Managing Human Recourses - Essay Example

? Human Re s Who is responsible for the quality of products, services and systems in the company? In my company, everybody is charged with ensuring that the products and services meet the required standards and quality. It is the culture of our company that each and every employee should play part in ensuring that the organization meets its objectives. In this case, the quality of products and services is part of the company’s mission and a drive towards achieving strategic objectives. It is however important to note that the supervisors have a clearer role of overseeing the rest of the workers to make sure they are complying with their responsibilities. The supervisors report to the managers, which therefore mean that the manager has an overall task of ensuring that all the employees have played their part in ensuring that the company’s products and services meet the required quality and standards. 2-How do you protect the intellectual property of the organization and the employee? The property of the organization as well as that of the employees are registered with the United States Patent and Trade Mark Office (USPTO), which is the body charged with registration of designs, patents, and trademarks. Having registered with this body, these rights are administered by the United States Copyright Office of the Library of Congress. 3-How can you help the employee reach to top management level? In my organization, there is a hierarchical structure, which an employee is supposed to follow when they want something to be addressed. Therefore, I will refer such an employee to my immediate supervisor, who will then decide how to refer them to the top management, but that will only happen if the supervisor cannot find a solution to their concern. 4-Does your company take risks? My company take very many risks, especially the financial risks. For example, there are so many programs that are invested in, which wield significant amounts of financial risks. What is important to the company is to carry out a feasibility test for any particular venture, and if it is identified that there is a possibility of being successful, the venture is implemented. However, not all ventures that are implemented emerge successful – some lead to loss of huge amounts of funds. Contrary, the company makes efforts to avoid taking risks on matters that can compromise employee wellbeing or health. For example, if it is established that a certain venture can expose employees to uncontrollable health risk, it is abandoned. 5-Should employees be punished for unhealthy lifestyle? I think punishing employees for unhealthy lifestyles is a retrogressive ways of addressing this problem, as it will only attract employee’s rebellion among other issues. Rather, there are other enlightened ways of helping the employees who experience unhealthy lifestyle. The most important solution is for the employers to device lifestyle policies, which can be used in promoting positive lifestyles and diseases management, a strategy that can also help reduce health-care spending. Disease management is a combination of strategies devised to curb cost of chronic conditions that require considerable changes in behaviour. The goal of this strategy is to curb repeated hospitalizations, avoid incidences of acute illnesses, and lower mortality risks. Therefore, any forward-looking organization should think of implementing such strategies rather than punishing the employees for their unhealthy lifestyles. 6-How can drug abuse affect the job behavior? Drug abuse has a lot of unfavourable effects on job behaviour. When employees become addicted to drugs abuse, they tend to lose concentration on their job, perhaps because they want to find time to go and take drugs, because their addicted body system cannot function well without taking the drugs, because they have lost their confidence and they are suffering from low self esteem. Other impacts include frequent request of early dismissal, high absenteeism, frequent involvement on workplace accidents, frequent compensation claims, and poor productivity among many other reasons. In effect, the addicted employees become very unproductive, meaning that the employer is also on the receiving end because the overall company results are affected adversely. This problem calls for the employers to implement effective programs to control abuse of drugs and substances in their employees (Wayne 609). 7-What do you think about employees assistance programs? and does it work? Employee assistance programs are very important because they help many workers who hardly seek assistance on their own. As a matter of fact, many workers will only seek assistance when they are assisted to do so by their supervisor, but they will suffer in silence if no assistance is coming in handy. When employers come in to assist their employees, they usually make a huge difference in outcomes. What’s more, when a company offers assistance to its employees, it usually promotes positive employees-relations atmosphere; promote their productivity at work places, at home and in the community; and enhance their well-being (Wayne 609). In terms of business, provision of assistance programs to the employees really pays, for example as a result of improved workers’ productivity. In other words, the business generates more money than it spends on running those programs, as a result of employee improved productivity, among other positive results. 8-Have you ever experienced any violence at work ? Yes, I have once experienced violence at my work place. This violence emanated from intimidating and harassment of the employees by their supervisors. This stimulated the employees to organize demonstrations that caused violence. Also, some workers complained of bullying from fellow workers. The workers who perceive themselves as strong physically and economically continuously bulled their colleagues to a pint of driving into aggression. My opinion is that lack of proper violence policies at my work place was the major cause of this violence. The few policies that used to exists by then were the once that were implemented when the organization was established and no amendments had been made since then. The right of interpretation of the policies had been accorded to the manager who rarely got time to do so. Some of the lesson that we learned is that, to enhance the effectiveness of the policies, regular revision should be allowed when need arises. Interpretation should also be accorded to someone who is readily available, such as the supervisors. What’s more implementation of effective anti-violence policies is very important because failure to do so costs an organization a lot of resources in terms of time lost die to medication leaves, money lost in medical bills, or damages paid as a result of lost legal suits. Work Cited Wayne F. Cascio. Managing human resources, 9th edn. Colorado: McGraw-Hill, 2011. Print. Read More