Gbs6040 Human Resource Management
GSBS6040
Human Resource Management Trimester 1
Module Discussions
Table of content
MODULE 5 - Job Analysis and Job Design
1. Peetz et al (2003) ‘Race Against Time: Extended Hours in Australia’ Australian Bulletin of Labour, Vol. 29 (2).
1. Discuss the effects of corporate culture, strategy and industrial relations on job design.
The effect of corporate culture within an organization is one the most delicate principle that has to be studied internally and externally, when implementing a change in job design of corporation.
It was strongly mentioned that the staff had to start multitasking by more workload to be added. The external factor they have overseen what their competitors have started and numbers have …show more content…
been higher than Yarra Bank. As Bill Armstrong has mentioned we have given the union everything they asked for over the years, and now it’s dog-eat-dog and were hurting (Raymond J. Stone, 2010). Numbers have proven that with the less workload their employees were not performing well, as they knew that the union had always back them up, knowing they will not be fired (Stone, 2010). It is important to have the flexibility with motivation in hand for targets set with reward. For this it is important for upper and middle management to communicate, as this should be done with starting job design that will eventually lead to a final decision to be made.
The strategy for Yarra Bank it should undertake the full job analysis process for information to be collected based on job description, job specification, selection techniques and performance measures (Pg. 152-153 Stone, 2010). This will help the Human Resource department to analyse behaviours that will help them create an effective job design to be presented for the union. It is important for communication to be shared throughout this process and involvement of executive management to be internally involved as well. This will be the time for Yarra Bank to establish a healthy foundation for it to stand strong among other competitors in the market.
What the expectation should be and what should be seen in this process are numbers changing, with performance in place that creates competition for targets to be met. It is significant for communication to remain with the employees and management, alongside quarter reviews to be done that assess their performance.
2. Based on your reading of the Peetz et al (2003) article and your own work experience, should organisations place a ceiling on working hours?
I do believe that all organizations should have a place ceiling. From my past experience I was working at an organization were full time hours were from 7am to 7pm Monday to Friday and Saturday’s that was considered full time. It was very hard on the body mentally and physically, where the team focus was not as efficient. The organization did start to see large number of turnovers and productivity was less do the shortage of staff they were experiencing. This meant more work and pressure was on the remaining employees. It is important for one to work 40 hours a week and have time to recover the regular two days off, for one to be efficient at work the next week. This helps with fewer mistakes to occur and productivity does not fluctuate, as there is constant improvement occurring within the organization.
MODULE 8 – Human Resource Development (HRD) & Career Planning
Activity 1
Short Case Study
Ryan has been working for Southern Districts health professionals, a private company that owns and operates a range of health care facilities, including private country hospitals, respite care facilities, physiotherapy centres and women’s health clinics, for a period of eight years. He works primarily in the catering and delivery areas. Ryan holds no formal tertiary qualifications and works largely as a kitchen hand. Over the years he has been moved from one facility to another, with no place willing to take him on permanently. Ryan’s many supervisors all report problems associated with understanding and recalling of instructions (often tasks that are routinely repeated on a daily or weekly basis), poor attitude towards other staff, and general lack of attention to the task at hand.
During his employment Ryan has received no formal training and each of the facilities to which he has been attached have used on-the-job training and instruction to familiarise him with his responsibilities. The HR manager has decided enough is enough. No one wants to work with Ryan anymore. It is time to address the issue once and for all or begin then process of terminating Ryan’s employment.
1) What do you see as the macro problem(s) in this case?
The macro problem in this case is has to go to the start of him being hired, Ryan has not received formal training to familiarise him with the responsibilities he has. There are additional areas that can be added and seem to be a problem. The problem in Ryan understanding and recalling instructions can go back to the first line were no formal training was involved. It seems to be that he had learned to the best of his knowledge were there was no clear guidance on how the job should be done. In addition his poor attitude towards the staff from the supervisors reporting problems has to do with Ryan not knowing his responsibilities well. Meaning his lack of attention were their was no discipline at the start has resolved in a habit were mistakes are done repetitively. Moreover, the problem cannot be addressed by terminating Ryan. The issue has to be resolved were a meeting is held with Ryan to discuss the issue and to find out the reasons on why he is acting a certain way to staff and reasons why the he is not taking care of tasks accurately.
