desert Storm Drive Niceville, FL 33870 Prepared by Human Resource Department Lakedale Manufacturing 320 Ardennes Street Arabia, NC 28357 Lakedale Manufacturing Human Resource Department 320 Ardennes Street Arabia, NC 28357 Mr. Robert Pigg, President Lakedale Manufacturing 1 Desert Storm Drive Niceville, FL 33870 Dear Mr. Pigg: Here is the report on the productivity and morale study concerning working hours you asked us to conduct. As you will see we have made recommendations to support the benefits of flexibility in working hours which will increase productivity and morale in the work place.

This is a story of a man named Bruce. Bruce worked for a company in a big building where he was Employee 42. His company had a very strict dress policy. It consisted of a gray jacket and pants, white collared shirt, white socks, black dress shoes, a shoulder patch with the number 42, his Employee number, stitched in, and most importantly the tie with the symbol of the company. The symbol was a sky blue gear with a white border. Employee 42’s job was simple: all he had to do was sit at his comfy desk in his room 42 and follow some simple instructions. These instructions were given through a computer monitor on his desk. They told him which buttons of the keyboard to type, how long to hold them down, and in what order to press. This is what

Before starting the analysis it worth to define what employee turnover means, in literature there are several definitions, as per Wikipedia (the free encyclopedia), in a human resources environment it refers to the characteristic of a selected company or industry, relative to rate in where an employer gains and loses associates.

Top-Down military style reporting structures, which means all team decisions are made by those with power and rank

In the article composed by Morgeson, Mumford, and Campion, it is stated that organizational philosophies regarding employee involvement and commitment find great value in the inclusion of multiple views. 360 Degree Feedback consistently tends to foster formal and informal discussion regarding the effectiveness of employees in all positions. The increase in openness and communication leads to a greater amount of learning among coworkers as well as an increase in goal setting and desire to further skill development. Each of these benefits have a synergistic effect in the improvement of organizational culture (Antonioni, 1996; Bernardin & Beatty, 1987; Hoffman, 1995; London & Beatty, 1993, p. 198).

The students score in each test or exam they will take it. The result can show the understanding of students and their level, growth also, determination the teacher educate and knowledge.

To achieve effective change, change managers should encourage employees ' participation as much as possible. It should be brought into people management culture in the company. The current crop of employees would be well suited with Leaders who are more apt at transformational styles of leadership. Poor employee relations history can be countered through and improved people process that will look into treating individual employees in a more personal level. The management planning to implement change should consider the effect of the change on employees as well as their resistance and reaction on it. An explanation for what is behind the change by management should be taken into account and should be motivated and explained.At the same time, inability to adapt to innovation and change can be mended through technological advancement.

You must know what your employees do to in order to command respect and manage effectively. Most managers are not aware of the specific details of an employee workday. Employees know this and become disengaged when they have to continually explain their actions and justify improvement requests.

(To be completed by student while submitting the assessment and by the faculty when reporting the outcome of the students work)

Regardless of someone’s education, skill, or experience and whether a prospective job classifies as public, private, nonprofit organization, or government institution, feeling comfortable about its viability as a continuing enterprise always merits concern. And for this reason, arming oneself with a fundamental understanding of an entity’s contemporary financial health and the industry or market segment it operates become especially significant. Similarly, few argue the value of avoiding professional environments subject to intimidation by management or anything approaching an atmosphere affected by poor workplace morale. The responsibility to assess a potential employer falls into the lap of each prospect to which a mosaic of information

There are many challenges that supervisors face but over the years I have learned that the most import challenges are the employees and their personal feelings. Many employees have a problem balancing home and work because of the current impact of societal and demographic trends. Employees have a tendency to come to work with attitudes and take it out on the other employees. As the Program Manager at MCIA, the first thing I had to do was to be able to deal with the different personalities on a day to day basis because no matter what, as the supervisor you are always in the middle of any incident. Whether it is the perfect employee or the troubled employee your responsibility is to keep things moving on the job. Other challenges that a supervisor face are ensuring that your employees understand your expectations, establishing a positive relationship, delegating work, keeping your employees motivated, determining ways to reward employees with company guidelines and by me having a solid relationship with my manager.