Critical Thinking Question 1. What seems the main source of conflict between supervisors and the HR department at Sands Corporation?
Main source of conflict between supervisors and the HR department at Sands Corporation are: * HR department ranks applicant based on test scores or other criteria and because of that, often people do not get along well with supervisor and co-worker. * Excellent performers are leaving because of HR department do not pay the exceeding pay rises even though they able to perform well. * Take very long time to do paperwork on hiring new employees and cause the company loses good candidates. * Training is just a waste of time and money because it doesn’t build anything. * Supervisors are
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Managers tend to have increased autonomy in organizations that are more decentralized. In such organizations, managers have more freedom to make decisions regarding the work of employees and even personnel decisions. For example, managers with increased autonomy may be able to assign merit raises to the employees in their unit at their discretion. As with employee autonomy, this freedom can result in feelings of motivation and satisfaction for the manager, who may be in a better position to reward and motivate employees. However, as with employee autonomy, managers who have autonomy may not be equipped to handle it. If managers make poor decisions, this may be harmful to employees and the organization as a whole. Using the example of autonomy in deciding pay raises, a manager may give merit pay increases that are significantly higher than those in other work units, which may cause problems across the organization.
3. How should Sands’ top executives deal with the complaints expressed by supervisors? How should the director of the HR department deal with the situation?
All types of dissatisfaction are important for the management to uncover and act upon. Companies that manage complaints effectively not only can boost employee morale and satisfaction, but also may benefit from the information gained through employee feedback. Being open to both positive and constructive feedback and providing employees with multiple
2. Evaluate the actions of HR director, Marta Ford, in response to Maalick’s situation. What could she have done to prevent the situation and what more could she do to ensure that this type of situation does not occur in the future?
A). Lack of Teamwork and Conflict resoultion: In relation to the case, many of the recently hires employees are not including and not trusting/age discriminating Mr. Hill. Although, there were more older employees who were upset, Mr. Hill was the one who had a massive reduction in hours. He is now going to the HR Director and Executive Director. He should have approached them earlier with the problem. (Chapter 4)
Customers complaints and feedbacks are very important to any organization it helps the individual organization to improve its product and services.It also helps to introduce something new in market.It could help the organization how to improve customer
It’s extremely costly to hire new staff. The money saved by keeping the staff you currently have reflects in the company’s profits.
Kendall Jones, a leading Quality Testing and Release Manager in Raleigh fully understands that dealing with customer complaints can be difficult. There are very few people who actually enjoy dealing with upset or irate customers, but it occasionally happens in every industry. Jones says that handling customer complaints effectively is important to the long term health of any business. When a customer feels that their complaint has not been adequately addressed, they are likely to take their business elsewhere. Also, these unhappy customers are going to tell just about everyone they come across about the below par service they received from your company.
As the expression of employees' dissatisfaction and differences with employers, conflict is regarded as bad and irrational for the organization and should be kept down through some forcible ways. Conflict can arise from employees' misunderstanding of the direction of the organisation or the poor communication between the staff and the management, enabling employees to substitute alternative agendas instead of the organisation's agenda (Bray, Deery, Walsh and Waring, 2005). Moreover, conflicts can arise from the poor management that caused by the management's failure to identify and meet employees' basic needs.
Which of the following is an issue that HR managers have to deal with today?
HR should clearly communicate the policy for raising a grievance (eg informal complaints, written complaints, how complaints may be escalated and estimated timescales). Explain that the organisation values it’s customers and wishes to resolve any problems that may arise. Ensure customers feel assured that their issues will be taken seriously and dealt with confidentially and encourage customers to feedback any issues before they intensify.
easy, it takes a long time to get your employees to the place where they want to work and are
After reviewing the case, I believe that there are three key issues that have affected the Human Resources department in terms of keeping up with the company growth. The three key issues are the employee turnover rate, training programs and
One of the most important is that this supervisor’s employees were completely denied the opportunity to learn and grow. This definitely breeds resentment among the employees, as the entire staff begins to feel that shortness in opportunity is preventing them from moving forward professionally (Walker, 2002). Furthermore, a lack of learning and developing leads to low self-esteem, motivation, and moral. It was very obvious that the entire team felt this way, as they were not trusted to take on these situations. This, in turn, negatively affected the entire company, as talent was not being properly developed.
3. A. Who’s to “blame” for the program manager’s work difficulties with Terry – top management, HR department, prior managers, or the program manager in this case? Discuss.
I see the problem as this: A blatant disrespect displayed by a few of the managers, specifically the most recent Mr. Franklin who was the manager in charge of Marsh when he was asked to resign. Franklin constantly hounded Marsh, saying that he portrayed poor work habits and was disorganized and
A critical factor to the success of any company is its ability to attract top talent while retaining those already working within the company. Losing employees can have a significant impact on a company’s morale, productivity and overall profit.
Barlow and Møller claim that complaints are not problems to be avoided but gifts to be welcomed. They also write that complaints are important for several reasons, including: