Workplace Conflict
Introduction:
When it comes to work, no one really wants to do it; however we must, and are motivated by the need for compensation. Where there is compensation involved, there is always going to be differing opinions of what the monetary value of an employee is. We as healthy human beings will tend to think that our contributions should be rewarded handsomely no matter how large or small, but from a company’s perspective, it is just impossible to see and reward everything of value that every employee does. This is why policies are implemented to help keep track of performance and use management that is most familiar with employees in order to reward employees as well as possible and create a happy and productive work environment.
Every person in our society would love to be over-paid and under-worked; however, every company would love to have employees over-worked and under-paid, while still providing an optimum level of production. This provides the base problem of negotiating and makes finding a satisfactory middle-ground being important to increasing production while reducing turnover. It is the role of the human resources professional to enforce the policies set forth by the company while still watching out for the well-being and happiness of the employees. There is a delicate balance to giving the employees what they would like to maintain a productive and happy work environment, and providing compensation that the company deems acceptable.
Conflict
The company is working towards negotiating the employee’s benefits to continue to be Pro Employee and be a union free environment with the possibilities of the Employee Free Choice Act may be passed by the government. The EECA would enable working people to bargain for better benefits, wages and working conditions by restoring workers’ freedom to choose for themselves whether to join a union or not. If the EFCA is enacted, employers desiring to maintain union-free workplaces should promptly consider
When it comes to work, no one really wants to do it; however we must, and are motivated by the need for compensation. Where there is compensation involved, there is always going to be differing opinions of what the monetary value of an employee is. We as healthy human beings will tend to think that our contributions should be rewarded handsomely no matter how large or small, but from a company’s perspective, it is just impossible to see and reward everything of value that every employee does. This is why policies are implemented to help keep track of performance and use management that is most familiar with employees in order to reward employees as well as possible and create a happy and productive work environment.
Every person in our society would love to be over-paid and under-worked; however, every company would love to have employees over-worked and under-paid, while still providing an optimum level of production. This provides the base problem of negotiating and makes finding a satisfactory middle-ground being important to increasing production while reducing turnover. It is the role of the human resources professional to enforce the policies set forth by the company while still watching out for the well-being and happiness of the employees. There is a delicate balance to giving the employees what they would like to maintain a productive and happy work environment, and providing compensation that the company deems acceptable.
Conflict
The company is working towards negotiating the employee’s benefits to continue to be Pro Employee and be a union free environment with the possibilities of the Employee Free Choice Act may be passed by the government. The EECA would enable working people to bargain for better benefits, wages and working conditions by restoring workers’ freedom to choose for themselves whether to join a union or not. If the EFCA is enacted, employers desiring to maintain union-free workplaces should promptly consider
References: Masters, Marick F. and Albright, Robert R. (2001). The Complete Guide to Conflict Resolution in the Workplace. New York, NY: AMACOM.