Employee management practices - Case Study Example

According to the research findings one of the identified management issues in business environment is the level of pressure that managers put on their employees. This may be with respect to working hours or with respect to the amount of work that is expected of an employee within a given period. As a result, employees are occasionally pushed to off their working capacity. This demoralizes the employees and shifts their interests away from their work and organization. The consequence is an increased employee turnover rate due to high rates of resignations.

In the case, Dempsey tendered her resignation because of the pressure that she had been receiving from her managers. She was under pressure which many responsibilities within a limited scope of time. Communication skills and its applications in communication between human resource management and employees is another important element in employee management. The management should for example be keen to recognize and appreciate an employee’s efforts that have yielded success. This initiative motivates employees and facilitates their level of satisfaction in the organization.

Similarly, the management should be able to communicate objective and procedures to employees in clarity. Proper communication minimizes confusion in operations and promotes freedom between employees and the management. Poor communication on the other hand induces intimidation on employees and contributes to their demoralization. (Cghrc, p. 3). Human resource management should also establish a dual communication path in which employees can raise their concerns and opinions to facilitate conflict resolution.

A poor communication structure is however noted in the case. While one of the managers offers a set of instruction to Dempsey, she receives contrary instructions from the other managers. James, for instance, instructed her to be open in joint forums while Fred instructed her to the contrary that the organizations strategies should not be shared with competitors. This is a potential source of confusion to the employee and is identified as one of the major challenges in human resource management that contributes to high employee turnover rates.

It particularly played a role in Dempsey’s resignation (Cghrc, p. 3; Robbins and Bergman, p. 349). Motivational factors in an organization as opposed to authoritarian management and leadership are also identified as factors that influence employee mobility in the Canadian business environment. The decision by an employee to leave a current employment or to stay with the employer significantly depends on the employee’s level of satisfaction in the organization. Human resource management strategies such as remuneration and reward programs as well as relations between the management and employees are important in employee’s satisfaction and hence the need to retain the current employment or not.

Involving employees in decision making for instance makes them feel part of the organization and therefore reduces turnover rates. An authoritarian leadership in which employees are subjected to strict orders and instructions on the other hand leads to dissatisfaction among employees at the work place (Haines, Jallette and Larose, p. 6; Canadian,