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New Workplace Practices in the Company

Discuss about the Planning and Managing Human Resources.

At workplaces, all individuals have certain relationships. There are kinds of relationships ranging from good or bad. Relationships occur in different dominions either employee and employer or co-workers. Each party is required to implement a healthy relationship to achieve optimum performance. Organizations have a task to boost and retain the potential of their personnel. The morale and performance of a worker will impact either positively or negatively depending on the state of the working environment. Firms which accommodate new programs that address lifestyle changes such as health and fitness and recreation time are more attractive to employees (Mahajan, 2014). Implementing certain practices such as commissions based on performance, agreements on employment security also culminate in boosting motivation of workers. Also, employees need to be enlightened on new productive skills and technology required for their tasks. Personnel in an organization's leadership is preferred to be transformational which positively impacts on workers view of organizations reputation. On the other hand, transactional leaders are more likely to influence staff negatively since they do not involve them in decision making.

The manager's style of functioning drives towards an efficient operation of a firm (Alan Cowling, 2013). The work practices implemented by the new yard manager complements one another in various ways. The condition of the manager being a transformational leader has enabled the drivers to take part in decision making. Drivers can shoulder responsibility thus giving the best services. This ability to provide sufficient authority to employees depicts that the labor force can do their work efficiently. The newly appointed manager preferred to find out the causes of the problems in the company rather than blaming the workers. The manager engaged in talking to drivers and their union's representatives as a method to address problems.  The teamwork portrayed by the manager provides a warm relationship between workers at the workplace (Sparrow, Brewster & Chung, 2016). The predecessor manager act of being very autocratic dictating what to be done and yelling at workers had a negative impact on employees as well as the reputation of the company. Training of drivers on technical level and customer care service has led to more reliable and productive working environment. Involvement of drivers in this training has further enhanced a warm relationship at the workplace. Better occupational health and safety practices implemented by the new management also positively motivated drivers. The managers’ ability to treat drivers as professionals have developed the attitude of loyalty and trust among drivers. The sense of respect is restored once grievances of drivers are adhered to. The collective gaining from the renovation of trucks and new uniforms has made drivers realize their benefits and therefore enhancing a positive respond to their superiors (Stephen Bach, 2013). The information sharing between the drivers and the manager about the performance of the yard gave the workers a level comparison to better their performance. Moreover, they gain insight and sense of ownership towards the firm.

Risks Sustaining to Changes in the Organization

Any change in a firm may have effects at various levels of running it. Changing of a managerial position in an organization, therefore, may result in a strain in sustaining the current running of a company. In an instance where the truck company is changing the manager, the employees may respond with resistance. Employees are likely resisting this kind of change since they were comfortable with the current manager. The drivers for instance in this truck company know their expectations and their role in the enterprise (Armstrong & Taylor, 2014). Changing of the manager may disrupt their familiarity thus making them upset. The monotonous of relearning their jobs or the shift in the order of how they do their services heightens their resistance. Lack of communication on either changing a manager or the owner causes rumors and fear in the workplace (Alan Cowling, 2013). This kind of challenge affects the warm relationship of drivers since their job security is in jeopardy in case of downsizing or merging of the firm to another. Change of a manager may reduce the flow of news whether positive or negative to the employees. This kind of practice will bring uncertainty to the drivers and disrupts the smooth working conditions. Drivers also feel as if they are not considered in the decision making of their workplace.  Lack of consensus in the moment of change of ownership or a manager in a firm affects the running of the company. In case the manager and George in the truck company are moving on the business will suffer dissension. The drivers have to be involved in the implementation of changing the manager or the ownership for an effective transition without affecting the current running of the company. The truck company may lack a step by step planning which will influence the current working practice when  George and the manager move on. The company is more likely to fall apart if the incoming management does not understand the transition (William J. Rothwell, 2003). Assigning of duties during the transition may be challenging and hence require a proper planning to avoid the failure routine of the company. This change also requires planning of compatibility of the current management system and the new one to avoid confusion and inefficiency in the firm. It is, therefore, crucial to have drivers involved to gain insight on how changes will occur. Change of the manager in the truck company may expose it to a new manager how fails to motivate the employees. Lack of motivation to the drivers of the business may lead to reduced services. The company may also lose its reputation in this kind of scenario. There is a risk of having a manager who confronts his owner or owner who confronts his manager. This lack of mutual respect between both parties hence conflict which undermines the running of the company (Scott A. Snell, 2015). The truck company is at risk to have team conflicts since the leadership is on conflicts.

