Human Resource in Organisation: of Dr. Tao - Case Study Example

Introduction The management of HR can include sophisticated ethical dilemmas and other human resource issues (Eisenberg, 2007). Ethical dilemmas are defined as conditions in which management values are in conflict. Examples of human resource dilemmas include: discrimination, harassment, work life balance, pay problems, discipline, favoritism, and simply the relationship of the employees. Customer or employees confidence dilemmas relates to issue in employees and customers relationship such as fiduciary responsibility and confidentiality. Corporate resources concerns management of resources and reputation of the organization. The case tries to explain some of human resource concepts and issue. The difference between Dr. Tao and the management manager concerning the difference in employment instructions or the terms of service was brought about by miscommunication. Therefore, the Human resource issues at hand are recruitment and communication. Recruitment The case study was concerned with recruiting and employee through telephone thus, the Human resource issue found in this case is recruitment and selection as well as communication. Recruitment and selection Selection and recruitment process focus on establishing the right capabilities of an incumbent to the rewards provided in the given job (Collons, 2002). According to colons (2002), recruitment is a process of collecting highly profiled applicants so that the best can be selected amongst them, but it can only be done in a formal and legalized method to reduce the biasness of the exercise. Researchers have indicated that effective policies and practices can enable an organization to get the best candidate for business or organization. Changing and giving out of employment specifications are due responsibilities of human resource management. Thus, the provision of this information to Dr. Tao was not done in accordance to employment rules and procedures. According to HR guidelines any change in employment specifications and terms of service should be notified. These means that Dr. Tao was supposed to be given with change notice before he travelled to Australia. In addition, this could not be delivered on phone as it was done rather it was advisable to use written means of conveying the message since it could act as an exhibit for the change in the requirements. Although, telephone delivery of employment information is considered as formal it has a lot of disadvantages like that of wrong delivery of information. Communication Good communication amongst all the members of a team is a critical aspect in creating a positive and productive working environment. Any supervisor in an organization like in our case study should be able to ensure that each employer like Dr.Tao gets the right standard and expectations for the employee position. A flow of open communication between the supervisor and the employees is good for health workplace. For example, in our case study good communication between the employer and Dr. Tao was essential for issuing out of the information concerning the changes in the employment specifications in terms of payments services. Addressing the problem of communication is the responsibility between the supervisor and the employee. This relationship allows the employee and the employer to give each other guidance as well as directions to make corrections and positive change when problems arise. For example, if good communication existed between the Dr. Tao and the employer then such unprofessional commotions could not arise. Therefore, it is due responsibility of Human resource to maintain and develop workplace respect and dignity for employees like Dr. Tao who it considers as the most essential assets. The reasons for arise of these issues are: poor communication- inadequate delivery of information, low workplace relationship between the employer and the employee. (Peters,1982). Solving the problem Improving the communication process-since one of the problems that has lead to the confrontations between Dr. Tao and the management was poor communication; I propose that the following will help address such an issue: i. Using of multiple channels of communication is one of the best ways to address the problem of communication as portrayed in the case study. Delivery of the information that was to be given to Dr. Tao could have been done using several other means like emails, fax, and letters. The key idea behind using this many methods is to address the changes that was encountered in length to avoid the misunderstanding the arose since am sure that is Dr. Tao had proper understanding of the information he could have not been annoyed and frustrated as he was. ii. Communication confirmation or repetitive- in addition of using multiple channels the communication between Dr. Tao and the management was could be better done by frequent reputation of the information before he traveled to Australia as well as confirming the reception of the information. This could increase the confirmatory and understanding of the changes occurred. iii. Focus on listening- this was vital during the telephone communication between the employer and Dr. Tao. The biggest reason as to why oral communication fails is due to poor listening qualities. Listening qualities call for patience to wait for the information to be delivered. According to the case study, Dr. Tao lost the patience for the delivery of the information if he had waited for the communication to end I guess the employer’s communication could have been delivered with ease and also explained about the changes in employment specifications. iv. Getting of the information communicated across- after listening to the information from the source the communication partner must make sure that the message is passed through as intended. In this case after the delivery of the information to Dr. Tao the employer should have come back and ask for any misunderstanding between them so that it can be able to be explained better to avoid miscommunication. According to the case study, Dr. Tao was expected to be patient and ask for proper explanation of the information that he was given. The step is important since if legal issue was to be undertaken then this could be need for legal redress. Recruitment and selection- the end of the selection process calls for the end of agreement between the employer and an employer in terms of terms of service-including payment of allowances and salaries not unless communicated before (Kleiner, 1999). According to the response from Dr. Tao it seems this was a bridge of terms of agreement agreed before thus, the employer’s should be able to rectify the selection process so that such differences could not be found in the future. This can be done by: including training of the recruiting team, better communication of such important changes through other means of communication such as emails and use of letters. Ethical issues involved According to the case study several ethical issues arose. The following are the ethical issue-HR ethical dilemmas that arose with respect to the case study: Payment dilemma: the misunderstanding between the payments of the air ticket for Dr. Tao was an ethical problem that existed in the case. Payments are remunerations given to employees according to the agreement with the employer. Dr. Tao was unhappy to the changes that took place with reference to the earlier agreed reasons about payments. Lack of proper relationship: the relation of an employer and an employee should be excellent so that production could be achieved (Egels, 2005). But with respect to the case study the communication between the employer and Dr. Tao was not good thus this broke the ethical affirmation of the employer to Dr. Tao. Discipline: This ethical dilemma was broken when there was confrontation between the management and Dr. Tao. In order to solve this problem a disciplinary measure should be taken in an attempt to solve the deficient behavior. This should be consistent and constructive. Employee-Dr. Tao should be given the chance to explain their actions. Conclusion/ conclusion In a position of an HR student I could advice Dr. Tao undertake legal redress concerning the issue that is if the employer does not understand his complain since the action taken by the management to address the payment change was to legally right. References Egels, N. 2005. “Sorting out the mess: A review of definitions of ethical issues in business”. Centre for Business in Society, Gothenburg Research Institute, GRI: rapport 2005 Eisenberg, E. M.2007. Organizational communication: Balancing creativity and constraint, 5th ed. Peter, T., 1982. In search of excellence. New York: Harper & Row. Collons, J.,(2002). Built to last: Successful habits of visionary companies. New York: HarperCollins. Driskill, G. W.,(2005). Organizational culture in action: A cultural analysis workbook. Thousand Oaks, CA: Sage. Senge, P. M. (2006). The fifth discipline: The art and practice of the learning organization. New York: Scharmer, C. O., (2005). Presence: An exploration of profound change in people, organizations, and society. New York: Currency. Kleiner, A. (1999). The dance of change: The challenges to sustaining momentum in learning organizations. New York: Currency. Read More