Manage Employee Relations: Objectives, Monitoring, and Conflict Resolution

This document discusses the objectives behind an organization's vision, values, mission, and strategy, the monitoring of employee relations performance, and techniques for managing conflicts in the workplace.

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Task 1
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Contents
Task 1:.........................................................................................................................................................2
Q1:...........................................................................................................................................................2
Q2:...........................................................................................................................................................2
Q3:...........................................................................................................................................................4
Q4:...........................................................................................................................................................4
Q5:...........................................................................................................................................................5
Q6:...........................................................................................................................................................5
Q7:...........................................................................................................................................................6
Q8:...........................................................................................................................................................7
Q9:...........................................................................................................................................................8
REFERENCES..............................................................................................................................................10
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Task 1:
Q1: What are the objectives behind an organizations vision, values, mission
and strategy? If you are currently working, give example of vision, values,
mission and strategy of your workplace or you may write down vision, value,
mission and strategy of a company of your choice.
The company chosen is Deloitte, the objectives behind Deloitte vision, values, mission and
strategy is
 Integrity: Deloitte is concerned about its reputation and it focuses on behaving with the
highest level of integrity. It reveals a very sturdy commitment to the sustainable business
practices (Akpala, 2009)
 Outstanding value to the clients and the market: Deloitte play a very important role in
helping both the market capital and firm member clients to operates more effectively
(Baker, 2014)
 . They consider these things as a privilege as they know that it requires a lot of constant
care and pounding commitment
 Commitment to each other: Deloitte believes that they have a borderless culture which
also gives them a competitive advantage over others its objective is to go to great lengths
and preserve it and they go to great extent to support their people
 Deloitte believes in working with people from different backgrounds , cultures and
thinking as they want to grow people into better leaders and professionals
Q2: Using your current workplace, or referring to an organization of your
choice as an example. Discuss what employment relation performance area
are monitored also discuss the various methods that can be used to improve
employee relations.
The chosen company is Woolworth Australia. Woolworth monitors its employee relation in the
following ways
Identification of Existing Employee Relations Performance: In request to know the execution of
the present employees of the firm with respect to the laborer relations, Woolworth uses change
specialist's execution to pre-masterminded whole deal laborer relations goals (Eric, 2012). The
relationship genuinely focus on the specialists and if they can accomplish the definitive goals or
not close by delegate relations, for this Woolworth examinations the quantifiable reports of the
progressive conflicts which gives it a one of a kind idea with respect to coordination between the
laborers
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Expenses and Benefits Related to Investment in Employee Health and Wellbeing Program and
Strategies for Handling Potential Risks: One of the best instruments to rouse agents and improve
the workplace association is Employee prosperity and success movement. Woolworth is an
affiliation that adequately recognizes the need of realizing special prosperity Management packs
for its laborers. For the prosperity and security of its workforce, the various leveled organization
introduces a specific therapeutic arrangement for them. A champion among the most essential
points of interest of exhibiting prosperity and thriving project for the delegates lies in the manner
in which that it enables the relationship to orchestrate fight against potential various leveled
danger and hazards (Helms and Nixon , 2010).
Posting of Personnel and Sources of Information Required Developing Industrial Relations (IR)
Policies and Plans: Industrial Relations (IR) is just setting up a strong master association among
delegates and among laborers and chiefs. In our supervisory gathering, a couple of stately work
constrain need to settle on effective decisions on the affiliation's IR systems. The human resource
the officials of the affiliation has the commitment to illuminate the necessities and want for the
various leveled workforce. Specifying feasible IR techniques, we have to use the commands of
Australian Industrial Relations Commission (AIRC) as the basic wellspring of information.
 Aptitudes, Knowledge of Management, and Workforce expected to complete IR Policies:
For the ideal execution of IR game plans, there are certain capacities and discovering that
both organization and delegates need ( Usoro, 2010). As far organization capacities are
concerned, the chiefs connected with the IR methodology definition strategy should have
efficient similarly as social fitness with the help of which they can appreciate the
inconveniences that the laborers are looking in structure groundbreaking mechanical
relations. The boss should moreover have an organized learning of establishment related
to laborer relations. The delegates should in like manner have social and joint effort
aptitudes to recognize IR approaches with advancement (Griffin, 2009; Miffling, 2006). .
