Managing Employee Turnover and Grievances

This assignment delves into the crucial aspects of managing employee turnover and grievances within an organization. It examines various factors contributing to employee turnover, discusses effective strategies for mitigating it, and explores best practices for handling workplace grievances. The assignment also highlights the importance of a supportive work environment and ethical HR management practices.

Managing People
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TABLE OF CONTENTS
INTRODUCTION ..........................................................................................................................3
REVIEW HOW THE COMPANY MANAGES GRIEVANCE AND DISCIPLINARY ISSUES.
USING EXAMPLES, EXPLAIN WHETHER YOU CONSIDER THESE PROCEDURES
EFFECTIVELY IMPROVE PERFORMANCE AND WORKPLACE MORALE........................3
Grievance and disciplinary issues ..............................................................................................3
Ways through which the company manages grievance and disciplinary issues.........................4
CONCLUSION ...............................................................................................................................7
REFERENCES................................................................................................................................9
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INTRODUCTION
Conflicts are part and parcel of each and every company wherein people get upset with
one another. However, it becomes essential to take necessary actions in order to minimise the
same and promote discipline in the organizational setting (Disciplinary and grievance
procedures, 2009). In this regards, Ritz hotel has been selected to demonstrate the varied kinds
of grievance and disciplinary issues being witnessed in the organization along with that the
manner in which these shall be handled by the management. Therefore, the main aim of the
present research is to highlight the methods in which people at companies are managed and
handled.
REVIEW HOW THE COMPANY MANAGES GRIEVANCE AND
DISCIPLINARY ISSUES. USING EXAMPLES, EXPLAIN WHETHER
YOU CONSIDER THESE PROCEDURES EFFECTIVELY IMPROVE
PERFORMANCE AND WORKPLACE MORALE
Grievance and disciplinary issues
The organisation mainly consists of different skilled and level of employees and staff
within the workplace that sometimes lead to attain the disciplinary or grievances issues. The
situation of grievance mainly arises within the hospitality organisation that is Ritz Carlton as all
the staff have different attitude and perspectives related with treating the guests. For instance, the
key grievance issue arises among the employer and staff within the hotel in the situation when
employer engage in the unfair or unethical activities within the premises with the lower level
staff that is by providing them unsafe environment. Along with this grievances issue also arises
within the hotel when the individual may get feeling of unfair or wrong towards them.
On the other hand, another important aspect within the hospitality organisation include
engaging in the disciplinary procedure. It is consider that in the contemporary scenario
disciplinary issues often arises within the hotel so that employees may not engage in the
activities that might results in attaining the legal penalties. The disciplinary issue often arises
when the staff within the hotel engage in the activities that are against their moral aspects.
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Different form of disciplinary problems within the Ritz Carlton include disrespecting the
individual, bullying as well as aggression etc. that impact the activities within the premises.
Ways through which the company manages grievance and disciplinary issues
In order to manage the different grievance and disciplinary issues within the hospitality
organisation that is in Ritz Carlton manager need to focuses on different ways and approaches
through which they can minimize the issues (Pilbeam and Corbridge, 2010). In order
successfully overcome the grievance issue from Ritz Carlton manager must focuses on open door
policy. With the help of this policy within the hospitality organisation management focuses on
creating openness as well as transparency to the lower level employees so that they can easily
mark their view point as well as thoughts related with topic (Aycan, Kanungo and Mendonca
2000). Along with this using this policy within the premises also support the staff to engage in
openness with the management regarding their likes and dislikes within the workplace. Along
with this, it also focuses on fostering the collaborative environment within the hotel through
which staff can easily communicate with the management without any boundaries or limitation.
In addition to this, implementing this policy also assists the Ritz Carlton management in
respecting the suggestion provided by the staff along with this it also empowers the employees to
put forward their views without any issue. From the view point of Ahmad, and Schroeder (2003)
this practice within the organisation is also viewed as an effective approach that boost the morale
of staff as they can freely speak regarding the issues and problem that are faced by them via
engaging in face to face communication. Along with this another approach that is used by Ritz
manager for managing the grievance issue include taking quick decision (Cook, 2009). It has
been assessed that with the situation of grievance in the workplace manager must ensure taking
quick action. With the help of engaging in training activities manager can easily enhance the
skills through which they may timely manager the grievance that arises within the hotel.
