Human Resources Policy and Guideline implementation to MEGlobal - Case Study Example

MEGlobal: Human resource management Abstract The main problem in this case is hygiene in the organizational setting. The issue of hygiene also sheds light on personal hygiene of some of the employees (Dr. Hayes, 2012). This particular problem case involves a lot of sensitivity in the institution. The main issue is that the comfort of other employees is disturbed by the hygienic issues present in the institution. In any organization, employees’ welfare is must be safeguarded and employers must seek to ensure that the working environment is conducive for all (Tompkins, 2005). In generating solution to these problems, an employer should consider the reaction of the questioning by the offenders. The most probable method to solve this solution is by one on one talk by the offenders as the first move. The approach dictates the implementation strategy one may use when implementing solution recommendations (Budd, 2004). In finding solutions to this problem, there may be severe consequences. For instance, an employee may feel offended by the general perception of their hygiene in the office setting. The employee may terminate their working contract because their self esteem may be lowered by their colleagues’ remarks. Regardless of the solution achieved, this assertion may make it difficult for a human resource manager to come up with a proper implementation strategy to the solution (Dr. Hayes, 2012). Introduction Human resource management is an activity based on how satisfied employees are by the working environment in an organization. According to Budd (2004), human resource management requires total commitment from all departmental heads in an organization. However, human resource managers are given the obligation to ensure all employees are comfortable in the organization setting. Employee welfare ranges from compensation strategies, wages payment, the general environment of the setting, and the organizational culture of the organization to the relationship among all levels of an organization (Fiona & Allan, 2005). The authors further argue that fulfilling these wants depends on how well a management system is willing to fulfill these needs (Fiona & Allan, 2005). The whole organization needs a human resource framework that covers the needs of the entire staff, in spite of the duty of the human resource manager to make sure employees are contented (Dr. Hayes, 2012). With human resource practices developing at a high rate, it has become a downhill task to execute the needs of employees through implementing previous successful strategies. In MEGlobal, the breach in human resource is on the environmental conditions of the organization. It involves issues on the personal hygiene of employees which is a sensitive issue in human resource management. In addressing this issue, the Human Resource manger should consider the implications of the most applicable strategy. In Budd’s (2004) argument, human resource issues touching on personal hygiene requires to be handled with great consideration of the involved employee and the rest of the staff. The employee absence in the organization may cause a slow down in the operations of the organization. This factor should also be greatly considered. Background MEGlobal has an unsteady history with its employees. Previous employees in the organization have complained of how they were handled by the management of the organization (Dr. Hayes, 2012). For instance, the organization cut down its employee’s population by over 60 percent. This was an abrupt move by the organization to cut down on its expenditures. This move was not received well by the employees who claim that the termination of working contracts was not notified, and they had a lot investment in the organization in terms of provision of labor (Dr. Hayes, 2012). Yet another issue that touches on the human resource management in the organization as seen in the thoughts of Dr. Hayes (2012) was the issue of employees having poor working and social relationship. This was due to the fact that the organization had merged with a foreign organization which had completely diverse cultures from the local culture. The blend of different cultures in the organization was not properly managed and this greatly affected the level at which employees related to each other (Dr. Hayes, 2012). At one instance, an employee rejected salutations from their colleague with the claim that the greeting were not in line with their culture. In words by Fiona & Allan (20050 employees should not have poor social relationship in an organization since this affects their working relationship. These two concerns have resulted to issues touching on human resource management very sensitive in the organization. With numerous human resource teams being replaced for the duty, the organization seeks to maintain its prowess in terms of managing its staff accordingly. Additionally, with a less populated staff team, the organization may not want to risk losing other members through unnecessary termination of working contracts. In an argument by Budd (2004) an undersized staff may be tricky to handle especially if the issue involves possible termination of working contracts. The author further argues that an organization with numerous activities and an undersized staff to work with has difficulties in ensuring these employees are over satisfied with environment in the organization labor (Dr. Hayes, 2012). In ME Global, the situation is similar since the employees involved with unhygienic issues have significant roles in the organization and their exit would be a great setback in terms of losing experience and goodwill from the employees (Fiona & Allan, 2005). Description The situation in this case is critical in that other employees cannot put up with the unhygienic employees. The disapprove employees are four in total serving under different departments. The vast cultures in the organization have also made handling the situation complicated (Dr. Hayes, 2012). The other issue on this case is the fact that the pantry is used to prepare different types of meals, which has reduced the environment condition of the pantry unbearable. It is also an issue each employee may confidently defend themselves. Prior to coming up with proper measures to be undertaken, there should be a great consideration of the implications of the decisions- the risks and the rewards. In this case, the main risk involves losing of first-class and knowledgeable employees. However, depending on how well the organization is prepared to handle risks, this factor may not be highly considered. Budd (2004) says that whilst dealing with issues that infringe on the performance of the company, justice and fairness need to be applied, despite their seriousness of the issues. However, in this case, consideration should be made since the mistakes done can be dealt with through other means and yield results in the long run. The rewards involved are greater than the risks. Employees will be able to work in more comfortable environments if these issues are sorted (Dr. Hayes, 2012). Additionally, the relationship between employees in the organization will be elevated. If a human resource strategy is successful in an organization the rewards reflect on the output registered in the organization. In words by Tompkins (2005) improving the working conditions and organizational relationships will effectively increase the work rate and output of the staff. The same sentiments are reiterated by to Budd (2004) who