Suggestions to improve employee relations
•Request INPUT: Having extraordinary specialist relations anticipates with the intention of you
must hold a eager dialect as well as your gathering. together with them featuring in basis
decisions with in receipt of their facts determination not in words of one syllable enlarge
relations; it bottle indoors love approach company you plus additional bits of culture along with
advantage you gaze next to possessions since a surrogate perspective (Samson, 2012)
•Convey the band mission next vision: They are beyond doubt following. They and basic en
route for perceive how their feature employment fits of laughter in the field of in the company of
the association's basic bearing. cause to feel a spot in the direction of concede the union mission
after that vision, as well as be present unmistakable on the subject of memory course.
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•Advance work-life balance:Work-life settle matters as a consequence it is transforming hooked
on an extending stress intended for the delegates, building an effective natural environment with
the aim of progresses work-life equality with gives your delegates the flexibility on the way to
modify the two pieces of their existence determination better relations also inside the edge put up
a dazzling gathering(Wilding, 2011).
•Offer career happening opportunities: employees of society would tip on not just before take
place caught wearing a equal occupation in support of endlessness. They declare near work out
meant for associations with the purpose of produce them added likelihood on the road to arise
confidential the association.
Q3: Discuss the risk factors that may be associated with managing employee
relations effectively. What are the possible impacts in terms of cost and
benefit to the organization due to the risk?
 Employees are not very satisfied and pleased by their work and management be
inclined to change their jobs frequently. Employees can find it difficult to adjust in
different situations where one is thus they fail to perform well according to the goals of
the organization. Employee retention becomes one of the major problems when
employees do not have a good relationship with others and the management
 If employees have a very strained relationship with each other, everyone works in
his own sweet way and coordination becomes a concern. In such cases the Employees
are unwilling to share their work and are thus mostly unhappy and overburdened and
they fail to do work and accomplish goals of the organization Employees get busy in
pulling each other’s legs and thus this leads to zero percent of productivity and leads to
destruction and tension within the of the organization and other employees of the
organization
 In terms of cost a benefit due to all the issues that employee faces they ultimately leave
the organization, which not only affects the productivity but also the cost of the
organization. Employee turnover causes huge impact on the organization and cost and
benefit (Goldmann, 2006)
Q4: Give example of legislations that you would consider in the development of industrial
relations policies and plans?
Employee Relations Policies should be used
Employee relations policies are equally very important for the partnership of the relationship
between the employer and the coworkers and also between the employers and managers
however, Employee relations policies embrace procedures to resolve and detect the workplace
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conflict, HR metrics concerning job satisfaction and employee engagement and guidance and
support for management on maintaining productive supervisor-employee relationships.
This policy helps in
 Effective participation and communication.
 Work environment that is safe and effective.
 Staff commitment and motivation
 Promotion of channels and communication at all the levels.
 Expanding and identifying the most common areas of interest between all staff.
Q5: Identify the roles and responsibilities of the management team that may be involved in
the development and implementation of employee relation policies and strategies.
1. Design employee relation programs- role of management team is to manage the relation
between the managers and employees and thus certain programs are building ton remove
the hurdle of barrier.
2. Implement the policies and procedures- there are certain policies that a manager needs
make so that the employees can behave I the organization according to it
3. Resolve the conflicts of workplace - Any workplace can have conflicts and the role of
management team is to resolve that issues at the earliest so that it does effect the whole
organizations.
4. Address to the issues and concerns of the employees
5. Advise the other managers
6. Deal with negotiations
Q6: what are the various techniques and procedures that can be used for managing
conflicts in an organization?
Technique 1: Avoidance- this is one of the top technique which is used by almost all the
organization to solve the conflicts in the organization. This includes looking away from the
conflict or to pay less attention to it.
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Technique 2: Collaboration- this technique works when there are two different ideas given by the
group of people. The main idea is to find someone who can give solution regarding the conflict.
Technique 3: compromise- it is very easy to solve conflicts if the management shows some sense
of compromise. This thing allows both the side to express their issues and mostly in these cases
negotiation strategy is used.
Q7: Identify the two possible sources of conflict that might occur in your
workplace. Discuss the importance of training staff in managing conflicts at
workplace.
