Fairness and Equal Employment Opportunity - Case Study Example

ssеssmеnt 2 By: name Course Lecturer Institution City Date The human resource department is one of the most crucial departments of any establishment. It is entrusted with the duty of hiring employees, training the already working team in order to sharpen their skills, evaluating their performance, recognizing top performing personnel and ensuring that the workforce observes the rules and regulations that govern an establishment (Management Study Guide 2008-2013). Therefore, the success of organizations is to a big extent dependent on practices that the human resource team employs in managing its employees. The extent of employee contribution stems from satisfaction that they get from the facility. As a result, the human resource team should be keen on the methods they employ on their colleagues as this will have an effect on their working patterns. In order to guide the activities of employees successfully, the human resource department should have extensive knowledge on how to control and manage masses of people. They should have sound judgment and also be in a position to study the psychology of people. Competitive employees are careful on the establishments they work for in regard to the benefits and the organizational culture that promotes their growth as well as inculcate lifetime skills that will help them into the future. Preparing for Redundancy Redundancy is an unfortunate circumstance that happens to employees when organizations experience changes in their work environment. This has nothing to do with the employees’ performance or misconduct. It mainly happens as a result of seasonality of business, changes in technology, and other related activities that relate to the performance of the company (Stone, 2010). In order to be fully equipped, an employee needs to be well informed on the eventualities and decisions that a company takes in order determine their next move in case such a scenario happens. Therefore, consultations are crucial in order to be fully aware of what to expect (Acas, 2006). For instance, are there send off packages to accompany them on their way out? Is the establishment actively assisting the employee in job search? In the case of contracts, does the contract continue to exist when such a misfortune strikes or could the company forcefully terminate it? All these prepare one’s mind when the time for redundancy checks in. Another aspect that could assist an employee during this moment is the achievements that one has made while working in the establishment. An employee who was actively engaged in the welfare of the former establishments will likely get a good recommendation as well as a certificate of recognition. This will earn them admiration when they go to the next employer. When still in employment, a bright employee makes contact with various people in the professional field and this increases chances of knowing when positions fall vacant in the diverse industry. Moreover, an employee who has maintained a good image and good work ethics is likely to be recommended by friends to their bosses when they are looking for a job. Moreover, employees should continue with their studies in order to improve their employability in the future. Paid scholarship opportunities should be taken up with weight and utilized in order to become a better person with a range of choices to choose from. Organizations are seeking well educated people who can perform a range of activities and still deliver quality contribution to their establishments. Moreover, the training and development skills offered in-house should be a target by employees who understand the importance and value of competitiveness in the job market. Fairness/Equal Employment Opportunity In order to provide a professional working atmosphere, the human resource personnel should be very keen on how they handle employees as well as whom they bring on board when the need for hiring comes along. The steps that they take could create a name or even destroy as employees communicate with one another on how the recruitment, as well as promotional activities, are carried out. An establishment that observes fairness and portrays professionalism attracts prospective employees. Age, gender, and racialism should be distant as far as human resource activities are concerned. Human resource team should focus on knowledge, qualification and attitude that a potential employee has before giving them the job. Favoritism is a serious crime that could make other employees leave or even fail to deliver to their desired levels. Unfair promotions and selective favoritism can make an establishment less popular and scare off competent employees as they know that their chances of giving the output will not be recognized. An environment of equality makes employees know that they will get recognition as well as the benefits that come with it when they work hard. As a result, there is a general tendency to work hard and contribute wholeheartedly to the affairs of the firm with the hope that these efforts will not go to waste. Fairness means that employees get what they deserve. All these factors add up to performance and the overall well being of the organization. Merit is a very important aspect of any establishment, and it displays the commitment of the establishment to ensuring that the right promotion goes to the right person. This is a win-win situation as the employee benefits from promotions and firm in term benefits from the endless contribution from the employee in the quest to prove their ability (Johnson and Media 2013). Equity also touches on the extent of work that employees receive in their day to day activities. Some employers assign too much work to the employees in order to achieve as much advantage as possible. However, this does not work very much as employees end up doing their jobs half heartedly as they feel used and this threatens a number of them into quitting. Unfortunately, there are others who receive lesser jobs, and this can create havoc in an establishment. An effective human resource team should avoid such vices and set equity agendas. This will create a sense of belonging as well as safety that the employer is concerned about their well being. Compensation Scheme/Overtime Payments/Incentives Every employee wants to enjoy the benefit of compensation as well payment for the extra job time taken. This makes them feel energized to work harder and protected and could count on the organization during their weakest moments as well as when they need to time off to relax from the daily routine of work. Recognition of the job well done could be accompanied by incentives to wake those who sleep on their jobs to realize the importance of working hard and delivering competitively. The standard rate of payment for extra time is normally one and a half times that of the wage rate (Government of Alberta 4). The impressive rate is a source of attraction that makes people sacrifice their time for the well being of the company. Some employers compromise the employees’ personal time and this must be paid off in order to stop them from feeling used as well as make those who want extra money to take up the challenge positively and deliver to the best of their ability. The agreement should in written form so as to guarantee the commitment of the establishment to honoring the promise. Working all round the clock is not an attraction for many employees. There is a need to rest and enjoy life all of which should be catered for by the company. The benefits include paid vacations, holidays, time off in case of emergencies, a right to health insurance coverage and maternity leave just to mention a few (Heathfield 2013). These benefits make employees feel appreciated and cared for. They will in turn be loyal to the establishment in question and potential employees will be