People Management and Relations in Employment

This report critically analyzes and discusses the critical HR and ER issues using theories and knowledge and develops well-supported recommendations for changes/improvements to the current HRM practices employed at the firm. Lack of teamwork, poor communication, lack of motivation, and poor skills were among major issues of concern. Key recommendations to solve these issues include improving relations with suitable tactics, encouraging open interaction policy, and more.

People Management and Relations in Employment 1
PEOPLE MANAGEMENT AND EMPLOYMENT RELATIONS
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Abstract
The relationships among employer and staffs have a vital part to the general performance of
the business. The management together with the employees need to work to attain the useful
results relative to the negatives. The report aims to critically analyzes and discusses the
critical HR and ER issues using the theories and knowledge and also develops well-supported
recommendations for changes/improvements to the current HRM practices employed at the
firm. Lack of teamwork, poor communication, lack of motivation, and poor skills were
among major issues of concern. Therefore key recommendations to solve these issues
include;
 The managers can improve relations with suitable tactics to offer resolutions
whenever any issue arises within the company.
 The systems must get communicated to every employee. For example, in the event of
disagreements between the staffs, the matter must be told to the managing team. The
dependent on the kind of battle, more than one strategy should be applied to offer a
solution.
 The management can as well encourage open interaction policy to enable the staffs to
have the right data at the exact time.

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Table of Contents
1. Introduction.........................................................................................................................4
1.1 Purpose of the report........................................................................................................4
1.2 Analysis............................................................................................................................4
Impact of conflicts Upon the Operation and Competitiveness of the Organization...............5
Conflicts Issues And Their Potential Ramifications For Organisations.................................6
Impact of Lack of Communication Upon The Operation And Competitiveness Of The
Organization...........................................................................................................................6
Conflict Issues And Their Potential Ramifications................................................................7
Impact of Lack of Team Work and Contested Strategy upon the Operation and
Competitiveness of the Organization.....................................................................................8
Contested Strategy Issues and Their Potential Ramifications for Organisations...................8
Impact of Lack of Team Work and Contested Strategy upon The Operation And
Competitiveness Of The Organization...................................................................................9
Contested Strategy Issues And Their Potential Ramifications For Organisations.................9
Summary of Recommendations.................................................................................................9
Conclusion................................................................................................................................10
List of References....................................................................................................................11

People Management and Relations in Employment 4
1. Introduction
The relationships among employer and staffs have a vital part to the general performance of
the business. The employees and employers, therefore, have specific accountabilities towards
another that aid a rational and dynamic place of work. Positive interactions build an
accommodating environment having a determination to similar objectives (Meyerowitz
2017). Conflicts, on the other side, will potentially turn away attention from the structural
performance. So it is essential for business owners and the HR manager, to understand that
keeping good workers relationships determines the achievement of the company. However,
from direct experiences, many issues emanated in the Unitel. The problems can quickly
increase to more significant difficulties.
1.1 Purpose of the report
The report aims to critically analyze and identify the human resources situation in the case
provided (“Unitel”). It also discusses the critical HR and ER issues using the theories and
knowledge and also develops well-supported recommendations for changes/improvements to
the current HRM practices employed at the firm.
1.2 Analysis
The report discusses ways to encourage Unitel’s Directors to implementations I develop as a
contracted HR consultant with an aim to reform Unitel’s approach to managing its staff.
The Issues That Arise In The Case and Key HR And ER Ramifications.
The HR Practioner has a responsibility to manage work relations by highlighting on the
leveraging of individuals abilities to be vital to earn a workable advantage; this will get
attained through a different establishment of combined work rules, plans and values (Cox,

