Employee Relations: Finder - Essay Example

?Employee Relations - ‘Finder’ Case Study Finder Industries has a very peculiar situation at hand. Since there are immense hurdles in the wake of achieving success between Finder Industries and its employees, the need is to understand where the company is going wrong and what can be done to remove the hurdles that lie in the path of the Finder Industries. The company can make do with such staff which will comprehend its position more than their own but since the employees are more focused towards availing their sick leaves in an ‘intelligent way’, there is little that Finder Industries can do at the present. This has meant anarchy of sorts and with the soft warning that the union ‘UNITE’ has given to the management and top heads goes to show the problem is more than skin deep and a major catharsis is required which will solve the issue once and for all. From the organizational standpoint, management is stuck as to how it can retain its employees whilst asking them to attend office on a consistent basis. This is a problem which has haunted Finder Industries for a long time and a solution needs to be found to tackle the issue at hand. However, the problems are many and the alternatives in the wake of solutions are less (Willman, 2009). This paper will try to establish where the problem actually lies within Finder Industries and what the solutions should be. Also it will aim to determine where and how the directives need to be changed so that the employees can stop taking the company for granted and give it their best in even the most trying of times and circumstances. Further, there will be recommendations that would address the problems at hand and consideration would be paid towards the barriers that have a say in a very destructive manner towards the outcome of the issue. Also a reflective statement would be mentioned that would add on to the discussion so that the end results are comprehensible, engaging and decisive as far as solutions are concerned. The problem with Finder Industries is that the employees are not respecting the workplace at the moment. What is even more distressing to know is that the company is not doing much for itself to get respected within the eyes of the employees and workers. This respect comes from empathy for one another that would eventually act as a symbiotic force for the long term solutions that could be found for the sake of the Finder Industries. What is a problem now could be treated as one of the pathways towards finding a solution – if only there is such a comprehension achievable in the first place. The respect factor must start from the top; however there are times when this respect issue could be understood by incorporating motivation and providing incentives to the middle and lower middle management domains. One can be sure when the respect factor for the sake of the Finder Industries would be available, many problems would automatically get resolved, and that too in an amicable fashion (Bruno, 2005). The need right now is to find out what would motivate the employees to start respecting where they work and how they can live up to the organizational name and raise its stature more and more. Moving ahead with the debate, Finder Industries is going through a tough time at the present because its rules and policies as far as the sick leaves are not properly designed. If this can be done in a proper way, perhaps there could be a pathway to finding new solutions to tackle the issue at hand. Finder Industries needs to know why its rules and policies regarding sick leaves and absenteeism of employees is not drafted in a proper way but then again this would mean that the company has not gone forward but is geared to go back. This must not happen (Moriconi, 2011). The approach should always be positive because it sends good enough signals to one and all within the organization. The best foot forward would be to determine if there is room to devise rules and policies which would be deemed as agreeable by the union ‘UNITE’ and the top management, so that the end objective of cutting down on sick leaves and reducing absenteeism within employees is taken care of in an adequate manner. Keeping the union on board would make sure that the issue is half resolved right from the very beginning. If the union does not believe in becoming a party to such discussions, then there are problems of magnanimous nature, and perhaps finding a third party to come in as a mediator would be seen as a possible solution. But since the union is quite staunch in its demeanor, there is a need to find out why it is pushing upon a negative stance on its part and one that puts the employees at ease as far as working domains of the organization is concerned (Delaney, 2001). The human resources management department has to make sure that these anomalies are addressed, and more than anything else, there is an understanding on the part of the senior management that no matter how hard it is to rectify the situation; the issue needs to be contemplated, discussed and thus resolved. Now the question remains whether or not the human resources management department is doing its job in a way that it should, and if there are any ambiguities as such, these need to be decided upon and an alternative found so that success can come about in an appropriate way. If such domains are understood well, the respect factor for Finder Industries will come into the equation and the employees will comprehend where they have gone wrong and what different measures they need to adopt in the future to address the anomalies that came about so that a return of these mistakes is avoided. Therefore an analysis of the problem at hand suggests that many issues need to be taken care of within Finder Industries so that the ultimate result is a good one for the sake of the organization. Also the employee relations with Finder