Human Resource Management: Analysis of Employee Treatment in Reebok

This article discusses the mistreatment of employees in Reebok due to bureaucratic management and lack of ethical behavior. It also highlights the importance of good leadership in managing employees and achieving organizational goals.

Management

Introduction
Human resource plays a crucial role in myriad concerns from strategic planning to
maintain the company`s image. HR maintains control over all the other resource and manage
them effectively. The discussion further has some practical examples of reebok and how
employees are not treated well in regards to bureaucratic management and human
relationships.
Analysis and evaluation
Answer 1).
Some organisations do not treat employees very well due to lack of proper resources,
selfish motive and profit centred without being ethical towards employees. For example-
when looking at the employee`s reviews of reebok, employees feel that they do not get
support from management, willingness to work independently, career development, and job
security. Dominating nature of leaders and management in regards to work with employees
can turn to bureaucratic. Insecure job is the major concern for the reebok employees.
Improper treatment of employee`s situation occurs when company feels that their employees
as liabilities which is the most demoting approach to work with a person. They do not get
proper compensation from the company (Amanchukwu, Stanley, & Ololube, 2015).
Company should consider many factors that affect the execution of work on the part
of employees such as Company culture, career development, gender inequality, work life
balances, friendly environment and inspiring culture that always promote effective
achievement of goals. Encouragement and positive attitude towards work lifestyle should also
include incentive system within the organisations. It is important for the company to
undertake ethical behaviour towards its employees. Personal clashes among the employee and
employer can affect the whole management operations. When considering the four important

principles of scientific management Harmony, Not discord and cooperation, Not
Individualism are considered very important. An organisation with good employee relations
conduct will provide fair treatment to employees which will ultimately bring team unity,
loyalty and proper work distribution (Scott, Jiang, Wildman & Griffith, 2018).
Directly or indirectly, every principle of the scientific management supports
employee`s treatment and work. The advantage of applying scientific management for job
security implies reduction in cost of production, benefits of division of labour, replace the
politics and misunderstanding among labour and management and adequate wages under
wage payment act. When company apply these principles of scientific management,
employee and management are indispensable part of organisational success because conflicts
between the two parties will not at all be beneficial for the company (Richardson, McLeod, &
Sauers, 2015).
Answer 2).
Leadership is the important element in the management of the any company. With the
changing world at fast pace, a leader has to make decisions to solve the problems and
minimise the risk. A good leader inspires trust, creates vision, execute proper strategy, and
train the available potential to improve the employee`s performance. Business leaders of
Reebok played an important role in growth of the company (McGurgan, 2018). It was able to
find that encouraged three important trend that have transformed the athletic footwear.
Whereas, leadership failed in Nestle where management treats its employees as disposable. A
lot of negative politics spoils the progressive career development of employees for people
who deserves. Reebok have been adopting incredible steps to maintain good rating in
sustainable report. Reebok aims to focus on heading its environmental sustainable goals
(Rahim, 2017).

Employees will never trust a decision of a negative or poor leader and will always
doubt his discretionary efforts even he produces his best efforts to improve the morale to
provide better product. A poor leader may be dominating, dishonest, and irresponsible which
further damages the organisation`s bottom line. It might become difficult for the company to
retain the employees and recruit new ones. It will lower the employee morale, productivity,
motivation. Whereas, on the other hand, a good leader promotes proper communication
within fix intervals of time. A good leader always avoids micromanagement, which means
benefiting the self. Due to micromanagement, employees may oppose lack of responsibility
and autonomy. Following authoritative leadership can dominate the employees and may not
allow them to work according to them (Searcy, & Hines, 2017). Differentiating good or bad
on the basis of following of particular leadership theory cannot be feasible approach.
Although, every leadership theory explains and defines a way of leading people in order to
maximise and achieve the organisational goal.
Conclusion
Human resource refers to both people and resources who works for the organisations
and on the other hand, the department is responsible for managing the resources.
Mistreatment of employees can lead to dissatisfaction among the employees and ultimately
the productivity will be affected resulting in failure of business strategies and visions.

References
Amanchukwu, R. N., Stanley, G. J., & Ololube, N. P. (2015). A review of leadership theories,
principles and styles and their relevance to educational
management. Management, 5(1), 6-14.
McGurgan, H. (2018). The Top Signs of Poor Leadership. Retrieved from:
https://smallbusiness.chron.com/top-signs-poor-leadership-31537.html
Rahim, M. A. (2017). Managing conflict in organizations. US: Routledge.
Richardson, J. W., McLeod, S., & Sauers, N. (2015). Technology leadership is just good
leadership: Dispositions of tech savvy superintendents. AASA Journal of Scholarship
and Practice, 12(1), 11-30.
Scott, C. P., Jiang, H., Wildman, J. L., & Griffith, R. (2018). The impact of implicit collective
leadership theories on the emergence and effectiveness of leadership networks in
teams. Human Resource Management Review, 28(4), 464-481.
Searcy, Y. D., & Hines, R. D. (2017). Historical Persecution Reaction Complex: Exploring a
Link Between Racial Identity and Poor Leadership Outcomes. Journal of Black
Studies, 48(2), 190-209.