People Management and Relations in Employment 5
2014). The real assets of the business depend on the human capacities to use the people like
capital. Every company has a lot of money to start the trade and also a specialized body to
maintain order, the HR as stated by Leonidou, et al (2017).. Since we want to work in a
peaceful and protected place with boosted communications and essential values, I highlighted
some matters. With this, a plan can get developed to ensure the cheerful and smooth running
tasks (Meyerowitz, 2017). . The reports look to prevent the issue from arising again.
a. Conflict Managing
Since conflicts occur in several setting, Unitel's workplace is indeed no changed. There exist
differences of opinions amid the employees through nonstop disagreements. It is evident here
that as the staff discuss the Vision 2022, some managers agree while others have varied
opinions. One manager states that some of the managers perceive the Vision 2022 as forming
a “bottom-to-top” communication system. The initiating of the new style of management
founded on a renewed commitment to staff, getting employee involvement in problem-
solving, improving customer service and creating a “family-type” environment. There is also
a considerable amount of disbelief about Vision 2022 among Unitel’s 32,000 staff. One of the
team members suggested the thought of some of the colleagues not accepting vision 2022.
The observation from another indicated the proposal felt suspicious as many regarded it as a
pun. The statements come after one of some of the members had claimed all of them
enthusiastically embrace the vision.
Impact of conflicts Upon the Operation and Competitiveness of the Organization
The kind of conflict in the organization is destructive and can hinder the performance.
Dysfunctional performance struggles usually hold back the primary activities and cause
reduced production. The leading cause of the direction is written off as by opposing only
interests prevailing the general benefit to the business according to Garaeva et al, (2017).

People Management and Relations in Employment 6
According to New Zealand Management, (2014), the main crucial reason for such inside
causes of conflict include the differing interests of the business players. The different
welfares lead to in efforts of the parties to attempt partaking the thing described as an
industrial cake.
Conflicts Issues And Their Potential Ramifications For Organisations
Conflict is apparent and sometimes necessary in all organizations, though if not handled well
can rip relations apart, Currie, et al, (2017). In this way the communications among team
members get interfered with, exchange of data and assets among departments became torn.
Dysfunctional conflicts additionally prevent the achievement of organizational aims. The
most significant thing that should be maintained among employees is the exchange of words
to another. But if there are no simple means of communicating the issues, conflicts may
worsen. In turn, the company morale reduces, or someone may get a termination.
b. Communication Issues
From the case study, it is evident that Vision 2022 faces many opponents at Unitel. One
senior technical officer stated that a severe concern is that particular managers and the staff
have a nearly obsessive and driven acceptance in the capacity of Vision 2022 to protect the
business. And another added that the team does not stand others who never share opinions.
With a consideration that some climate is getting generated to make the individuals who
disagree to get marked out and victimized.
Impact of Lack of Communication Upon The Operation And Competitiveness Of The
Organization
Poor communications are unsatisfying and annoying in every workplace. Whenever
employees mistake or misinterpret the words or activities of other staffs, an impending

People Management and Relations in Employment 7
conflict may result. In turn, people get no morale, fail to work as a team causing poor
performance and low profits.
Conflict Issues And Their Potential Ramifications
Communication remains the core of every business since it is a must have entrepreneurial
abilities. The achievement of any company’s goal depends on the excellence of employees
relations. The capacity to convey information aids both employees and customer’s sense of
communication become finally trustworthy according to Pyc, et al (2017). The in-house
communications remain critical currently than before since to some extent businesses, and
industry settings get complicated. Since much information is within the marketplace
employees must know every bit to maintain relations (Mazerolle and Eason 2017).
The critical factor gives the impression within the continuous flow of evidence in the
company, even though the solution has not been reached. Employees, just like other people,
need channels for the opinions and approaches. But they have not found this, so the managers
and the staffs should not by chance assume that without employee grievances everything is
fine. The employees could be communicating the thoughts via the wrong networks. This kind
of treatment could lead to go-slows, negligence, lethargy, absence, and indifference
according to New Zealand Management, (2014).
c. Contested Strategy Issues
While many are supporting the paybacks conveyed by this new approach, some managers
hotly challenged it. According to one area manager Vision, 2022 plug-in sounded a complete
waste of cash. Most employees also give the impression to recognize that the proposed
strategy generated a split among “believers” and “non-believers” at Unitel. The effect is as
well felt and has aggravated slightly than solving several pre-existing difficulties. Particular

