In practice, workplace discipline started as a product of negotiation between employees, unions, and employers. Many believe that operational managers do not like to discipline employees through standard company procedures. They often feel it is necessary to deal with discipline in a practical manner by using their gut instincts. This kind of application of discipline can often lead to perceived unfairness and undermine authority due to personal relations with employees. This informality between operations manager and employee can appear to other employees as a cause for more lenient discipline when they have an informal working relationship and the other employee does not. This can undermine the managers authority and points to a need for formal organizational disciplinary procedures and cooperation between the human resources manager and operations manager. Conversely, strict application of formal discipline policy does not allow an operations manager to be flexible enough in an actual work place context in which the manager must consider operational req...
... middle of paper ...
...s allowed the operations managers be more practical in their application of discipline and allowed them to resolve many disciplinary issues informally. However, they found little evidence to suggest that placing operations managers in the primary role for the application for discipline allows them a greater ability to resolve issues any sooner than if HR managers were more involved. In fact, many operations managers were reluctant deal with disciplinary issues early on. Often because of the perceived time involvement, cost, and complexity of these formal disciplinary proceedings. In the end, neither human resource managers nor operations managers can improve the management and application of workplace discipline alone and they must work closely together and adopt a methodology to resolve disputes quickly before the need for formal disciplinary proceedings arises.
Need Writing Help?
Get feedback on grammar, clarity, concision and logic instantly.Check your paper »
- Education for Ethics and Human Resource Management Introduction In this research paper, it is suggested that two or three ethic courses should be given to some graduate or postgraduate students to implement it in works areas related to human resource management (HRM). HRM and ethics are very related to each other that can be given them to aimed, the firstly, if any situation happens in future about the ethical issues how he/he can deal it and the secondly to show the generalist public admin students is they involve to any issues to solve themselves.... [tags: Human resource management, Human resources]
1190 words (3.4 pages)
- 1 Harrison L Cooper 1116382 Assignment 2 - SHRM Strategic Human Resource Management and its role on organisational performance. Employee sick leave, absenteeism and work related accidents cost the New Zealand economy and business close to 5 billion dollars annually (Department of Labour, 2012) and is a major source of focus for a human resources departments. Strategic human resource policies and practices aim to minimise such costs to improve an organisation’s profitability and therefore organisational performance.... [tags: Human resource management, Human resources]
719 words (2.1 pages)
- Armstrong (2006) defined Human Resource Management as a strategic deployment of an organisation's most valued assets; the people working there, who individually and collectively contribute to the achievements and the objectives of the business. Links between HRM and performance are predominantly focused on the following practices: sophisticated selection and recruitment methods, training, teamwork, performance-related pay and employment security (Wall, Wood, 2005). Products can be copied, methods of production can be changed and optimized, companies can move from one continent to the next trying to exploit geographical advantages however, the one inescapable truth is that a strong, talented... [tags: organisational performance, human resources,hrm]
1427 words (4.1 pages)
- In this article, Meyers & van Woerkom(2014) arguments are based on the fact that, so as to explain how and why talent management can lead to a business’s sustained competitive advantage, there is need to gain insights into certain philosophies about talent that underpin management of talent. The article gives an introduction of four talent philosophies that are different in the talent’s perception as a universal or rare and stable or developable that is the stable or exclusive; developable or exclusive; stable or inclusive, developable or inclusive talent philosophy.... [tags: Human resource management, Management]
1187 words (3.4 pages)
- Hezlett, S. A., & Gibson, S. K. (2005). Mentoring and Human Resource Development: Where We Are and Where We Need to Go. Advances in Developing Human Resources, 7(4), 446-469. doi: 10.1177/1523422305279667 The article studied past theory, research, and practice on counseling via human resource development (HRD) in order to fully understand and detect gaps in the literature that can help human rsource professionals. The authors gave an overview or synopsis of strategic issues pertaining to mentoring and career development, organizational development, and training and development, giving a hint on what else needs to be looked at in future research on the topic.... [tags: Management, Scientific method]
765 words (2.2 pages)
- Knowledge management is support to idea to companies and become the most valuable resource to help these companies. Knowledge management generates reposts that show the demanding of products, how effect employees are being, KM helps them share idea around the companies and show manger the best idea that will help the companies operates. Knowledge management is not something we thing of everyday but we will after we know about it what it really means. All companies us some type of training, experience and informal system of friends and employee.... [tags: Knowledge management, Management, Peter Drucker]
2927 words (8.4 pages)
The Management Practices Outlined Our Class Textbook Offers Information On The Ways You Can Manage Your Business
- for, or are able to adjust their plans during times of hardship can end up better than they started. The authors stated that when it comes to beating a recession, it is important to focus on not the small amount that has left the market due to the falling economy but the percentage of customers who are left. Being able to identify and plan accordingly are major keys that will allow for a business to thrive though any situation. The management practices outlined in our class textbook offers information on the many ways you can manage your business, and increase your management skills through planning.... [tags: Management, Strategic management, Organization]
2567 words (7.3 pages)
- 1. What are the primary functions of a human resources department in the 21st century. The academic and business world term of human resource management can be summarized as simply the procurement and management of people in an organization to maximize the effectiveness of both employees and employer. Human resource managers develop and implement systems to improve an organization 's performance and competitive advantage (Bray, Mitchell, & Obeidat, 2013). These systems work to give a business competitive advantage in the marketplace.... [tags: Human resources, Human resource management]
817 words (2.3 pages)
- Introduction Obtaining the position of human resource director for an organization that has not had a structured and directive human resources department has various challenges. It is likely that as XYZ Company has grown from a small software development firm they have neglected one of their most important aspects of business that contributes to the success of the organization: their employment practices. Employees and employment practices have evolved over the years and the personnel departments that we once relied on mainly for the hiring and firing processes have evolved to meet the expectations and demands of State and Federal laws and regulations, the work force, and organizational stra... [tags: Doris Washington Case Study]
3339 words (9.5 pages)
- Stragetic Management 1. Introductiom --------------- USQ MGT8039 Strategic Leadership S2, 2005 Study Book (p 1.11), sighted that Hoskisson, Hitt and Ireland (2004, p.37) defined strategic leadership as “the ability to anticipate, envision, maintain flexibility and empower others to create strategic change as necessary… managing through others, managing an entire enterprise rather that a functional subunit”. 2. Critical Analysis -------------------- Strategic management can be described as a process undertaken by top-level management.... [tags: Business and Management Studies]
3371 words (9.6 pages)