Human resource department of any organization needs to be strong enough so that they are able to handle the employees well during the time of crisis as well as in the normal times (Armstrong & Taylor, 2014). If the human resource manager is efficient enough then it will help in prevailing a healthy and peaceful atmosphere at the workplace (Sparrow, Brewster & Chung, 2016). The employees will be happy working in the organization and the works will be satisfied in the organization (Storey, 2014). Once the workers will be given a better environment to work, they will be more creative and productive in their work (Purce, 2014).
The case study of Top Trucking Company that talks about the Constructive Relations will help in throwing light o the better workplace practices that should be prevalent in an organization. There has been a change in the yard manager and the situation before and after the change will be studied in the report. The report will shed light on the fact that the employees need proper supervision as well as freedom so that they can work freely in the organization.
The behaviour and actions of the employees that are prevalent in the workplace can be defined as the workplace practice (Renwick, Redman & Maguire, 2013). As per Budhwar & Debrah, (2013), if the workplace practice is good, the employees will be happy and satisfied in the organization. They would work hard and in turn help in raising the productivity of the organization (Alfes et al., 2013). If there is proper communication among the employees, they will be able to learn well and positive work culture will prevail among the employees (Armstrong & Taylor, 2017).
The main difference between the new yard manger and the previous yard manager is the way of handling the employees. When on one hand, the previous yard manager was only keen on getting the job done; the new manager is keen on making the employees learn and work together. The new manager has been able to implement a communicative environment in the workplace. As a result, the employees will be able to communicate well among each other and that will in turn help in the building a bond between the employees (Wilton, 2016).
To give rise to a healthy workplace practice, the new yard manager has implemented the following practices in the workplace:
The new yard manager knows that he employees will be able to work in a better manner only when they will be given a safe and healthy environment to work in. The person has looked into every possible aspects that will help the employees to work properly. The ventilation has been changed. The workplace is now more airy with better light. A special cell has been created to look after the mental health of the employees. Thus, if any of the employees is not happy with something or someone, they can contact the cell. The issues of the employees will be resolved at once by the organization (Kramar, 2014).
The employees feel free in the organization once they are given little amount of freedom in the workplace (Marler & Fisher, 2013). None of the employees likes to be treated as children (Parboteeah, Seriki & Hoegl, 2014). The new yard manager looked after the issue of employee autonomy as well. The employees are no given the autonomy to take decisions while carrying out their work. They are being involved in taking the big decisions in the organization. Even though the final decision is being taken by the yard manager but the employees are always invited to give their opinion. If any of the opinions of the employees sound fruitful then the opinion is being put to use by the manager (Jabbour et al., 2013).
The problems of the employees in the workplace are always being heard with proper detail (Messersmith & Wales, 2013). None of the employees are blamed without knowing the cause of the problems. The new yard manager goes to the root cause of any issue and then takes the call. He do not rely on one person or one incident to decide the cause of the issue. The employees are always empowered by giving them proper training in the organization (Armstrong & Taylor, 2014). If the employees need to know anything new that will help them to compete well in the external market, the yard manager takes care of that and makes sure that the employees get the proper knowledge (Sparrow, Brewster & Chung, 2016). The new yard manager is always ready for any training and development programs that will help the employees to develop the skills.
The manager of an organization is hugely responsible for handling the employees (Storey, 2014). Even though the employees have their own area of expertise, a manager is needed to supervise whether the employees are working properly in the organization (Purce, 2014). If George or the yard manager moves on then there is chance that Top Trucking Company can face the following risks:
The expertise of the workers is not the only thing that helps an organization to perform (Renwick, Redman & Maguire, 2013). At times, the ways the employees perform are being hugely dependent on the way they are being handled (Budhwar & Debrah, 2013). If the manager moves on then there will be nobody to supervise in the organization. The employees will be confused regarding whom to report, as they will be without a manager (Alfes et al., 2013). It will take time in settling down in the new environment, which will in turn hamper the productivity of the organization (Armstrong & Taylor, 2017).
Trade union is one such department that helps in maintaining a proper relation between the employees and the managers (Wilton, 2016). At times, the managers might not be able accept the demands of the employees (Marler & Fisher, 2013). The trade union comes to play in those situations. It helps in maintaining a harmony the manager and the employees by coming to a balanced bargain (Kramar, 2014). If George moves on, then the issues of the employees will not be resolved as there will be nobody to settle the issues. Once the issues would not be resolved in the organization, the conflict between the employees will keep on rising.