2) Is on-the-job training appropriate in these circumstances? Why? Why not? Job training is needed in those types circumstances. The reason for training is a formal step-by-step process that helps develop and employee to succeed in their everyday job. This helps to fulfil both sides of the organization that is the employers and employees as they become more efficient and productive if trained well (Management Study Guide, 2013). This helps the employee to be developed for the short and long term goals when promotions are in place. Than one is able to get a clear understanding of the responsibilities that one has how it affects the organization. This will be used as guidance to help follow rules within the company and how to be within the working environment. This will help the organization to benefit in many ways were the improves the morale of employees that helps them get job security and job satisfaction were they start contributing to the daily success of organization (Management Study Guide, 2013). It would be appropriate for on the job training, as he will be guided by doing the job. Where the job routine is repeatedly done throughout the day and in one are that is catering.
3) What type of training would you recommend for Ryan? Why? There are multiple training methods that can be taken for Ryan. However the one that may be suitable is using a systematic approach to train. This training approach would be effective as it recognizes three important areas were Ryan could improve on. First it helps assess the training needs, conduct of the training activity and at last the evaluation of the training activity (Stone, 2011). The assessment will help set the steps of tasks that help overcome organizations objectives and helps determine the performance of the employee. This helps determine were the training needs are most areas that are needed for the employee to start the process. At last it helps for evaluation were helps see were their learning process is, and how Ryan’s behaviour is that will reflect the final results.
References
Training of Employees - Need and Importance of Training. (2013). In Management Study Guide . Retrieved March 14, 2013, from http://www.managementstudyguide.com/training-of-employees.htm
Stone, R. J. (2011). Human Resource Management (7th ed., pp. 348-350). Milton, Australia: John Wiley & Sons.
MODULE 9 – PAY AND REWARDS
Activity 1
Who do you agree with and why? In your answer, relate your opinion to real world executive pay in the context of the global financial crisis.
There are certainly many ways to address on the issue how the CEOs are paid. It is often a discussion that has two side of the story. Those sides one do agree that they are overpaid and others seem that it is a fair pay. While many believe there are little consequences put in place when they fail while others believe it is luck and no consequence should be held. Main issue that is in argument is how should CEOs be paid accordingly. At this point take a look at the wealthy market were and who are running the show. It seems like great powers are extensively dominating don’t you think? As Steven N. Kaplan has mentioned that technology is what drives the pay to be extensive that allows for certain large pays to be in place. Where mast majority of the pay was driven by technology, as it is the mass majority of todays markets that operates in every business even in out everyday lives.
It is important to analyse the type of upper hand that the CEOs do hold within a company as the board of directors try voting best of the best. It seems that the pay is justified on how big the company is, where there is not a cap limit on how much they get paid. As Eric Hosken has mentioned it is the amount of value that they will create to the organization to accumulate top profit. There are advantages and disadvantages that play within the company if it were to place a cap on CEOs. It is most definite that their wont be top value put in the organization, as there would be less top CEOs who are willing to accept that sort of position. This means there is always a price to be paid on both ends of the spectrum were less experienced CEOs are willing to take the position, however the results may be well on the other hand may not be as successful.
At last this is what I see is fair pay. It is important to look internally on how pay is addresses within an organization at all levels. Together a conclusion can be drawn that pay should be based on performance. This is one of the most effective ways to have employees within an organization to perform effectively with top value work and positive outcomes. From personal experience in jobs it was based on performance and uniqueness in using effective method for increasing profit and type of attitude one had mattered. Attitude leads to how one will perform weather value will be added to the company or it will not. CEOs should be paid on how well they perform for the company weather there is increase in profit from 0.5% or 100% they will be paid on what they bring to the organization. With that said, pay is rewarded with hard work. The reason why I believe this would be most fair, as it will promote performance throughout the whole organization that will establish a stronger platform for the organization. Where pay is determined by performance that is justified by their attitude on how well they will bring value to the organization.