Disciplinary issue often arises in the Ritz Carlton hotel that need to overcome by the
manager. It has been assessed that it is required by the organisation to engage in the disciplinary
procedure so that they may engage their staff in adhering the policies and rules that are framed
by the company. It has been also assessed that disciplinary action within the hotel ensure smooth
functioning of the activities that create healthy environment. In order successfully engage in
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disciplinary activities within Ritz Carlton manager must engage in implementing the progressive
disciplinary actions that mainly include assessing the reason of misconduct, conducting meeting
to discuss the issue, disciplinary decisions and implementation of the decisions.
The foremost step in the disciplinary process within the organisation include measuring
the key reason so that staff may engage in the in-disciplinary action. The disciplinary issue often
arises when the management or other party do not need the requirement of staff (Allen and
Bryant, 2012). Therefore, management must ensure proper appealing of the reason that results in
in-disciplinary action by the staff. Another step in the procedure include conducting meeting of
the employer and staff so that they may discuss the issue and decision that they may incorporate
to overcome the issue from the hotel. Another step in the process include taking effective
disciplinary decision by the manager so that they may overcome the issues that has been arising
within the Hotel so that they may lower the in-disciplinary action and maintain conduct within
the organisation. The last step in the disciplinary procedure include implementation of the
decision within the hotel so that it smoother the environment with avoiding the wrong and
tortous activities from the premises.
Therefore, it has been assessed that grievance and disciplinary procedure within the
organisation plays significant role as it benefit them in enhancing the organisation activities.
Along with this, it also enhances the individual performance within the organisation so that they
may easily accomplishes the objectives and goals.
The above enumerated methods are an effective means to minimise grievances from the
organizational setting of Ritz hotel as well as promoting disciplinary situation (Taylor and
Woodhams, 2012). There are numerous kinds of situation that may arise in the concerned
company and that is likely to affect its operations. Therefore, management plays a pivotal role in
managing people and removing the conflicting situation from the organizational setting. In
regards to the Ritz hotel, it can be illustrated that, there are certain circumstances in which the
employees clash with one another. These are likely to arise due to the mis-communication that
arise between the staff members of room division and floor level which further affects the
services provided to the customers (Wood, Saundry and Latreille, 2014). In such cases if the
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above described method or procedure is being applied in an appropriate manner then it can help
the management in dealing with the situation in a profound manner.
Conflict in this case can be effectively managed by the means of reviewing policies and
procedures laid by the management. However, the first and foremost step is problems shall be
reported at higher level authoritative. Further, these shall be identified by the personnels and then
strategies or methods shall be adopted to resolve the same (Renwick, Redman and Maguire,
2013). However, from the above description it can be stated that when the policies and practices
are adopted by the organization in an appropriate manner then it is more likely to be followed by
its workforce. Moreover, the staff member at the respective hotel will keep decorum in order to
deal with people. These situation can also be avoided at the Ritz campus by proper investigation
method. Furthermore, it has been assessed that these norms and practices shall be similar to all
the staff members so as to avoid arising of other disputes in the organization (Marchington and
Wilkinson, 2012).
Apart from this, there are certain rules and regulations of each of the company which
needs to be followed by the employees. These can be inform of attendance, code of conduct,
performance, prolonged acts, infringement of rules and regulations, etc. These can be in form of
the criminal offence which includes fraud and theft, deception, breach or repudiation of
confidentiality, harm to companies reputation, etc. (Storey, 2014). Therefore, procedures are
considerably needed in order to deal with each of these situations in a proper manner. In any
course of act which have been demonstrated above, employees can be charged high amount of
penalties or compensation. This could be quite difficult for the employees. Therefore, they will
try to maintain discipline in the organizational setting at Ritz hotel. Furthermore, it has been
ascertained that, recently one of the staff member from the floor level has violated the policies by
stealing the items of its colleagues (Taylor, 2010). This was recorded in the camera and was
punished for not following a perfect decorum at the hotel.
Apart from this, it has also been analysed that the last arrival time for the employees at
Ritz is 9.30 AM. However, any employee being late and arriving at 9.31 for three consequent
days shall be deemed absent from the duty and his salary shall be deducted. Another crucial
example of disciplinary issues and the manner in which these are dealt includes violation of rules
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and regulations. Any employee found infringing the policies and procedures of the concerned
organization in the course of employment and disclosing the secret information of the Hotel with
any other outsider is penalized (Martin and Siebert, 2016).
All the above demonstrated examples aids the organization in maintaining workplace
morale and also improves the performance thereby leading the organization to grow and develop.