fighting to join the lucky fraternity so as to reap the same benefits. There are some organizations that offer full compensation when a chance comes for retrenching some of the workers. Such employees do not feel used at these unfortunate moments in their lives. However, establishments that carry out the same practice and leave their employees in the cold are avoided under any cost. Such moves are beyond employees control and any concerned organization should be there to hold them when shock strikes. Job Security/Insecurity Any employee would want to feel that they have their job today and the day after tomorrow. Job security is very important as far as employees are concerned. Satisfaction stems from many practices that management undertakes. For instance, empowerment and authority to contribute to the development of the firms brings assurance that they are appreciated as well as gives them a sense of belonging. Moreover, healthy relationships between the human resource and the employees improve unity and employees see a friend in their senior team. This also works to increase job security. Job insecurity creates unnecessary worries, and this leads to reduced commitment as well as dissatisfaction (Yousef 185). An employer who constantly screams at their employees and mistreats them stands a chance of losing them to other employers. Equally, such an employer will have a rough time trying to get new employees following the bad reputation that the company has. A good employer provides job security to the employees in order to make them feel relaxed and deliver competitively. They will assure them of their jobs and avoid insinuations that suggest that they could be out the next minute. Commitment, as well as superior performance in establishments, is pegged on the level of job security. This is healthy for both the employee and the employer. The employer is able to maintain the talent within the institution that they have worked so hard to get employees to where they stand at the current situation. Statistics of low turnover in a company make the workforce know that the company is a good employer would do anything to keep them unless the person involved is unwilling to put effort to work as required. On the other hand, high turnover is a threat to employees, and they could work under pressure thinking that they are next on the list to be fired. Rumor is likely to spread fast, and potential employees are likely to either accept jobs if there is security or even decline if the same is compromised. Moreover, an insecure job environment is likely to scare off able and experienced employees as they can get another job easily. Poor and inexperienced staff is what security threatening jobs will get, and this will in turn influence the quality of delivery. Hiring for Attitude and Personality then Train for skills When getting new employees, the willingness and dedication as well as personal attributes and personality should be placed first. A person with the right attitude is willing to learn and stick to the culture that governs them in order to realize organizational benefits. Moreover, a sociable person with a string of either clubs or union groups stands a better chance of delivering to a firm than a qualified unsociable person who spends most of their time alone. Most establishments regard teamwork and unity highly as they facilitate working towards a common goal. Therefore, the human resource personnel should regard this aspect highly when recruiting people. Moreover, a person with diverse involvement with a series of events means that they can handle numerous tasks at a time as opposed to one who entirely focuses only on academic and job related issues only. Willingness to work from the bottom of one’s heart means that the person could go the extra mile in order to achieve their dreams (Bowling 2012). They are willing to sacrifice their time and are most likely to stick with the organization in the future as they chose it out of passion and not for money as the main aim. A good example of an organization that hires for attitude is the southwest airlines. According to Taylor (2011), “warrior spirit” is very crucial in the performance of any establishment. The success of the company stems from endless battles that were fought by the top personnel in order to give them a name as well as a go ahead to become an airline. This is what made them what they are, and anyone wishing to join them must be of that nature. Employee Motivation This aspect is very important to the welfare of an establishment and carries so many other factors that determine the overall well being of the establishment. A firm that experiences low productivity and performance should not turn to searching for new employees in order better the well being of the company; they should start from the already existing employees. Any single human being cannot perform to the best of their capabilities unless they feel good about themselves as well as the organization. This is what will in turn facilitate employee satisfaction as well as individual development that will be reflected in the work place. In addition, there is an aspect of self motivation which is a one of the best traits that an employer can gain from an employee. The employees of this kind are rare and form part of an asset. They are enthusiastic about their duties and influence those around them positively leading to an overall motivated team. Any employer who values the well being of their company should fight under all costs to maintain motivated persons. Motivation comes in various forms and could be awarding of prizes to the best working employees, salary increment and paid leaves. This, in fact, is the activity that makes an employee feel good about the company they are working for (Management study guide, 2008-2013). Theories that support the importance of motivation exist for instance the ERG theory which classifies Maslow’s hierarchy of needs into three simple categories: existence needs, relatedness needs and finally growth needs. McClelland’s theory of needs, on the other hand, observes that human behavior is as a result of the need for power, achievement and affiliation (healthy association with others). Other theories include the goal setting theory, reinforcement theory, equity theory and finally the expectancy theory of motivation. Therefore, the human resource department should comprise a team of professionals with relevant knowledge on how to handle the employees in order to promote their wellbeing, which will in turn give birth to a spirited team working together and in harmony to realize the goals of the establishment. References Acas. Advisory Booklet – Redundancy Handling. Web. 2006. May 1, 2013 From Bowling, D. 2012. Hire for Attitude, Train For Skills. Viewed: April 28, 2013. From Government of Alberta n.d. Overtime Hours and Overtime Pay, Employment Standards: Rights and Responsibilities at Work. Viewed: April 26, 2013. From Heathfield, S.M. 2013. Are you an Employer of Choice? Viewed: April 28, 2013 From Johnson, S. and Media, D. 2013. Importance of Equity to an Employer and an Employee. Viewed: April 26, 2013. From Management Study Guide 2008-2013. Human Resource Management. Available at :< http://www.managementstudyguide.com/human-resource-management.htm> Management Study Guide 2008-2013. Importance of Motivation. Viewed: April 27, 2013. From < http://www.managementstudyguide.com/importance_of_motivation.htm > Stone, R.J. 2010. Managing Human Resources. New York: John Wiley & Sons. Taylor, B. 2011. Hire For Attitude, Train for Skill. Viewed: April 28, 2013. From < http://blogs.hbr.org/taylor/2011/02/hire_for_attitude_train_for_sk.html> Yousef, D.A. 1998. Satisfaction with Job Security as a Predictor of Organizational Commitment and Job Performance in a Multicultural Environment, international journal of manpower, vol. 19(3), pp 184-194. Read More