References
Koplan, S. N. (2008, August). Perspectives . In Academy of Management . Retrieved April 9, 2013, from http://amp.aom.org/content/22/3/28.extract# Hosken, E. (2012, June 18). Hosken: Are CEOs Overpaid?. In CNBC. Retrieved April 9, 2013, from http://www.cnbc.com/id/47860023
MODULE 10 - Managing Labour Relations
Activity 1
It is important to understand the foundation of managing industrial relations in order to manage it effectively. It is about finding the right balance and having motivation and key measure of success for business (Stone, 2011). The key consideration of balance must have specific areas with life of the employees. This means it is important to have a work balance with amount hours they are given to work, as diversity is the needs of the employee. Further the market and the amount to pay the employee does comply with the industrial relation framework (Stone, 2011). This will help to determine what is equal treatment within a company.
I do disagree with to certain extent with the CEO. The reason is that many often times the minimum wage earner can be trained to have the same skills as an educated person. However, I do believe it depends greatly on the person and how knowledgeable they are about the business with great work ethics is what will help grow the company. The views of a minimum wage earner are seen as unskilled workers. This means they are seen not to have the same knowledge as an educated person who is seen as a skilled worker. Unskilled labour are seen or said to have little barging power that has a negative effect on their earnings and more so when they are not part of a union (Stone, 2011). Unskilled workers are seen to be unstable with their employment were they are not preferred by employers. For higher paid potions they will more likely to get a skilled worker to do the job who has the proven education that will be given the higher pay. From a global perspective it is seen that they do have less job mobility both domestically and internationally (Stone, 2011). As for the skilled workers it does not matter if the unions is next to the or not they do not feel the change. They do tend to be more stable in their job were they show a commitment that they have got the education and want to pursue their career job. They do use the knowledge that they have as an asset in hand for them to use it as bargaining power (Stone, 2011). However, the viewpoint of skilled and unskilled workers is large debate among all market industries.
I do not believe that all those viewpoints are valid based on personal experience from what I have seen the years of experience. I do believe that ones with education it is perceived that they are committed to what they want to do. In addition they both do hold bargaining power it just depends on what type skill they are strong at within the industry. As for the debate over minimum wages I do believe that the CEO is more greedy than the ones asking for an increase in wage. It is important to be equal were it rather seems that the ones that are paid minimum wage are living pay cheaque to pay cheaque. Moreover, a debate can be held for the CEO’s if they are being overpaid in the organization and that can be the reason for employees resulting to be paid at minimum wage.
Reference
Stone, R. J. (2011). Human Resource Management (7th ed., pp. 547-554). Milton, Australia: John Wiley & Sons.
MODULE 11 - Occupational Health & Safety (OH&S)
Activity 1
Read the ‘Letter to the Editor – Stressed Out’ on p.658 of Stone. With reference to the theory of stress outlined in Stone, pg. 656-660. Answer the following questions:
1) What are the key factors causing the employees stress?
There are multiple factors that are causing the employees to stress in the work place the first one that can be identified is stress. It seems that the top companies do not disclose in anyway on how they help their employees to manage their health and safety within the workplace. There seems to be no balance between work and their personal lives. Alongside not feeling secure within the workplace adds more to the stress with the payments that have to be done end the month. It seems that employees now a day are living month to month not knowing what will happen with their job. With the major organizations merging together under one umbrella changes their responsibilities with added stress added. Moreover, when employees are not free to speak their mind and being scared if they do so, that may lead to not getting the shifts they need is another situation that adds on to their stress. Pressure is another form of added stress with the long hours that are expected to be put in, as it is required by the organization. These causses employees to be less productive that does lead to mistakes happen more frequent and efficiency tends to drop. This overall increase the stress on management were they are not able to make positive decisions.