Industries and amongst themselves would become better, which is a ‘must have’ as far as the organizational folds are related (Cook, 2003). Finder Industries can have a number of solutions up its sleeves. One of these could be in the form of understanding how ably it wants to resolve the ambiguities that exist within its folds, while the other is on uplifting the morale of the employees themselves. Both these aspects should be dealt with in such a manner that there is immense learning for one and all, and the Finder Industries achieves its goals consistently. This can happen once the human resources management department is geared to achieve the rules and policies, as these get drafted in an amicable manner (Parker, 2009). When these policies are worked upon, only then one can move ahead and find out where the weaknesses actually lie. Then, the alternatives will be found that would cater towards pinpointing the solutions for the sake of the organization. Finder Industries must also know that its employees are its most prized resources and hence be given room to explore their own selves, be at their best and contribute towards the basis of success in the long run. Having said that it is of paramount significance that Finder Industries is ready and willing to bring about a difference within its professional dealings, both with the employees as well as the customers. The employees will know that the company means business now and is ready to bring in serious measures, which would eventually resolve problems and look after their well-beings as well. Then again, this is easier said than done because some employees would show resistance to change, and detest maneuvering their own selves so that they contribute towards the basis of the organization. One can be sure that this change will be positive more than anything else, yet the understanding required has to be attained before doing anything of note. If the employees know that their actions are important towards the basis of Finder Industries, they will also discern how these actions could benefit their own selves, in the long range scheme of things. However, this is not always easy and finding a solution could take ages to come about (Lavelle, 2009). Hence it would be a good opportunity for the Finder Industries to get its most cherished employees on board and ask them for solutions because these are much needed in entirety. This will offer the employees food for thought and give them the incentive that they need for the sake of the Finder Industries. Finder Industries must know exactly when and where it has to convene such meetings and its aim must be to showcase the true morals of the organization to its employees so that the latter know what is expected of them and what they must deliver to remain successful. Also the top management should analyze who has to do what to remain within the organization and what the employees’ eventual objectives and goals should be – to strike a perfect balance between work and success for not only the Finder Industries but also the employees. These solutions could easily be understood by the employees of Finder Industries if they are motivated enough to deliver. What this will ultimately imply is the fact that Finder Industries is doing something worthwhile for their domains and thus they need to be kept in the loop at all times. The employees must not feel that they are being neglected for some reason, yet the concentration on the part of the organization should be to treat all of them fairly. Plus there must be a policy where sick leaves, absenteeism and other such realms are eased for the sake of the employees yet the strictness level should be ensured as far as their performance levels are concerned. There must not be any soft corner for availing as many sick leaves or being absent from job are concerned. The employees should be told where they are in the wrong and what they ought to do in order to make a positive change within their entireties. This will guarantee that the Finder Industries finds its touch and creates the same affect that was missing in the past and even today. There needs to be equilibrium of sorts and this can only be achieved once the Finder Industries is geared to bring about a stark difference within its working domains that will come about in the future, and the ones which exist today. Finder Industries therefore has a tough task on its hands (Kumar, 2009). On the one side, they are faced with the prospect that their employees and especially the union ‘UNITE’ could stand up and create problems for the organization, and on the other hand, there could be issues emanating from the organizational folds, which might include resignations, further usage of the sick leaves, absolutely no adherence to the prevailing absenteeism nuisance and many more. Finder Industries shall find solutions only when there are concerted efforts put in by all concerned. The decision to bring about a change should come from the top and then only significant aspects will be taken care of automatically. It is a given that the decision is indeed very quintessential because it will embody the basis of growth and development for the sake of business and the day to day affairs of the organization. The recommendations that can be provided here for Finder Industries bank on a more proper role of the human resources management department so that all the actions, undertakings and steps are accounted for. This will solve half of the problems that the Finder Industries is plagued with. Further issues will be taken care of when the employees are told to remain positive about their own selves, and commit to the success of the organizational work realms. Even though this seems difficult at the present due to immense issues of late coming, absenteeism and sick leaves, one can only hope for the best to come about as far as the Finder Industries is related. Finder Industries