Just as employees need to take criticism constructively, management needs to do the same. When used constructively, criticism is the strongest building block of improvement.
This brings up another important part of keeping employees happy, which is making sure that they feel secure. Employees need to know that they can come to management with a complaint, or even to blow the whistle on another employee's misconduct, without fear of being fired or punished in some other way. According to Wiscomble (2002) some of the most successful companies in the world, including Fed Ex and TWA have these types of "open door policies" which allow employees to speak with any manager in the company about problems they may be experiencing, instead of just being limited to interactions with their immediate supervisor. This is particularly important when the immediate supervisor is the one that the employee needs to complain about or blow the whistle on. Also important is the opportunity for anonymity. As Wiscomble (2002) explains, "For HR, setting up channels and other mechanisms that not only allow but also promote healthy, open communication can involve sorting through a great deal of information. It can mean training managers throughout the organization to fully understand and encourage candid employee comments. And it can entail implementing more effective solutions for receiving feedback such as conducting anonymous employee surveys and setting up confidential help lines" (pp. 29-30).
Whistle blowing has become a front burner topic in recent years, primarily because of the ethical issues involved. Those who want to report the misdeeds of an individual or of their company in general are faced with some very difficult ethical decisions regarding loyalty to the company and loyalty to themselves and others. According to Wiscomble (2002) ethical training programs for HR managers can be a valuable undertaking in helping to encourage open communication.
Employees also need to feel that they are free to consider unionization without...
Industrial Relations Employment Relationship Industrial Relations and HRM Globalization and Industrial Relations Industrial Relations in United States of America Current Response to Globalization The paper critically examines the effects of global trade expansion on national industrial relations and how USA has responded to the changing business environment to meet its economic targets. In order to understand the impact on the national industrial relations from the rise in global trade we need to study the historical factors and
(2000) "in today's business world, no company is likely to stay on top for too long that doesn't rethink at least some key processes on a regular basis." (p. 33) This is especially true in industrial relations, where the new intersection of previously unaffiliated cultures is leading to opportunities for shared advancement. With effective change management, it may be possible to achieve the optimal integration of the UAE's domestic
You can approach your local magistrate for assistance and the standard Notices to use in a claim. While this is certainly an advantage the factor that is most treasured by the subcontractor is that the contractor is responsible for all the work as well as other aspects in terms of the sub-contractors employers. Furthermore, the contractor is the individual which may be held liable in terms of a lawsuit
" (Spangler, 2003) In this sort of positioning, "the gains and losses will all add up to less than zero," or the original position. For example, in the case of General Motors, the entire company had to be steeply cut, in all of its departments, and in the case of the New York Transit workers, there had to be budget cuts across the board in the New York City government.
(Post-socialist trade unions: China and Russia) China's practice and history of managerial practices All the attributes pertaining to the human resources management inclusive of the personnel recruitment, training, labor relations and also the reimbursements and advantages not only vary from the United States but also differ among the regions of China. (Performance-Enhancing Strategies for China: Lessons from Japanese and American Companies) the pressure of the Chinese cultural values on managerial and
Introduction Dunlop's System Model of Industrial Relations: A Comprehensive Overview John Dunlop, a prominent scholar in the field of industrial relations, proposed a comprehensive framework known as the Dunlop System Model of Industrial Relations. This model provides a sophisticated and multidimensional understanding of the complex interaction between key actors in the workplace, including employers, employees, and government agencies. The Dunlop System Model is based on the premise that industrial relations can be best
Our semester plans gives you unlimited, unrestricted access to our entire library of resources —writing tools, guides, example essays, tutorials, class notes, and more.
Get Started Now