2) What do you think the employee should do to alleviate the stress?
The employee has many options that can help for them to manage stress.
This can help them to cope better with the environment they are in. When the employee does not control the stress it can cause them to breakdown and be exhausted. It is important to have a balance between work and their personal life this is one of the major challenges. At first the employee should learn how to relax using what is called the ‘switch off’ by relieving tension using such techniques listening to music, yoga and deep breathing techniques (Stone, 2011). It is important to have diet in place that is healthy including exercising regularly this helps keep you in shape and looking younger. It was proven by research that organizations that introduce worksite health programs have reduced levels of absenteeism, labour turnover and workers compensation claims (Stone, 2011). Moreover, to cope within the environment of the workplace it is important to speak about how you feel that helps release the frustration one may have. It is important to plan your activities at same time setting goals were you want to be at work and in your personal
life.
3) What is your experience of stress in the workplace? What stresses you out? How do you deal with it?
I had an experience in workplace that was very stressful in term of the hours. It was a requirement that full time hours from Monday to Friday one would work for 7am to 7pm, anything less than that would be considered part time. This was difficult as I had started my MBA were their was simply no balance with work and my own personal life. I was stressed all the time that caused me to be frustrated at home and at work would keep it bottled up inside. It did come to a point in time were I needed to speak to management about the long hours and how it was affecting my school and social life outside of work. I did end up speaking with my manager at the time about what was stressing me out and if there was anyway they were able to help out. After the meeting they were not able to do anything, as this was the policy of full time workers while being part time will not get you promoted. This became stressful as any household bills need to be paid so I did decide to resign from the workplace.
Reference
Stone, R. J. (2011). Human Resource Management (7th ed., pp. 658- 660). Milton, Australia: John Wiley & Sons.
MODULE 12 – Assessing HRM Effectiveness
Core Activity
Read the case study ‘The HR audit at Sunstar Manufacturing’ in Stone, pg. 808.
1) Who do you agree with? Why?
I do definitely agree with Belinda as she holds many valid points within the research she did conduct within the organization. It is important that employees are treated equally within a work place. This means you cannot pick and choose who you wish to fire weather they are obese or they smoke, and if they do get sick. As Belinda had said this doesn’t mean they are not a productive employee (Stone, 2011). If they do start eliminating people from the organization cause of weight or if they do smoke it is considered to be discrimination. There are ways for the organization to overcome this and start to offer healthy snack choices within their company. It was proven by research that organizations that introduce worksite health programs have reduced levels of absenteeism, labour turnover and workers compensation claims (Stone, 2011). This can be a possibility to promote healthy life style within the organization that will not break the rule of being equal and will not cause discrimination against the employees that are overweight and do smoke.
2) Should audits of HR activities cover the physical attributes and personal habits of employees?
It is definitely important and part of Human Resource to keep track of physical attributes and personal habits of employees within the organization. This plays a role within the company that is part of Occupational Health and Safety of its employees. It will help keep accurate information on how it may be affecting the employee’s productivity level in the company. It is important to research both ends of the company for the people who are smokers and nonsmokers if there is statistics that shows grater proof were costs shown and excess time taken off. This will help identify both ends of the spectrum and not to discriminate against certain group were it would show an overall scope of the employee’s productivity.
It is important for the employees to be productive in the organization for the company to compete effectively among other competitors in the market. Further they should continue to with the research and treat both equally based on how effective they are in the organization. Just like any company they should be able to work with their employees to help them to be more productive. This can be done through training sessions individually or as a group. Most important they should be given a chance as smokers, nonsmokers and overweight employees should not be looked at differently within the organization.
Reference
Stone, R. J. (2011). Human Resource Management (7th ed., pp. 808- 809). Milton, Australia: John Wiley & Sons.