A manager is needed in the organization who will be able to keep a check on the performance of the employees (Parboteeah, Seriki & Hoegl, 2014). He is the one who decides whether any department or employee needs training. He checks the efficiency level of the employees in the organization along with the efficiency level of the employees of other organizations. If the manger moves on, there will be nobody to supervise the employees and evaluate whether there is any need for training (Jabbour et al., 2013). Eventually, the efficiency of the employees will decrease and they would not be able to perform well (Messersmith & Wales, 2013).
A company without a manager will always call for chaos (Armstrong & Taylor, 2014). The employees will not be happy in the organization as there will be no maintenance. They will be unable to develop their skills and hence they will become less competent than the employees of other organizations will (Sparrow, Brewster & Chung, 2016). They will seek better opportunities in different organizations, which will result in more turnovers (Storey, 2014).
When the tough blue collars unions and the Public or Service Sector Unions are being compared to each other, it has been seen that the tough blue collars unions are more open to changes (Purce, 2014).
As far as the Transport Worker Union of the organization concerned, the appointment the new yard manager have changed a lot in then organization. Hence, it can be said that Blue Collar Unions will be more welcoming to the change as they will be more benefitted. Before the new manager has been appointed, the drivers have been ill-treated. The drivers were being blamed for no reason. As the new yard manager has changed the operation, then issues are now being looked closely. Whenever, there is any issue in the organization, the employees are not being blamed. The change in the yard manger is being is seen to be a good step towards good management and helped in building the Transport Worker Union. They have accepted the change and are now open to more changed in the organizations.
It has been seen that in the beginning there has been some arguments between the new yard manager and the members of the union when he has brought the changes. Thus, it can be said to be the those members belonged from the service union who not ready for any kind of change (Renwick, Redman & Maguire, 2013).
The members from the service union will have to restructure themselves as per the change. The entire organization is becoming better structured and hence, there is a huge need to change as per the need for the change in the organization (Budhwar & Debrah, 2013). The change that has been brought by the new yard manager has benefitted the entire organization (Alfes et al., 2013). Hence, it can be said that the blue collar will help in bringing the change in a better manner than the service unions.
After going through the case study of Top Trucking Company, it can be said that the employees need a manager who will listen to them as well as guide them in every aspect. The old yard manger has always pressurized the employees, the new yard manager along with George will help in bringing the change in the organization. Then employees are given more power and they are given the freedom themselves. The manager of the organization along with George should not move on as it will again result in poor structure of the organization. Finally, the blue collars union should be brought in as they help in brining the changes in a better manner.
Alfes, K., Shantz, A. D., Truss, C., & Soane, E. C. (2013). The link between perceived human resource management practices, engagement and employee behaviour: a moderated mediation model. The international journal of human resource management, 24(2), 330-351.
Armstrong, M., & Taylor, S. (2014). Armstrong's handbook of human resource management practice. Kogan Page Publishers.
Armstrong, M., & Taylor, S. (2017). Armstrong's handbook of human resource management practice. Kogan Page Publishers.
Budhwar, P. S., & Debrah, Y. A. (Eds.). (2013). Human resource management in developing countries. Routledge.
Jabbour, C. J. C., de Sousa Jabbour, A. B. L., Govindan, K., Teixeira, A. A., & de Souza Freitas, W. R. (2013). Environmental management and operational performance in automotive companies in Brazil: the role of human resource management and lean manufacturing. Journal of Cleaner Production, 47, 129-140.
Kramar, R. (2014). Beyond strategic human resource management: is sustainable human resource management the next approach?. The International Journal of Human Resource Management, 25(8), 1069-1089.
Marler, J. H., & Fisher, S. L. (2013). An evidence-based review of e-HRM and strategic human resource management. Human Resource Management Review, 23(1), 18-36.
Messersmith, J. G., & Wales, W. J. (2013). Entrepreneurial orientation and performance in young firms: The role of human resource management. International Small Business Journal, 31(2), 115-136.
Parboteeah, K. P., Seriki, H. T., & Hoegl, M. (2014). Ethnic diversity, corruption and ethical climates in sub-Saharan Africa: Recognizing the significance of human resource management. The International Journal of Human Resource Management, 25(7), 979-1001.
Purce, J. (2014). The impact of corporate strategy on human resource management. New Perspectives on Human Resource Management (Routledge Revivals), 67.
Renwick, D. W., Redman, T., & Maguire, S. (2013). Green human resource management: A review and research agenda. International Journal of Management Reviews, 15(1), 1-14.
Sparrow, P., Brewster, C., & Chung, C. (2016). Globalizing human resource management. Routledge.
Storey, J. (2014). New Perspectives on Human Resource Management (Routledge Revivals). Routledge.
Wilton, N. (2016). An introduction to human resource management. Sage.
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