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Essay on organizational culture abstract
Introduction of an organizational culture
Introduction of an organizational culture
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AC 2.1 assess the current state of employment relation in a selective service industry
This research is based on the assessing the current state of employment relation in a selective service industry. Using this paragraph I will be defining the major key term employment relation . Employment relation stated by (llog.Org.2017 )The employment relationship is the legal link between employers and employees. It exists when a person performs work or services under certain conditions in return for remuneration.
Below are the findings on the current states of employment relations (in the service business is in.)
1. Conflict management -Conflicts often arise in the workplace between co-workers, as well as between employees and managers. When disputes arise, managers must implement specific procedures for resolution while maintaining optimal working relationships. These procedures allow
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Employees participation-Employee participation is the process whereby employees are involved in decision making processes, rather than simply acting on orders. Employee participation is part of a process of empowerment in the workplace.(Businesscasestudies.co.uk,2017)
3. Empowerment - is giving employees a certain degree of autonomy and responsibility for decision-making regarding their specific organizational tasks. It allows decisions to be made at the lower levels of an organization where employees have a unique view of the issues and problems facing the organization at a certain level.(Study.com,2017)
4. Disciplinary procedures-Employers use disciplinary procedures to tell employees that their performance or conduct isn't up to the expected standard and to encourage improvement.(Nidirect, 2015)
5. Culture -Culture is difficult to define, but you generally know when you have found an employee who appears to fit your culture. People in every workplace talk about organizational culture, that mysterious word that characterizes the qualities of a work environment.(Thebalance,
Managers and associates continually face conflict in the workplace. Using the five conflict resolution styles and knowing when to use them makes resolving differences easier.
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 sexual discrimination will be conducted in relation to the case provided. By using the elements of the case the Sex Discrimination Act 1984 (Cth) (SDA) will be applied to the facts presented in order to explain the regulation surrounding this issue. Since the case involves a work related situation where the employee was discriminated on the basis of gender the SDA will be used. A Brief description on the impact of exclusion will be provided to demonstrate the causal link between exclusion and gender discrimination. Firstly, the case’s elements will now be analysed.
The purpose of this paper is to analyze a specific, hypothetical employment situation encountered and to include the information regarding employment conflicts, questions, grievances, lawsuits, etc., in terms of how the situation was handled or resolved. Employment conflicts are a constant issue everyday in any organization; it is how you handle them both legally and professionally that counts.
Conflict Resolution: Understand to Achieve. Whenever people unite to work as a team for anything more than a brief duration, some conflict is normal, and should be expected (Engleberg, Wynn & Schutter, 2003). Because of the inevitability of conflict, being able to recognize, address, and ultimately resolve it is vitally important, since unresolved conflict may have undesirable effects, including reduced morale, or increased turnover (De Janasz, Dowd & Schneider, 2001). Just as conflicts within team environments vary, so do methods for resolving them.
A contract of employment is an agreement between an employer and employee, forming the basis of an employment relationship; enforceable by law. Contracts of employment may be given orally or in writing: Employment Rights Act 1996 s 230(2) and commence immediately. Actual written contracts require an employee's signature and the signature of a company representative. Contracts of employment can involve both express and implied terms and can appear in many forms. The express terms, being those which both parties have agreed to, whether by signing a contractual document or acting in a particular way are seldom found in just one document. Terms are repeatedly found in an array of documents, whether they be from the actual formal contract, written statements or an employee handbook. The two latter documents are just some examples of prima facia non contractual documents.
Conflict is a difference in opinion. The leader must devise ways of dealing with conflict in the team. The focus is to promote a healthy discussion that does not lead to division in the team . The team members come from different department and thus may have differing opinion on tackling the problem. The leader should be able to reconcile the different opinions into one strategy. In such cases, the negotiation skill becomes vital (Harrison, 1971). The leader must negotiate with the team member to strike a balance on the decision. Furthermore, the decision made by the team must be presented to the management and approved. The leader must convince the management that the proposal is viable, and its implementation will be beneficial to the organisation. The ability of the leader to negotiate for resources will enhance the success of the
Finally, it is important to seek the assistance of a mediator or third-party facilitator if the conflict cannot be resolved internally. Conclusion In conclusion, conflict is an inevitable part of working in teams or groups. However, by using effective conflict resolution strategies, conflicts can be resolved, and a cohesive and productive team can be established.
workplace include greater total resources, greater knowledge band and a greater source of ideas. However, these advantages can also bring on conflict within teams and the entire workplace. Varney (1989) reported that conflict remained the number one problem within a large company. This was after several attempts were made to train management in conflict resolutions and procedures. However, the conflict remained. The conflict possibly remains because the managers and leaders did not pay attention to the seriousness of the issue. In order to maintain an effective team, leaders and team members must know and be proactive in the conflict resolution techniques and procedures.
According to McCall, the mechanisms that employee participation can take place are either within or outside the organization. Internal participation involves with the day to day functional of a corporation. On the contrary, the external participation may involve third party agent such as collective bargain through Union. There are three different issues available for a participation decision. First, employees can participate in the decision that involves shop-floor operation such as assigning work schedule and the distribution of job responsibilities. Second, the participation in decision making which are carried out by a middle manager. This includes performance evaluation, hiring or discharge decision. Lastly, the engagement in the board-level
Unnecessary conflict may be prevented through employee involvement and treating employees in a fair manner. Ethical employment practices, involving employees in decisions, and treating employees as valued organizational members all work towards a positive employer-employee relationship. Unfortunately, however, it sometimes becomes necessary for an outside party to help employers and employees resolve differences through processes such as mediation or arbitration. Taken together, positive engagement strategies and constructive resolution of differences help to develop relationships which support organizational performance and success.
Weeks, D. (1992) The eight essential steps to conflict resolution: preserving relationships at work, at home, and in the community. New York: Tarcher/Putnam.
Employment relations refer to the relationship between the employer and the employee. Employment relations are governed by the provisions of the employment contract and/or collective agreement where applicable, common law principles and legislative provisions governing specific situations. Many factors in the external environment have an effect on the employment relations within an organization, which they need to monitor and possibly adapt to the necessary changes. The external environmental factors that would influence employment relations are political, economic, social, technological, legal and environmental.
Traditional literature in the field of labor relations has focused immensely on its benefit towards the employer and in the process equating it to working rules. This has been so despite the field being expected to cover the process of, labor management, union formation, and collective bargain; all which are anticipated to create a positive employer-employee relationship. This relationship is said to be positive if there exist a balance between employment functions and the rights of the laborer. Also important to note, is that this relation is equally important to the public sector as it is to the private one. Therefore, to ensure a mutually conducive labor environment exists, effective labor management process and inclusive negotiation program should be adopted (Mulve 2006; Walton, 2008).
It is very important for managers at all levels to respond quickly and effectively to conflict within their workplace as the longer the conflict exists, the more damage it causes. For personal conflicts, the organization should have a published procedure for filing grievances:
We will look at the employment relations and employment conflict and analyze this complex topic from different points of theory and practice.