Human Resource Management Trimester 1
Module Discussions
Table of content
MODULE 5 - Job Analysis and Job Design
1. Peetz et al (2003) ‘Race Against Time: Extended Hours in Australia’ Australian Bulletin of Labour, Vol. 29 (2).
1. Discuss the effects of corporate culture, strategy and industrial relations on job design.
The effect of corporate culture within an organization is one the most delicate principle that has to be studied internally and externally, when implementing a change in job design of corporation.
It was strongly mentioned that the staff had to start multitasking by more workload to be added. The external factor they have overseen what their competitors have started and numbers have …show more content…
been higher than Yarra Bank. As Bill Armstrong has mentioned we have given the union everything they asked for over the years, and now it’s dog-eat-dog and were hurting (Raymond J. Stone, 2010). Numbers have proven that with the less workload their employees were not performing well, as they knew that the union had always back them up, knowing they will not be fired (Stone, 2010). It is important to have the flexibility with motivation in hand for targets set with reward. For this it is important for upper and middle management to communicate, as this should be done with starting job design that will eventually lead to a final decision to be made.
The strategy for Yarra Bank it should undertake the full job analysis process for information to be collected based on job description, job specification, selection techniques and performance measures (Pg. 152-153 Stone, 2010). This will help the Human Resource department to analyse behaviours that will help them create an effective job design to be presented for the union. It is important for communication to be shared throughout this process and involvement of executive management to be internally involved as well. This will be the time for Yarra Bank to establish a healthy foundation for it to stand strong among other competitors in the market.
What the expectation should be and what should be seen in this process are numbers changing, with performance in place that creates competition for targets to be met. It is significant for communication to remain with the employees and management, alongside quarter reviews to be done that assess their performance.
2. Based on your reading of the Peetz et al (2003) article and your own work experience, should organisations place a ceiling on working hours?
I do believe that all organizations should have a place ceiling. From my past experience I was working at an organization were full time hours were from 7am to 7pm Monday to Friday and Saturday’s that was considered full time. It was very hard on the body mentally and physically, where the team focus was not as efficient. The organization did start to see large number of turnovers and productivity was less do the shortage of staff they were experiencing. This meant more work and pressure was on the remaining employees. It is important for one to work 40 hours a week and have time to recover the regular two days off, for one to be efficient at work the next week. This helps with fewer mistakes to occur and productivity does not fluctuate, as there is constant improvement occurring within the organization.
MODULE 8 – Human Resource Development (HRD) & Career Planning
Activity 1
Short Case Study
Ryan has been working for Southern Districts health professionals, a private company that owns and operates a range of health care facilities, including private country hospitals, respite care facilities, physiotherapy centres and women’s health clinics, for a period of eight years. He works primarily in the catering and delivery areas. Ryan holds no formal tertiary qualifications and works largely as a kitchen hand. Over the years he has been moved from one facility to another, with no place willing to take him on permanently. Ryan’s many supervisors all report problems associated with understanding and recalling of instructions (often tasks that are routinely repeated on a daily or weekly basis), poor attitude towards other staff, and general lack of attention to the task at hand.
During his employment Ryan has received no formal training and each of the facilities to which he has been attached have used on-the-job training and instruction to familiarise him with his responsibilities. The HR manager has decided enough is enough. No one wants to work with Ryan anymore. It is time to address the issue once and for all or begin then process of terminating Ryan’s employment.
1) What do you see as the macro problem(s) in this case?
The macro problem in this case is has to go to the start of him being hired, Ryan has not received formal training to familiarise him with the responsibilities he has. There are additional areas that can be added and seem to be a problem. The problem in Ryan understanding and recalling instructions can go back to the first line were no formal training was involved. It seems to be that he had learned to the best of his knowledge were there was no clear guidance on how the job should be done. In addition his poor attitude towards the staff from the supervisors reporting problems has to do with Ryan not knowing his responsibilities well. Meaning his lack of attention were their was no discipline at the start has resolved in a habit were mistakes are done repetitively. Moreover, the problem cannot be addressed by terminating Ryan. The issue has to be resolved were a meeting is held with Ryan to discuss the issue and to find out the reasons on why he is acting a certain way to staff and reasons why the he is not taking care of tasks accurately.