People Management and Relations in Employment 8
subdivisions have also thrown the material into the small circular filing system, the rubbish
bin. Another senior maintenance manager added that that the once available team spirit has
currently become a place of self-inflicted problems and attitudes that need changing.
Impact of Lack of Team Work and Contested Strategy upon the Operation and
Competitiveness of the Organization
An organization cannot operate without teamwork due for many reasons. It gets worse for a
team that had previously bonded, and some feel they are getting forced to a particular act
instead. The difference usually is evidenced by the results of the demands of the team. The
frustration leads to lack of motivation on the most task. The risks are that shortly the
employees will withdraw and detest the approach. Of course, sometimes it would be
necessary for the leaders who are in support of the new approach will have to force to achieve
the expected results.
Contested Strategy Issues and Their Potential Ramifications for Organisations
Teams are often seen as outlines inside organizations and have become popular at workplaces
according to Shuen (2018). Many companies having more staffs are applying the team
structures according to Pyc et al. (2017). Additionally, Ward et al (2016) claim the usage
brings tremendous advances in many industries. With time, teams, as an alternative to jobs, is
trending to becoming the vital structure of the future businesses. From the beginning of
creation, various kinds of cooperation have endlessly occurred.
d. Use of Abusive Language Issues
Some additional employees called colleagues with insulting names. For instance, someone
said cheerleaders” and “puppets” to label the supporters of Vision 2022 who they worked
with in same departments. Also, one sales officer claimed the Management is deaf due to

People Management and Relations in Employment 9
endless understaffing, extreme overtime and a lack of materials and products in their office.
“The rank and file,” complained another, “are expected to ‘work smarter,’ but management
seems only to care about buying the cheapest equipment and about belt-tightening on bread-
and-butter items such as computers and photocopiers.”
Impact of Lack of Team Work and Contested Strategy upon The Operation And
Competitiveness Of The Organization
Whenever offensive language gets used carelessly in the work environment, it is a breach of
conducts on the upended guidelines and organizations rules. The act can become a routine
among employees and at some point clients could be involved. In the end, the company’s
reputation gets degraded. Also, the unacceptable act shows a lack of professionalism and
could be displaying what is in the organization .sometimes; the staffs could end up fighting
when one gets hurt. Abusing does not solve but spoils the appearance of the company.
Contested Strategy Issues and Their Potential Ramifications for Organisations
Explanations show that responsive maltreatment in past times has been evident in places that
people associated like workplaces. Some of the results being sadness, eating disorders,
perversity, violence, social difficulties and much more according to Okechukwu, (2014). The
offensive words often stay with people thus lowering the self-confidence and a lousy self-
perception. With such effects in the work environment, one feels drawn and does not express
the views. The productivity is, in turn, influenced with low turnouts (Seid, et al 2017).
Summary of Recommendations
Issues will never lack in any organization, and all bring about positive and negative impacts.
The management together with the employees need to work to attain the useful results
relative to the negatives. The managers can improve relations with suitable tactics to offer

People Management and Relations in Employment 10
resolutions whenever any issue arises within the company (Maigida and Francis 2014). Also,
there should be ways that must get tracked to decide on the issues. The systems must get
communicated to every employee. For example, in the event of disagreements between the
staffs, the matter must be told to the managing team. The management in turn gets reports
from the individuals involved, think over the issue and give commendations to resolve. The
result of the resolution will bind the parties and promise not to dispute in future. Therefore,
dependent on the kind of battle, more than one strategy should be applied to offer a solution
(Burris, Rockmann, and Kimmons 2017). The management can as well encourage open
interaction policy to enable the staffs to have the right data at the exact time.
The preventable conflicts can get stopped by involving employees and handling all fairly.
Ethical work practices, engaging staffs in decisions and managing employees like treasured
organisational fellows helps gear toward healthy employer-employee relations. A
combination of all makes good engagement approaches and a constructive resolution of
disagreements. The application, therefore, will aid the company to have relationships
supporting the performance and thrive as observed by Muhammad, (2015).
Conclusion
In conclusion, implementing an efficient employee relationship strategy aids your
organisation in many ways. With this, you evade national wage and time violations,
encourage protection in the work environment, help programme running, and also offer team
members a stress-free means of communication. The practice forms an exceptional method to
make sure you uphold a practical and appealing work setting for all.

People Management and Relations in Employment 11
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24(2), May, 2017 pp. 196-215. Publisher: Educational Publishing Foundation; [Journal
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Okechukwu, (2014). Discrimination, Harassment, Abuse and Bullying in the Workplace:
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