The Glenn Chasse Hotel - Case Study Example

CASE STUDY: Case Study Data: The Glenn Chasse Hotel An employment relationship is formed when an offer of employment at a given rate of pay has beenaccepted. It is established by a contract of employment the terms of which may be written, verbal or implied. As soon as the employee starts work, he demonstrates his acceptance towards the terms of the contract laid by the employer. This is when the contract of employment comes into legal acceptance1. An employment relationship imposes certain rights as well as obligations on the employer and the employee. Some of these vary from organization to organization and others are governed by the state legislation or common law employment principles.2 An employment relationship gives the employee all the rights and benefits associated with the job along with access to labor laws and social security. It also defines the obligations and rights of an employer towards an employee hence safeguarding rights and preventing violation of duties from both parties. Apart from the written contract there is also a formation of a psychological contract between the employer and the employee that represents their mutual beliefs and perceptions. It describes the promises and expectations of each of the parties during the time of recruitment. Feldhiem (1999)3 reflects these two strands by dividing the psychological contract into: Transactional: this is the economic or monetary base with clear expectations that the organization will fairly compensate the performance delivered and punish inadequate or inappropriate acts; and Relational: this is a socio-emotional base that underlies expectations of shared ideals and values, and respect and support in the interpersonal relationships. Part 2: Kate: She is the head house keeper and is quoted as “unfaunfamiliar with her new duties such as budgeting, training and discipline “. The smooth functioning of her department seems to be suffering due to this. She is not successful in appropriately training and guiding her staff as a consequence of which they are not familiar with her way of work. A principle statement would thus help guide her more towards her duties and responsibilities Harriet –Elspeth’s assistant : Elspeth states that “good standards of casual staff are hard to find”. If her statement is not influenced by personal bias, this is an indication that the recruitment process of the hotel is sub- standard and proper giudlines are not set for the employees. Harriet is not notified that it is not within her authoritative scope to “borrow” staff without notice. This prevents the smooth flow of hotel functions because crew( who again are not specific and sure of their job profiles) are not available at places where they are needed resulting in low turn over and uneven distribution of labor. Principle statements: The principle statement should be handed over to the employee within two months for job commencement. It essentially contains all the terms and conditions upon which the employment relationship has been formed which means all terms and conditions are agreeable to both employer and the employee. It plays a pivotal role in the regulation of human resources as well as sorting out legal issues which might arise in the course of the contract. The principle statement should clearly cite the employees exact job profile and all the tasks that come under his or her responsibility. It should also mention any extra tasks, which the employee is expected to do at times which might be paid/unpaid for. The salaries, incentives, deductions and addition allowances (where ever they are applicable) should be mentioned. The working hours and compensation for overtime should be specified along with number of paid holidays and sick leaves. The employee should be provided with all the rules, regulations and principles of the concerned organization to ensure discipline and also the terms and conditions for termination, grievance procedures and legal action. Specifying health and insurance coverage conditions is also important. Apart from the above necessary fields the statement may also contain any special schemes or privileges that are exclusive to the employees of that particular organization. Equal opportunity statements are created by organizations to convey the message to their prospective and current employees that they welcome and regard difference and diversity with regard to color, race, religion, nationality, sex, disability and marital status. This proves to have a dual benefit. It assures the candidate that his or her rights will be protected and he or she will be individually respected. The management successfully overcomes the apprehensions of a suitable and a deserving candidate (who may fall into ant of the above categories) and thus can apply a more fair and standardized process for recruitment. Equal opportunity statement Glenn Chasse Hotel is committed to providing equal employment opportunity to all applicants and employees in accordance with all applicable equal opportunity and affirmative action laws, directives and regulations of Federal, State and Local governing bodies and agencies thereof. In keeping with this commitment, Glenn Chasse Hotel assures that all recruitments, hiring, training and job promotions to all levels will be conducted irrespective of the candidates race, color, creed, religion, sex, national origin, ancestry, marital status, status with regard to public assistance, disability, age, sexual orientation or affectional preference or, military status, except where sex is a bona fide occupational qualification. Glenn Chasse Hotel will strongly discourage any bias or harassment to any applicant or employee on these grounds. Preference will solely be given to the individual with the most qualifications and excellent conduct record. Glenn Chasse Hotel will ensure that all human resources matters such as compensation, benefits, transfers, layoffs, return from layoff, company-sponsored training, education, tuition assistance, and social and recreational programs are administered accordingly. Any applicant or employee who feels he/she has been treated in any way that violates the equal employment opportunity principles should bring the matter before his/her immediate supervisor, their employee relation’s representative or the EEO Coordinator. No adverse action will be taken against any applicant or employee for making a request .No individual will be subjected to harassment, intimidation, threats, coercion or discrimination for: filing a complaint; assisting or participating in an investigation, compliance review, hearing or other activity; opposing any unlawful act or practice; or exercising any other rights under any law or regulation requiring equal employment opportunity. How does it apply to the Glenn Chase Hotel? In context to this particular hotels scenario employment regulation could be greatly helped by a more flexible employment relationship, which lays special emphasis on protecting the employee as the weaker party and is more worker friendly. The leniency is compensated by the strictness imposed on the workers liabilities. Employment relationship as a partnership must be based on mutual responsibility and trust. The employee and the employer should work like a team and not as boss and slave because this equation is almost always detrimental to the function of an organization. Impulsive and temperament driven actions on the employer’s part (as we have seen in the case of Belinda) creates differences between the organization and its primary working force. it should be replaced by adequate performance appraisal and monetary benefits which seem to be a matter of concern with this hotels administration with reference to the head cook David who does his job well but is not appreciated enough for it.. Each employee should be handed a principle statement within the first two months of joining an organization that specifically and lucidly describes his or her job profiles, benefits, obligations and liabilities to the organization. The clear outlining of tasks will automatically stream line each area of work as the labor will be evenly and appropriately distributed. Stringent rules should be laid against an employee who gets his/her task done by another employee (subordinate) without prior approval or permission of the administration. Inter employee and employer – employee communication is essential as it bridges the communication gap, which might be due to difference in languages (as between Elsapeth and the crew who are an overseas minority group) or due to lack of awareness on the authorities (Kate, for example does not know who to turn to for help and she finds Roux unapproachable). A regular interactive session also aids the employee in understanding the employer’s expectations and motivates them to work towards meeting them Discipline also seems to be a deficient area as per the description of trolleys and laundry spilled in the corridors given by the chef, Michael. REFERENCES http://www.ilo.org/public/english/dialogue/ifpdial/ll/er_about.htm Feldheim, Mary. Downsizing. Paper presented at the Southeastern Conference of Public Administration, St. Petersburg, FL, October 6-9 (1999). http://www.ucl.ac.uk/hr/docs/equal_opportunity.php http://www.dti.gov.uk/er/pay/1 Read More