2) Is on-the-job training appropriate in these circumstances? Why? Why not? Job training is needed in those types circumstances. The reason for training is a formal step-by-step process that helps develop and employee to succeed in their everyday job. This helps to fulfil both sides of the organization that is the employers and employees as they become more efficient and productive if trained well (Management Study Guide, 2013). This helps the employee to be developed for the short and long term goals when promotions are in place. Than one is able to get a clear understanding of the responsibilities that one has how it affects the organization. This will be used as guidance to help follow rules within the company and how to be within the working environment. This will help the organization to benefit in many ways were the improves the morale of employees that helps them get job security and job satisfaction were they start contributing to the daily success of organization (Management Study Guide, 2013). It would be appropriate for on the job training, as he will be guided by doing the job. Where the job routine is repeatedly done throughout the day and in one are that is catering.
3) What type of training would you recommend for Ryan? Why? There are multiple training methods that can be taken for Ryan. However the one that may be suitable is using a systematic approach to train. This training approach would be effective as it recognizes three important areas were Ryan could improve on. First it helps assess the training needs, conduct of the training activity and at last the evaluation of the training activity (Stone, 2011). The assessment will help set the steps of tasks that help overcome organizations objectives and helps determine the performance of the employee. This helps determine were the training needs are most areas that are needed for the employee to start the process. At last it helps for evaluation were helps see were their learning process is, and how Ryan’s behaviour is that will reflect the final results.
References
Training of Employees - Need and Importance of Training. (2013). In Management Study Guide . Retrieved March 14, 2013, from http://www.managementstudyguide.com/training-of-employees.htm
Stone, R. J. (2011). Human Resource Management (7th ed., pp. 348-350). Milton, Australia: John Wiley & Sons.
MODULE 9 – PAY AND REWARDS
Activity 1
Who do you agree with and why? In your answer, relate your opinion to real world executive pay in the context of the global financial crisis.
There are certainly many ways to address on the issue how the CEOs are paid. It is often a discussion that has two side of the story. Those sides one do agree that they are overpaid and others seem that it is a fair pay. While many believe there are little consequences put in place when they fail while others believe it is luck and no consequence should be held. Main issue that is in argument is how should CEOs be paid accordingly. At this point take a look at the wealthy market were and who are running the show. It seems like great powers are extensively dominating don’t you think? As Steven N. Kaplan has mentioned that technology is what drives the pay to be extensive that allows for certain large pays to be in place. Where mast majority of the pay was driven by technology, as it is the mass majority of todays markets that operates in every business even in out everyday lives.
It is important to analyse the type of upper hand that the CEOs do hold within a company as the board of directors try voting best of the best. It seems that the pay is justified on how big the company is, where there is not a cap limit on how much they get paid. As Eric Hosken has mentioned it is the amount of value that they will create to the organization to accumulate top profit. There are advantages and disadvantages that play within the company if it were to place a cap on CEOs. It is most definite that their wont be top value put in the organization, as there would be less top CEOs who are willing to accept that sort of position. This means there is always a price to be paid on both ends of the spectrum were less experienced CEOs are willing to take the position, however the results may be well on the other hand may not be as successful.
At last this is what I see is fair pay. It is important to look internally on how pay is addresses within an organization at all levels. Together a conclusion can be drawn that pay should be based on performance. This is one of the most effective ways to have employees within an organization to perform effectively with top value work and positive outcomes. From personal experience in jobs it was based on performance and uniqueness in using effective method for increasing profit and type of attitude one had mattered. Attitude leads to how one will perform weather value will be added to the company or it will not. CEOs should be paid on how well they perform for the company weather there is increase in profit from 0.5% or 100% they will be paid on what they bring to the organization. With that said, pay is rewarded with hard work. The reason why I believe this would be most fair, as it will promote performance throughout the whole organization that will establish a stronger platform for the organization. Where pay is determined by performance that is justified by their attitude on how well they will bring value to the organization.