Engagement of Blue Collar Union in the Workplace

Unions have a crucial role in making sure the work ethics of a particular group are observed. The blue collar unions such as the truck workers unions have a more relatively engaged in workplace changes than the public sector unions. The private areas are more specific to a particular concern of a particular group of workers making them have more impact than the public union sector. For instance, the private unions play a role in preparing the job security agreements for a particular group in the blue collar labor force which could not be captured in the public unions (Brewster, Mayrhofer & Morley, 2016). The small sizes of the transport workers union have a better management giving them an advantage of speed in reaction to the needs of the employees. Public unions suffer from bureaucracies due to their large sizes making them less ineffective. Public unions are prone to be biased by the political ideologies thus jeopardizing the service of their workers. There is the objection of collective bargaining in public unions since the government's authorities find a way in manipulating decision making of the union (Kamoche, 2014). Private unions are led by members in the same level of labor force giving them immune to malicious individuals towards achieving the goals of the union. Transport workers unions build an engaging culture in the workplace and make employees act as company advocates and recruit talents. This makes them involved and absorbed in the particular industry since of mutual interest between organization and workers (Morley, Heraty & Michailova, 2016). Compensation for overtime is adequately addressed in a private blue collar union since the rates fluctuate in various job industries. The public union’s sense of generalization does not fully engage in fulfillment in the changes in the workplace. An increase of wages is the primary objective of every workers union (Kamoche, 2014). Transport workers union apart from addressing the increase of wages it has improved in the health and fitness of it workers. This kind of engagement gives it a clear distinction from the public union.

Conclusion

An organization's achievement of its objective cumulatively lies in its work practices. Effective communication both between workers and employees unions brings forth clear guidance on activities to be carried out. Good job ethics and practical managerial skills give a company a good reputation (Leiyu Shi, 2010). Employees are involved in decision making thus delegating responsibilities throughout all structures of an organization. The involvement of workers in transitioning of a firm aids in the retaining the running of the firm (Stephen Bach, 2013). This kind of practice prevents confusion, panic, and resistance of change among workers in a given company. Union workers are bound to benefit from their unions through wages rise, collective bargaining and job security. Transport workers union as a private union depicts that it has more engagement in workplace changes than the public union. The specification with a particular group of workers gives it a comparative advantage (Purce, 2014).

References

Alan, C., & Chloe, M. (2013). Managing Human Resources. Abingdon: Routledge.

Armstrong, M., & Taylor, S. (2014). Armstrong's handbook of human resource management practice. Kogan Page Publishers.

Brewster, C., Mayrhofer, W., & Morley, M. (Eds.). (2016). New Challenges for European Resource Management. Springer.

Kamoche, K. N. (2014). Managing Human Resources in Africa. ‎: ‎Abingdon-on-Thames: Psychology Press.

Leiyu Shi, P. J. (2010). Managing Human Resources in Health Care Organizations. Burlington: Jones & Bartlett Publishers,.

Mahajan, J. (2014). Managing Human Resources. Delhi: Vikas Publishing House.

Morley, M. J., Heraty, N., & Michailova, S. (Eds.). (2016). Managing human resources in Central and Eastern Europe. Routledge.

Purce, J. (2014). The impact of corporate strategy on human resource management. New Perspectives on Human Resource Management (Routledge Revivals), 67.

Scott A. Snell, S. S. (2015). Managing Human Resources. Boston: Cengage Learning.

Sparrow, P., Brewster, C., & Chung, C. (2016). Globalizing human resource management. Routledge.

Stephen Bach, M. R. (2013). Managing Human Resources: Human Resource Management in Transition. Hoboken: John Wiley & Sons.

William J. Rothwell, H. C. (2003). Planning and Managing Human Resources: Strategic Planning for Human Resources Management. New Dehli: Human Resource Development.

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