Further, the methods or ways in which the disciplinary issues are dealt with has a high amount of
prominence in creating discipline in the Ritz hotel. Staff members will avoid engaging them in
any such activities that can result in disadvantage to themselves (Thomson, Arney and Thomson,
2015). However, the effects of these could only be determined when these are followed
constantly and in a strict manner which will help the management to handle the employees in an
effective manner.
Every company has certain amount of strategies and tactics that aids in gaining a
competitive edge over the other rivalry firms. Likewise, Ritz hotel has its own set of actions
plans which cannot be disclosed with any other members. Therefore, all the disciplinary actions
laid in regards to the present organization helps the organization to manage its operations
effectively as well as assist in maintaining workplace morale which is a crucial part of every
concern (Taylor, 2008).
In addition to the above, if grievances are tackled in an effective manner, it will assist in
improving the performance of the employees. If same procedure and practices are adopted by the
management to deal with the situation then employees will be satisfied which can further be seen
in the performance of the organization. Some of the most common cause of arising dispute in the
organizational setting of Ritz includes Seniority, promotion, layoffs, incentive, bonus plan,
working hours, holidays, overtime, etc. (Bush and Middlewood, 2013). It has been ascertained
that sometimes improper employee employer relation is also the reason behind grievances.
Therefore, if proper consideration is laid by the management of Ritz hotel while dealing with
these issues, then definitely the performance of the individuals as well as the organization can be
raised. However, for this purpose, due consideration shall be given to the feeling and emotions of
each of the personnel which will thereby assist in better understanding of the situation (Dawson,
2013).
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CONCLUSION
From the above essay it has been concluded that it is essential for the management to
focus on the grievance and disciplinary process within the organisation as it ensure smooth
functioning of the activities within the organisation. Along with this, it is also consider that in the
contemporary scenario disciplinary issues often arises within the hotel so that employees may
not engage in the activities that might results in attaining the legal penalties. On the other hand, it
is also assess that there are certain procedure and ways that is incorporate by the hotel for
minimizing and overcoming the issues related with disciplinary procedure.
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REFERENCES
Books and Journals
Ahmad, S. and Schroeder, R. G., 2003. The impact of human resource management practices on
operational performance: recognizing country and industry differences. Journal of
operations Management. 21(1). pp. 19-43.
Allen, D. and Bryant P., 2012. Managing employee turnover: myths to dispel and strategies for
effective management. New York, Business Expert Press.
Aycan, Z., Kanungo, R. and Mendonca, A., 2000. Impact of culture on human resource
management practices: A 10‐country comparison. Applied Psychology. 49(1). pp. 192-221.
Bush, T. and Middlewood, D., 2013. Leading and managing people in education. Sage.
Cook, M., 2009. Personnel selection: adding value through people. 5th ed. Chichester: Wiley.
Pilbeam, S. and Corbridge, M., 2010. People resourcing and talent planning: HRM in
practice. 4th ed. Harlow: Financial Times/Prentice Hall.
Dawson, A., 2013, September. MANAGING PEOPLE AND PRODUCTIVITY to Capture
Growing Opportunities behind the Red Curtain. In World Workplace Asia. Ifma.
Marchington, M. and Wilkinson, A., 2012. Human resource management at work. 5th ed.
London: Chartered Institute of Personnel and Development
Martin, G. and Siebert, S., 2016. Managing people and organizations in changing contexts.
Routledge.
Renwick, D. W., Redman, T. and Maguire, S., 2013. Green human resource management: A
review and research agenda. International Journal of Management Reviews. 15(1). pp.1-
14.
Storey, J., 2014. New Perspectives on Human Resource Management (Routledge Revivals).
Routledge.
Taylor, I., 2008. Assessment and selection handbook. London: Kogan Page.
Taylor, S. and Woodhams, C., 2012. Managing People and Organisations. London: Chartered
Institute of Personnel and Development.
Taylor, S., 2010. Resourcing and talent management. 5th ed. London: Chartered Institute of
Personnel and Development.
Thomson, R., Arney, E. and Thomson, A., 2015. Managing People: A Practical Guide for
Front-line Managers. Routledge.
Wood, S., Saundry, R. and Latreille, P., 2014. Analysis of the nature, extent and impact of
grievance and disciplinary procedures and workplace mediation using WERS2011. Acas
Research Papers. 10. pp.14.
Online
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Disciplinary and grievance procedures. 2009. [PDF]. Available through:
<http://www.acas.org.uk/media/pdf/k/b/Acas_Code_of_Practice_1_on_disciplinary_and
_grievance_procedures-accessible-version-Jul-2012.pdf>. [Accessed on 10th January
2017].
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