References
Koplan, S. N. (2008, August). Perspectives . In Academy of Management . Retrieved April 9, 2013, from http://amp.aom.org/content/22/3/28.extract# Hosken, E. (2012, June 18). Hosken: Are CEOs Overpaid?. In CNBC. Retrieved April 9, 2013, from http://www.cnbc.com/id/47860023
MODULE 10 - Managing Labour Relations
Activity 1
It is important to understand the foundation of managing industrial relations in order to manage it effectively. It is about finding the right balance and having motivation and key measure of success for business (Stone, 2011). The key consideration of balance must have specific areas with life of the employees. This means it is important to have a work balance with amount hours they are given to work, as diversity is the needs of the employee. Further the market and the amount to pay the employee does comply with the industrial relation framework (Stone, 2011). This will help to determine what is equal treatment within a company.
I do disagree with to certain extent with the CEO. The reason is that many often times the minimum wage earner can be trained to have the same skills as an educated person. However, I do believe it depends greatly on the person and how knowledgeable they are about the business with great work ethics is what will help grow the company. The views of a minimum wage earner are seen as unskilled workers. This means they are seen not to have the same knowledge as an educated person who is seen as a skilled worker. Unskilled labour are seen or said to have little barging power that has a negative effect on their earnings and more so when they are not part of a union (Stone, 2011). Unskilled workers are seen to be unstable with their employment were they are not preferred by employers. For higher paid potions they will more likely to get a skilled worker to do the job who has the proven education that will be given the higher pay. From a global perspective it is seen that they do have less job mobility both domestically and internationally (Stone, 2011). As for the skilled workers it does not matter if the unions is next to the or not they do not feel the change. They do tend to be more stable in their job were they show a commitment that they have got the education and want to pursue their career job. They do use the knowledge that they have as an asset in hand for them to use it as bargaining power (Stone, 2011). However, the viewpoint of skilled and unskilled workers is large debate among all market industries.
I do not believe that all those viewpoints are valid based on personal experience from what I have seen the years of experience. I do believe that ones with education it is perceived that they are committed to what they want to do. In addition they both do hold bargaining power it just depends on what type skill they are strong at within the industry. As for the debate over minimum wages I do believe that the CEO is more greedy than the ones asking for an increase in wage. It is important to be equal were it rather seems that the ones that are paid minimum wage are living pay cheaque to pay cheaque. Moreover, a debate can be held for the CEO’s if they are being overpaid in the organization and that can be the reason for employees resulting to be paid at minimum wage.
Reference
Stone, R. J. (2011). Human Resource Management (7th ed., pp. 547-554). Milton, Australia: John Wiley & Sons.
MODULE 11 - Occupational Health & Safety (OH&S)
Activity 1
Read the ‘Letter to the Editor – Stressed Out’ on p.658 of Stone. With reference to the theory of stress outlined in Stone, pg. 656-660. Answer the following questions:
1) What are the key factors causing the employees stress?
There are multiple factors that are causing the employees to stress in the work place the first one that can be identified is stress. It seems that the top companies do not disclose in anyway on how they help their employees to manage their health and safety within the workplace. There seems to be no balance between work and their personal lives. Alongside not feeling secure within the workplace adds more to the stress with the payments that have to be done end the month. It seems that employees now a day are living month to month not knowing what will happen with their job. With the major organizations merging together under one umbrella changes their responsibilities with added stress added. Moreover, when employees are not free to speak their mind and being scared if they do so, that may lead to not getting the shifts they need is another situation that adds on to their stress. Pressure is another form of added stress with the long hours that are expected to be put in, as it is required by the organization. These causses employees to be less productive that does lead to mistakes happen more frequent and efficiency tends to drop. This overall increase the stress on management were they are not able to make positive decisions.
