And he, the HR also have to hold the responsibility guiding, or warning if required, the employee for a good working environment. For this they have to go through some activities such as implementing some conflict policies, and manage some programs for conflict- resolution programs. He should also have a record on the employee communication in the conflict and also the costs that are involved for efforts that are made for resolving that conflicts. These HR people are normally trained about resolving the conflicts, in their training period. Sometimes, HR may not come to know about the workplace conflicts as soon as they happen which may relust, happening the situation more worse, some employees lean=ving their jobs and some people harming themselves which effects the company’s reputation.
The workplace is the employee stock source, while the attention is more focused on bureaucratic aspects than on clinical parameters. The worker is in a constant state of tension which, if not be able to manage it properly, may lead to frustration and resignation. ‘Defense trailing’ phase: This is the stage where it made changes in attitude and behavior of the worker, who gradually disinvestment emotional work and expresses cynicism and apathy for others. These changes help reduce the physical and psychological consequences that occur, hoping to enable the worker to survive professionally. (Cherniss, 1980, as cited in Theophilus, 2009) 5) The Model of Pines
However, they are very orthodox and may conflict with the employee’s best interests. Therefore, the rate of attrition at Biocon is very high with huge dropout rates by employees especially in the Sales team. This negatively affects the company’s image in front of the market and in front of the customers. However, there are several HR policies implemented by Biocon which are highly motivational to its employees. Firstly, their recruitment policies can be beneficial to employees using the ‘Employee Referral Program’.
Dishonesty means self-delusion and in the long term, business will collapse.Honesty is closely related with success and it is one of the business virtues that managers should have. For example a trader, earns what he gets and does not give or take the undeserved but virtuous trader must make sure that customers get what they pay for. Virtious manager honestly appraise based on their contribution toward achieving a firm’s mission, values, and goals. The right form of management over an employee's staff is crucial because it requires a lot of management skill to make sure that the employee moves in a single vision and mission. But the
2010). Turnover begins with turnover intention, defined as a thought or desire to leave (Abelson, 1987). Turnover can be classified into different types, according to the willingness to leave, the impact of the leaving, and whether the turnover is controllable or not (Mathis et al. 2010). Turnover can be voluntary or involuntary; voluntary turnover happens when one worker leaves by his choice and may be due to dissatisfaction, supervision, pay, geographical factors, or better career opportunities in other company, or personal and family issues; while the involuntary turnover occurs when the worker is terminated for his poor performance, excessive absenteeism, or rule violations.
To avoid this type of situation we should conduct meeting with employees ask them about their views and how we can improve this situation. Taking their opinions in consideration and implementing accordingly which will be beneficial to both organization as well as
Many Organization have faced or will face the decision to downsizing their work force. Especially in tough economic times, companies struggle with how to best manage their most valuable resource their human resource while staying viable as a business. Employment downsizing has become a fact of working life as companies struggle to cut costs and adapt to changing market demands. Effective managing the process of downsizing is just as important as defining appropriate criteria for downsizing decisions. When organization decided layoff.
Next, neglect includes reducing work effort, paying less attention to quality and increasing absenteeism and lateness. Therefore, to avoid the consequences of job dissatisfaction, the employer must ensure that their employees are satisfied with their job. There are many factors that can affect job satisfaction such as work schedule flexibility (Carlson, Grzywacz & Kacmar, 2010). Another study done by Yu (2011), show that perceived supervisor support and internal locus of control are positively related to job satisfaction. Besides that, the employees job satisfaction can also be ensured through their quality of work life such as creativity of outside of work, payment for work and better working environment (Md,
If employee values and goals are not same as of the companies then they will miss on participation to give their best to the firm which makes a burnout and fatigue workers . Therefore , these two roles are essential for creating the culture and strategic growth of the company HR ensures their contribution for the productivity of the company . Gennard & Kelly concluded that the change
Employers can hire temporary workers which can benefit the organizations because less money is spent when people are hired for a short period, and it can in turn have new negotiations with the employees who were lockout to settle disputes. One more advantage of industrial action is that employees have the right to stop work if there is an imminent risk to their health and safety. If this occurs, employees must follow any reasonable direction of their employer to perform other work that is safe and appropriate for them. There are as much demerits of industrial actions as there are merits of industrial actions. Disadvantages are the negative effects of what industrial actions can have on employees or employers.