Investigation report - Assignment Example

Investigative Report Dear Mr.Dymkus Following your request to investigate and deliver a report concerning issues raised by some employees in department 4 W, I have compiled everything in this single document. Southwestern Aircraft Inc. has been on the forefront in ensuring that all employees are treated fairly irrespective of their affiliations. The concerns raised by the union members have helped the organization realize some of the areas that requires improvement. As reported by the union leader, Karl Connerly, the investigations found that there were disparities in the awarding of the hours of overtime between the union and nonunion employees.

I went further to investigate the reasons that could have contributed the disparity. In my investigation, I realized that two of the union members had not done any overtime work while that of the nonunion members were relatively high. The two members demonstrated a higher percentage of rejection for the period hence their inability to do any overtime work is justifiable. This means that the union leader cannot defend the positions of these two individuals. Through a discussion with the head of the department, Mr.

Wilfred Kundson, I got a clue of the reasons why the parity existed. After investigating the proposition that the overtime was awarded based on seniority and productivity in line with the company’s polices, I affirmed Kundson’s views (Massachusetts Institute of Technology 1). The findings show a very close relationship between the two factors and overtime. For example, Ralph Andrews, one of the oldest workers that has served the company for 35 years received less overtime as opposed to the more productive workers, apparently having served the company for only eight years and are member of the union.

I established that the problem could have emanated from inadequate communication and lack of employees involvement in decision making in the organization. The union members may have thought that they are discriminated against because of their affiliation to the union, which was not the case. The work done and the seniority are the most important aspects considered as a matter of policy. However, there must have been a communication breakdown somewhere hence creating suspicion among the union affiliated employees (Queensland Government 1).

The employees were not aware of how the overtime was awarded; the criterion used was unfamiliar to them. However, when they are informed of the policies of the organization as pertains the award of overtime, most of them would be comfortable. The findings also indicate that the level of participation by the employees in the running of the organization is wanting (Nielsen & Randall 1). I strongly recommend that the communication systems in the organizations be improved in order to ensure that the employees are aware of what is expected of them as well as their rights.

In addition, the organization should ensure that the employees have a channel of airing their views as well as giving their feedback on emerging issues. Another possible strategy that the organization can adopt is to have employee participation in the development and amendment of company policies. In such a case, it would be much easier to have the employees aware of their expectations. Works CitedMassachusetts Institute of Technology. Punishing by Rewards: When the Performance Bell-Curve Stops Working For You. n.d. Web. 28 Jun. 2014. < http://web.mit.edu/chintanv/www/Publications/Chintan%20Vaishnav%20Punishing%20by%20Rewards%20for%20Publication%20Final.pdf >.Nielsen,K and Randall, R.

The Importance of Employee Participation and Perceptions of Changes in Procedures in a Team working Intervention. 2012. Web. 28 Jun. 2014. < http://www.ncbi.nlm.nih.gov/pmc/articles/PMC3379743/ >.Queensland Government. Communicating Effectively For Business. 2014. Web. 28 Jun. 2014. < http://www.business.qld.gov.au/business/running/managing-business-relationships/communicating-effectively-for-business >.