should enact ways and means through which its employees can feel worthy of their own selves at work. If this happens, there would be automatic growth and development taking place within their folds (Badigannavar, 2009). Once they get to know that the organization means solid rapport with them, there would be positive linkages that will start to shape up. For now, this seems like an improbable thing but one can hope for the good days ahead as far as the Finder Industries is concerned. Finder Industries must take the help of similar organizations to boost up their graph. This could mean that even its rival organizations could be spoken to so that an industrial viewpoint is discerned. This might mean that the industrial settings are understood and the exact manners in which the union and the management domains within the Finder Industries have to be dealt with are comprehended. Another recommendation is available for the Finder Industries that it should try and disband the union ‘UNITE’ because it is proving to be a nuisance of sorts for the organization. This will mean that the company itself takes control of all the actions and undertakings of the employees and does not need a union to oversee their professional tasks and domains. This shall actually be a good enough recommendation for the Finder Industries as it aims to remove the issues that plague it in the long run settings. The possible barriers which may need to be overcome surround the mannerisms of the employees at Finder Industries. They have to be told that the organization means business here and any informal routines that the employees have planned should be done away with, at the earliest (Fried, 2007). The management of change has to come from the top. Since change management is geared towards something drastic and in a positive way, the need is to comprehend how these changes will be manifested at the organizational level, where each and every employee would have an insight as to what Finder Industries aims to achieve. Change management is hard to implement because it can have a great amount of uproar on the part of the employees and workers, and they will feel that they are being pushed to the wall which is not at all true. Management of change can only be seen as a positive one when the employees know that the Finder Industries is doing something constructive for their well-being. If the employees are unsure, then it is a given that there would be an anarchy of sorts. What is required meanwhile is a collective vision to set things right and that too in a quantifiable manner (Carreiro, 2005). The employees should be assured by the human resources management department that their union ‘UNITE’ would be kept in tact and that they would be asked to give in their best to receive the benefits on the part of the Finder Industries. However, when the employees do not listen to what the human resources management department has to suggest, then the anomaly gets bigger. The role of the union ‘UNITE’ is also very significant here since it will address nearly all the problems which emanate from the employee domains. Therefore, Finder Industries will do itself a favor if it keeps a close link with its employees and workers, and tells them what it expects of them in the long run. This will address the pertinent issues that are plaguing the business realms and reduce the excessive role of the union ‘UNITE’ as well. If this union gets disbanded, Finder Industries can be sure that it is doing something worthwhile for the sake of the employees, and the business itself. Also the business undertakings would be immensely uplifted, and this will eventually mean that the stakeholders that Finder Industries has at the present start to become satisfied. Finder Industries has a real tough task at hand and this can only be made easier when there are concerted efforts to do things right, as has been detailed within the length of this paper. Hence the barriers that might be seen as the potential ones need to be reduced or done away with as much as possible. The remedy for the sake of the business is an important one if Finder Industries has decided to bring about a change which is only positive for one and all. Appendices Reflective Statement I am sure that if Finder Industries wants to achieve harmony within its ranks, it needs to listen to one and all yet decide on the relevant course of action through its own steps and thinking levels. The central focus of the debate should be on telling the employees where they have gone wrong and what corrective measures will be of value for them in the long run. It is my personal opinion that the Finder Industries is geared to attain much success if its union is disbanded, employees are told clearly what the organization wants, and top management devises a way to tackle the issues that the company faces on a consistent basis. However, on the flip side, if these changes are not taken care of, then this could mean that the employees would continue to avail sick leaves, be absent from work and show disgust whilst completing work tasks, as and when they wish so. In essence, Finder Industries will be able to win back loyalty of its employees if corrective measures are incorporated. Finder Industries must not give up on this stance at all since its aim is to become the top leader within its category of engineering. Further, the employees working within its realms should also be dedicated enough and the ones who do not believe in such a premise, I am sure that they should be shown the door to bring about success for all concerned, and especially the organization. Bibliography Badigannavar, V., 2009. Does labor-management partnership deliver mutual gains? Evidence from the UK public services. Advances in Industrial & Labor Relations, 16 Bruno, R., 2005. Do the Organizing Means Determine the Bargaining Ends? 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