Lead and Manage Effective Workplace Relationship - Example

Name Professor Subject Date Lead and Manage Effective Workplace Relationship Introduction In human resource management, employment relationship plays a critical role in ensuring the smooth running of the business as it could contribute to the motivation of organizational employees; as a result, the organization is likely to experience increment in the level of production and employee output. Within employment relationship, it is critical to focus on the power balance. Imbalance could lead to conflict between the employees and the employers; unequal terms of contract and regulation of the employment relationships. The critical duties delegated to the HRM to ensure effectiveness of the employees while delegating their duties are proper outlining of the procedures for recruitment and selection, classification of the jobs, managing employee motivation and commitment, training and development, the involvement of the payment systems, and evaluation of the procedures to ensure effectiveness in contribution. To ensure proper utilization of human resources, organizations need to have long term planning perspective which needs to be proactive but not reactive in nature. It is from that background that the essay aims to analyzing the methods of improving employee relationships, ensure improvement in employee morale, increasing employee productivity, and developing a concept of teamwork within the organization. Trust and confidence To achieve the desired positive relations between the employees and the employers, it is important that the management stresses out trust which would in turn contribute to confidence. Trust and confidence often consist of three major components that result from effective employment relationship between the workers and the employers. In regards to two way communications, there is need for honesty, openness, timely in clarification of the objectives, alignment of the perspectives, fostering trust, knowledge development, experience, and expertise that aims at equally empowering both the employees and employers. On the other hand, mutual benefit relationship needs to build effective relationship through building loyalty among the employees. For example, the trust of the employees might expect that they would not be termination except in instance of the just cause. The employer might expect the workers to be loyal, seek to remain, and commit themselves to ensuring the achievement of the desired objects. Some researches tend to emphasize on the trust and the psychological contract that exist between the employers and the employees. While aiming to create a cognitive trust and transactional obligation, it is important that organizations prevent frequent breach of the cognitive trust that the employer develops and benefits from the affective trust. Management of Cultural diversity of the workers To achieve effective and successful employment relationship, it is important that the organization manages the diversity of the employees as it implies that the organization could acquire competitive advantage through improving its performance managing a workforce which is diverse in terms of sex, racial, and ethnic composition. With the rising level of competition, employers are seeking for individuals with the experience and expertise of ensuring the achievement of the desired results. Therefore, organization are selecting employee irrespective of the sex or racial backgrounds. With such differences, there is a need for the management such cultures. From the undertaken researches, it is clear that the evolution from the employment antidiscrimination to the management of diversities tends to represent the paradigm in emphases from the macro or policy level outcomes. To meet the objectives of the organization, it is important that the managers attempting to manage an atypical form of employees like shifting from attempts to offer the incentives and rewards based on the development of the careers through effective promotions, status, job security, team working, challenging assignments, and job security towards personal reputation. Moreover, the focus would have to focus on improving the security of the employability. Proper management of the diversity tends to provide a distinct advantage, especially in the current century when flexibility and creativity are critical to competitiveness. Hence, the organizations have to be flexible and adaptable in meeting the needs of the customers. Through heterogeneity, the organization could promote creativity that is likely to produce better solutions to the problems and a higher level of the critical analysis. These practices are important assets when the organization is undergoing through tremendous changes and self-examination of finding new and more effective operational methods. With the effective management of diversity, the organization could develop a reputation as the employer of choice. As a result, the organization would not only have the ability of attracting the best talents from the increasing pool of labour, but also save time and money while recruiting employees and turnover cost. The management has a critical role in transforming organizational culture to ensure that it more reflects the values of the company’s diverse workforce (Vij 120). Some skills required by the management are proper understanding and acceptance of the diversity concepts, a recognition that diversity is threaded through each management aspect, self-awareness in terms of ensuring proper understanding of organizational culture, prejudices, identity, and stereotypes, willingness of challenging and changing institutional practices presenting barriers to various groups. Management of diversity means acknowledgment of people’s differences and recognizing such differences as valuable; it improves good management practices through prevention of discrimination and promotion of inclusivity. Good management would not necessarily assist the organization work effectively with the diverse workforce. Conflict management Conflict is an inevitable and a healthy component of the relationships and environment. From organizational context, conflicts could conflict from internal and external factors within the workplace. Fostering an environment of successfully addressing and managing the conflict is key to ensuring productive workplace. There are several services and processes available to assist with proactive conflict management. Organizations could embrace mediation programmes to assist in resolving the conflicts within the workplace. However, mediations needs to be a confidential service designed to assist individuals work through their conflicts and interpersonal issues likely to have negative organizational performance. Processes of solving the conflicts need to be addressed by a trained facilitator seeking to have both parties involved in finding the mutually agreeable resolution to the issues at hand and impacting the performance negatively. Through the faculty and staff assistance programme, the organization could assist the employees in need of counselling especially for the issues which could affect the workplace performance. The programme is also a confidential problem solving method that provides professionals with safe place sorting through the problems and determining the best resource available within the organization. The organization needs to promote positive approach in resolving institutional problems within the workplace through the integration of both formal and informal conflict management. Whenever the employees work together, they might have different goals and working styles which could result in conflicts. Moreover, when the workers fail to understand organizational objectives or have different working styles from the one provided by the management, employee-employer conflict is likely to occur leading to the disorientation of organizational activities and poor alignment of the objectives and activities. Due to such differences, conflict could result. When the organization handles the conflict effectively, then it might be a position of