The Redgrove Axial Workshop

The workplace is a delicate environment filled with different personalities types. These differing needs of feeling safe and comfortable create many challenges in the workplace. The creation of the Human Resource Department has helped create a safety net for all employees to fall under and create a stable environment for employees to feel safe and secure. Regulations such as Equal Employment Opportunity Commission and the Department of Labor have in some ways removed the common sense and compassion in the workplace and replaced it with litigation. The effect of these regulations have balanced the workplace and created a more

The other crucial problem affecting the organization is poor leadership. Even though, Jane is qualified and self-driven, her approach in managing the team at the Division of Environmental Assessments is lacking effectiveness. For instance, she is making decisions all by herself instead of discussing some issues with the employees in order to understand their perspective. Such management approaches do not reflect teamwork, and they are evidently receiving mixed reactions from the entire team. The other example is when Jane pushes her team to work hard on new projects, but present their ideas to the Director as her own. This makes it look like

Human Relations is defined as “the skill or ability to work effectively through and with other people” by Lamberton, L. H., & Minor, L. (2014) . However, there are external and internal influencing forces regarding human behavior that impact how we interact with others or behave in the workplace. It is vital for all employees in a company (regardless if they work in the Human Relations Department or) to be aware of influencing factors so they can not only be successful with their performance, but be successful as a team and help bolster the company’s successes. Some of the most important influencing factors are organizational climate/culture, work/life balance, Supervisor/Management, conflict/resolution, job performance/responsibility, and personal characteristics.

Poor communication between management – when the management didn’t communication with their employees it cause then to have low motivation, low loyalty, and high turnover because most of the employees didn’t know what to do or how to do it.

There should be a random audit conducted of the prior months cases to be used to research and identify the various errors. The audit can identify the more troublesome employees and their quality issues. For the August meeting, the supervisor should provide specifics of the quality issues to the entire staff with some appropriate training provided.

An organization’s culture is based off the shared values and beliefs that are shaped by the organization and its managers. It is this culture that dictates the manner in which employees are to conduct themselves within the organization. Therefore, a culture that creates an environment that influences the employees to act unethically will allow them to do so without thinking of the outcome of their

A code of conduct and a statement of formal statements describe and explain what an organization expects from its employees and a code of ethics generally consists of statements that serve as principles and basis for rules of conduct. Leaders and managers must be role models for organizational success. If employees see leaders and management demonstrating the organizational values then it adds to the commitment and credibility of leadership and reinforces the importance of the organization’s values which leads to employees who are more engaged and committed to the organization. Also turnover among employees tends to be lower and productivity tends to be high. On the other hand, if leadership demonstrates behavior that is inconsistent with the code of conduct then a negative message is sent to the employees. Therefore, employees may disengage and compromise company standards as seen in the

Human Resources professionals are in a unique position to help corporations build the integrity of the company and develop positive organizational cultures. They can use their influences on many levels within an organization promote ethics by developing programs and policies that encourage employees to make the right choices. This may be in form of a written code of ethics or ethical training for managers and employees that make them fully aware of the company’s expectations in areas such as discrimination, sexual harassment, and the treatment of employees. The HR department can also be a resource and kept close at hand when ethical situations arise they are not clearly addressed in the policies or as a mediator for conflict resolution. Since the HR department is involved in the hiring of new employees, they can be proactive in identifying desirable character traits that align with the company’s philosophies as well as on-boarding programs that reinforce the values of the company.

Employees are an important part of any organization and organizations need to treat them as thus. In the 21st Century, as a result of changes in the labor markets, organizations are more responsive to worker conditions and this might have resulted in the

Thesis: Lack of training and communication can cause employees to make simple, but crucial mistakes that jeopardize the success of the company and its current projects.

The recommendations do not go beyond the law requirements. Other factors were the company was within legal compliance because the HR manager responds quickly with an action plan that was received by the employees, and the leadership teams. The above was an important because it is essential to maintain loyal and committed employees. Cascio, 2009, stated that the most vital assets are people, there can be no true ownership. The best that corporations can do is to create an environment that makes the best people want to stay.16 Therein lies the challenge of managing human

The primary subject matter of this case concerns the issues faced in an U.S. company with a large percentage of immigrant Latino workers and the resulting interaction with their original Anglo workforce. There are numerous cultural misunderstandings in this case study between Anglo and Latino workforce. The Human Resource Department is unclear how to address the issues facing in the company.

Therefore, with a focus on teams and HR expertise on the topics mentioned above the problems encountered in the case can be alleviated through adequate training, conflict mediation and possible documentation of progressive discipline. In addition, proper personality testing of team members/managers can be applied during the recruitment and team compilation process to ensure healthy team dynamics. In respect to working conditions and deadlines, HR can recommend greater use of job design enhanced legal compliance of working conditions. Ultimately, what we see in this case involves issues of ethics and human relations. As Human Resource professionals it is our role to mediate such challenges and eliminate such barriers through facilitation of proper communication and healthy team relations (McShane, L. Steven, Sandra L. Steen, Canadian Organizational Behaviour (McGraw-Hill Ryerson, 2012), 246).

The American employment laws are designed to foster human dignity and in the process provide employees with various tangible benefits. It is therefore expected for employees to be on the forefront in supporting and adhering to them. Likewise if an organization applies effectively these laws, it can benefit massively from dynamic, healthy, motivated, and productive employees. It therefore goes without saying that managers, just like employees, should promote these laws and thus ensures the organization conforms to them. Generally these laws govern the workplace actions of employers and employees. It ensures a fruitful and legally conducive environment and relationship exists between these two parties, and within employees

1. To identify the causes and effects of having insufficient motivational stimulus/stimuli within a workplace (in connection with McClelland’s drives, Herzberg’s two-factory theory, and Expectancy Model of Motivation).