2) What do you think the employee should do to alleviate the stress?
The employee has many options that can help for them to manage stress.
This can help them to cope better with the environment they are in. When the employee does not control the stress it can cause them to breakdown and be exhausted. It is important to have a balance between work and their personal life this is one of the major challenges. At first the employee should learn how to relax using what is called the ‘switch off’ by relieving tension using such techniques listening to music, yoga and deep breathing techniques (Stone, 2011). It is important to have diet in place that is healthy including exercising regularly this helps keep you in shape and looking younger. It was proven by research that organizations that introduce worksite health programs have reduced levels of absenteeism, labour turnover and workers compensation claims (Stone, 2011). Moreover, to cope within the environment of the workplace it is important to speak about how you feel that helps release the frustration one may have. It is important to plan your activities at same time setting goals were you want to be at work and in your personal
life.
3) What is your experience of stress in the workplace? What stresses you out? How do you deal with it?
I had an experience in workplace that was very stressful in term of the hours. It was a requirement that full time hours from Monday to Friday one would work for 7am to 7pm, anything less than that would be considered part time. This was difficult as I had started my MBA were their was simply no balance with work and my own personal life. I was stressed all the time that caused me to be frustrated at home and at work would keep it bottled up inside. It did come to a point in time were I needed to speak to management about the long hours and how it was affecting my school and social life outside of work. I did end up speaking with my manager at the time about what was stressing me out and if there was anyway they were able to help out. After the meeting they were not able to do anything, as this was the policy of full time workers while being part time will not get you promoted. This became stressful as any household bills need to be paid so I did decide to resign from the workplace.
Reference
Stone, R. J. (2011). Human Resource Management (7th ed., pp. 658- 660). Milton, Australia: John Wiley & Sons.
MODULE 12 – Assessing HRM Effectiveness
Core Activity
Read the case study ‘The HR audit at Sunstar Manufacturing’ in Stone, pg. 808.
1) Who do you agree with? Why?
I do definitely agree with Belinda as she holds many valid points within the research she did conduct within the organization. It is important that employees are treated equally within a work place. This means you cannot pick and choose who you wish to fire weather they are obese or they smoke, and if they do get sick. As Belinda had said this doesn’t mean they are not a productive employee (Stone, 2011). If they do start eliminating people from the organization cause of weight or if they do smoke it is considered to be discrimination. There are ways for the organization to overcome this and start to offer healthy snack choices within their company. It was proven by research that organizations that introduce worksite health programs have reduced levels of absenteeism, labour turnover and workers compensation claims (Stone, 2011). This can be a possibility to promote healthy life style within the organization that will not break the rule of being equal and will not cause discrimination against the employees that are overweight and do smoke.
2) Should audits of HR activities cover the physical attributes and personal habits of employees?
It is definitely important and part of Human Resource to keep track of physical attributes and personal habits of employees within the organization. This plays a role within the company that is part of Occupational Health and Safety of its employees. It will help keep accurate information on how it may be affecting the employee’s productivity level in the company. It is important to research both ends of the company for the people who are smokers and nonsmokers if there is statistics that shows grater proof were costs shown and excess time taken off. This will help identify both ends of the spectrum and not to discriminate against certain group were it would show an overall scope of the employee’s productivity.
It is important for the employees to be productive in the organization for the company to compete effectively among other competitors in the market. Further they should continue to with the research and treat both equally based on how effective they are in the organization. Just like any company they should be able to work with their employees to help them to be more productive. This can be done through training sessions individually or as a group. Most important they should be given a chance as smokers, nonsmokers and overweight employees should not be looked at differently within the organization.
Reference
Stone, R. J. (2011). Human Resource Management (7th ed., pp. 808- 809). Milton, Australia: John Wiley & Sons.