turning the potential force of destruction into an opportunity for appropriate creativity and greater productivity. Situations likely to result in conflicts within the organization are misunderstanding or inadequate information, changes within the workplace, actions taken by the supervisors or the management, evaluation of the work performance, and personal situations affecting the work performance. Communication and Consultation with Employees In every aspect of business, communication and involvement of the employees in the major decisions is important in ensuring the achievement of the desired results. The employee play important role in ensuring the achievement of the outlined objectives. Moreover, employees are the greatest organizational assets who understanding business processes, specific needs of the customers, market trends, business strengths, weaknesses, opportunities, and threats. Therefore, communication with employees on the business plans and objective is an important step of ensuring effectiveness and efficiency in the consultation process. It might be difficult to distinguish between communication and consultation considering the interchangeable uses. Communication refers to interchange of information and ideas while consultation goes beyond communication level and involves managers seeking and taking into account the views of the employees before arriving at the desired decision. Employee communication and consultation are important and essential in the involvement and development of people within an organization. Irrespective of the size, unionized or not, the employees would only perform the roles, obligations, and rights and have the opportunity of making their views known to the institutional management on the issues affecting them. Therefore, the current trend of flatter management structures and development of the duties to individuals, it is increasingly becoming important that the employees have an actual understanding not only of what the organization requires of them, but also the reasons. Communication and consultation are central to the process of management and assumes that the vital importance of dealing with the changes in work procedures. The managers need to consult and communicate with the employees to ensure effectiveness in the operations but they also need to exchange information with other managers in a bid to necessitating both lateral and inter-departmental communications. However, failure to recognize such significance, there could be inconsistency of the approach. Employee communication and consultation offer numerous benefits although there is need for time and money. Resolution of raised issues In some, the organization often experiences instances when the employees forward their grievances or issues to the management for solutions. The management need to address such issues in a manner that ensure trust and high level of satisfaction as a method improving organizational efficiency and productivity. There are different forms of value and benefits that the organization could develop based on the relationship. In regard to resolving the raised issues, the organization could focus on the economic, social, and psychological methods. The economic method of solving the raised issues include salary, pay rise, health benefits, bonuses, and the retirement benefits. The social methods on the other hand involve using mechanisms relating to colleagues. From such background, the organization must ensure the existence of respect, consideration, and trust. The managers need to be supportive in nature to ensure trust prevalence in the solution reached by the management. Where appropriate, both the employee and the employer need to first make reasonable efforts within reasonable time in resolving any employment relationship problem through discussions and agreements. However, if the issue raised on employment relationship is of personal grievance that involves an allegation of misconduct by other workers, racial harassment, duress concerning membership of a union, and discrimination, then the employer would have to carry out fair and proper investigation before taking any action or focusing on a particular solution. Ethics and Networking It might be difficult to define ethics within the workplace. Ethical involves conducting oneself in a manner generally accepted or in line with the principles of right and wrong. Ethics is a matter of using integrity-based decision-making procedures of guiding ones decisions and actions. Within the workplace, being ethical could involve acting morally right, being honest, embracing the truth, and properly treating the co-workers and the management. However, the ethical situations that might lead to poor relationships are harassment, inappropriate utilization of institutional resources, and outside-of-work activities. If an organization lacks ethical standards, then management is likely to risk losing valuable employees and customers. In regards to proper ethical standards, the employees need to represent time or working duration, embrace loyalty to the employers, co-workers, customers, ensure proper utilization of organizational resources, and practicing honesty irrespective of the situation. Every employee need to ensure that the employers often look for workers who would maintain organizational ethical standards. All employees often require opportunity to improve their skills continuously to meet the rising needs of employers. Therefore, networking with both co-workers and employers provide the workers with the opportunity of challenging their experiences and learn new skills. To improve employee skills, there is need to eliminate any form of barrier to allow easy networking among the employees. Besides learning new skills, networking allows employees to understand each other which are critical in establishing a rapport among the workers and the employers. Moreover, networking allows the employees to questions that they are unfamiliar with and make contribution on the issue in question. As a result, networking play important role in ensuring the achievement of the required results. Besides, networking does not only means changing information between the workers within the organization, but also top management with an aim of ensuring uniformity of the decisions and offer them the opportunity of improving their working skills. Conclusion The reciprocal dependence of the people and corporations is magnifying the significance of human relationships in business management in the modern environments. To improve the performance of the employees and achievement of the desired results, it is important that the organization ensures effective employee-employer and employer-employer relationships. Business management need to realize that employees are the greatest organizational assets that require effective management mechanisms that allow them to develop their skills, contribute to the institutional critical decisions, and enjoy the opportunity of fully exploiting their personal skills. Employees are the internal public members; therefore, through consultation and communication, the organization could integrate their views into management for the achievement of the desired objective. Moreover, the organization needs to treat employees as human beings and not commodity to ensure effectiveness in their contribution. Cooperation of the employees is vital to the achievement of the outlined objectives; it is the responsibility of manager to ensure high level of their satisfaction and contention. The success of the organization often depends on the positive and cordial employment relationships existing between the employers and employees. Therefore, it is critical that employers embrace sincerity in a bid to promote the interest of the employee through fair wages, ensuring good working conditions, job security opportunities for career development, and adequate and appropriate service benefits. Work Cited Vij, Renu. Employee Relationship Model: an Emerging Stride: Effective Employee-Employer Relationship Model. Saarbrücken: LAP LAMBERT Academic Publishing, 2012. Print. Read More