argues that it takes satisfied and comfortable employees to register high performance rates in any organization. In creating assumptions on this case, the issue of diversity of cultures should be greatly considered. It is an obvious assumption that employees in the same culture will support their own. This will allow dealing with specific individuals a difficult task due to the cultural differences. There is also an assumption that the staff members involved in the hygiene issues will be greatly offended by the remarks of their fellow employees. To avoid this scenario, the human resource manager should not mention other employees when leveling the complaints. This will greatly reduce the level at which enmity and disunity will mushroom in the organization. In an argument by Budd (2004), keeping other employees out of human resource issue concerning other employees reduces the risks at which employee may have misunderstandings. To curb this, Fiona & Allan (2005) advice that the raised human resource concerns should remain confidential. Additionally, there are assumptions that a recommendation on the proper use of the pantry may face challenges from the employees. Due to the different cultures in the organization, there is also a great influence in the type of meals the employees consume. These differences can be justified by the cultural and religious preferences which are important in creating comfortable employee environment. The human resource manager should consider the implications of changing the cultural differences to suit all employees. Methodology In dealing with issues of hygiene, the human resource manager should consider first writing of a memo regarding the issue of mishandling of the pantry. Being a general mistake by the entire staff, a memo will get to a great number of employees and the message will have an official implication. Using a memo in addressing issues is considered more official and commanding than any other means of conveying official messages. The memo should call for an immediate stop of the use of the pantry until the issue is resolved (Tompkins, 2005). After this, the human resource manager should then come up with a strategy on how well the pantry should be used. The most effective way of using the pantry appropriately should be coming up with a team that would govern the dealings in the pantry. The team should have a representation of all the cultures in the organization. This will create equality in terms of what to consider in the recommendations. Each culture should put across their meal preferences with their representatives (Budd, 2004). After this, there should be an analysis of the common recommendation from all the parties. This strategy will ensure that there is organization in the pantry. However, even after the implementation of this strategy the issue of different meals being prepared in the pantry is not sorted. To curb this, the HRM should consider the abolishment of personal food being prepared in the pantry. This will create rebellion among the employees, but it is the best strategy to implement. Additionally, the HRM should come up with a meal time table that is suitable to all employees. In generating this timetable, the representatives of each group will help employees come up with the most suitable meal schedules. After this, the organization should then consider proving food to the employees. The meals provided for the staff should be of high quality in order to satisfy this particular basic need. Additionally, this strategy should be considerate of employees with special diets. This is in order to cover the different preferences in regards of meals. In dealing with the issues of personal hygiene, the human resource manager should consider a more personal approach. This approach should be private and in the most polite way possible. According to Tompkins (2005) personal hygiene is an issue that is more attached to an individual self esteem more than the organizational setting. The author further argues that when approaching such an issue the HRM should implement the most close and personal strategy (Tompkins, 2005). In this case the HRM should make a personal approach to the involve individuals. The approach should be made in a more social than a professional setting. For instance, the HRM should consider asking for an out of office activity that will provide the best time and place of bringing up the issue. When addressing the issue the manger should avoid making direct accusation as to who leveled the complaints. Additionally, the HRM should take responsibility of leveling the accusations. This may make the employee feel respected by the approach done by the manager (Fiona & Allan, 2005). Additionally, the HRM should consider using close people to the offenders to pass the concerns. The Human Resource Manager can use a departmental head or a partner at a working station to convey their message. This move limits the audience to the proceedings and the employee feels significantly respected in the organization. In an argument by Budd (2004) partners at working stations are in the best position to convey such personal messages. The human resource manager should then produce a memo warning against unnecessary remarks made by some of the employees regarding the issue. To further tackle this, the HRM should directly sermon departmental heads on the same. It is also in order to sermon specific employees accused of making negative remarks about their colleagues. This will promote the culture of respect and promote healthy relationships in the organizations. Additionally, the HRM should focus on promoting the culture of not publicly criticizing colleagues in the organization setting. Tompkins (2005) says that an organization where employees give their complaints to the human resource manager instead of gossiping about it enjoys the most comfortable working environments. Conclusion In a personal experience on the same, I encountered a student with a problem with their personal hygiene in school. The case was worsened by the fact that the involved student was a student leader and had so much authority. As an authoritative figure, no student would approach him and correct him. This made the situation even worse since he did nothing to change his hygiene situation. It reached a point where the class teacher was involved in the issue. In dealing with the case, the tutor summoned the student leader to a personal meeting without raising attention about the issue. The student maintained his position in the institution and there was significant change in their personal hygiene. In any organization, the duty of the human resource is to ensure that the working environment is as comfortable as possible (Fiona & Allan, 2005). However, when dealing with issues on personal hygiene the issue becomes sensitive and must be handled with a lot of care. In words by Tompkins (2005) a human resource manager should have the ability of personalizing such issues in order to solve them effectively. With the recommended methodology, MEGlobal may restore the appropriate working environment in the organization. References Budd, W. (2004). Employment with a Human Face: Balancing Efficiency, Equity, and Voice. New York: Cornell University Press. Dr. Hayes, J. (2012). MEGlobal: A case for culture. Gulf University for Science and Technology. Fiona, E. & Alan, G. (2005). "HRM practice and employee attitudes: different measures – different results", Personnel Review, 5 (534 – 549). Tompkins, R. (2005). Organization Theory and Public Management. NY: Wadsworth. Read More