The two sources of conflict are
1. Examine Goals and Perceptions
Clashing objectives can make issues when a representative is asked by two distinct
directors to accomplish objectives that repudiate each other. So also, workers can be
confused by business objectives that do not generally apply similarly to all customers.
Unbeknownst to workers, a few customers might be qualified for additional exceptional
treatment. The issue can be solved by Clear communication.
2. Examine Policies and Pressures
Clashing strategies can make distress in the work environment when representatives are
ignorant that they have been established, or – in some cases more regrettable – have no
idea with respect to why arrangements have been embraced. Indeed "tranquil challenges"
of organization approaches can have resounding impacts. The issue can be solved by
Instantcommunication and progression of survey and strategies.
Importance of training staff to manage conflict is:
 More grounded Relationships
Inadequately overseen conflicts regularly cause corrosion between the included
employees, which harms the work relationship through figuring out the way to control
clashes in an practiced aware way, the employees who are included are mostly ready to
strengthen their connections. Abilities allow staff individuals to utilize commendably
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together in light of the fact that the meetings included skill to explore the conflict. (De,
2010).
 Decreased Tension
Struggle can cause strain between workers in the event that they do not have a clue how
to deal with the circumstance. A difference that stays uncertain makes that pressure
construct and regularly and spreads to diverse representatives, who were not initially
included. The event that the two meetings feel they are correct and will not hear one
another, they might set themselves against each other, hauling in different representatives
to pick sides. Due to the pressure of uncertain clash brings down spirit in the
environment of a workplace and can even slow down the work process, by preparing
your representatives how to compact with strife all alone, the general strain reduce for a
workplace. (Trudel, 2011).
Q8: identify the two possible sources of conflict that might occur in the
workplace and suggest ways to resolve the problem.
1. Examine Goals and Perceptions
Clashing objectives can make issues when a representative is asked by two distinct directors to
accomplish objectives that repudiate each other. So also, workers can be confused by business
objectives that do not generally apply similarly to all customers. Unbeknownst to workers, a few
customers might be qualified for additional exceptional treatment. The issue can be solved by
Clear communication.
2. Examine Policies and Pressures
Clashing strategies can make distress in the work environment when representatives are ignorant
that they have been established, or – in some cases more regrettable – have no idea with respect
to why arrangements have been embraced. Indeed "tranquil challenges" of organization
approaches can have resounding impacts. The issue can be solved by Instant communication and
progression of survey and strategies.
Methods to resolve conflict
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Step 1: understand the nature of conflicts
First, to solve a problem or a conflict in an organization it is important to understand the problem
such as if the conflict at a high level or is it causing trouble among the whole organizations.
After knowing the level of the conflict, it is important to hear both sides of the conversations,
before assuming anything it is important to hear both the people. There can be a range of factors
causing conflicts or hostility among the employees. (Luis, 2010).
Step 2: encourage employees to work it out themselves
As a business leader, it is important to have employees to be self- sufficient as possible, by this it
does not mean that the manager encourage them to solve it themselves and be least bothered. It
is important to provide guidance to the in order to help the employee to read the other person in a
positive manner.
Stage 3: comprehend the issue and resolve it rapidly
There are a few circumstances, which cannot be understood without anyone else, here and there,
if these sorts of contentions are disregarded it can likewise affect the whole work environment
and can influence the organization and different employees are too dragged into the conflict now
and again and can directly affect the profitability of the firm. Get to the foundation of the issue
and stop the landslide before it begins. Ensure the message is certain that all representatives,
paying little respect to position and residency, will be considered responsible for their conduct.
Tell them that whenever built up models are not met it could prompt disciplinary activity.
Stage 5: counsel the employee handbook
It is likewise vital to know the organization approaches and at times alluding to the employee
handbook takes care of half of the issues. Since there are sure decides that each worker needs to
pursue to help guarantee you achieve a reasonable goals, settle on beyond any doubt your choice
is lined up with organization arrangement. No representative ought to be above work
environment rules. Giving a representative a chance to slide when they have plainly conflicted
with the principles will debilitate your power and cause hatred in the positions (Saeed, 2014).
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Q9: outline the procedures that can be used for handling conflicts. List down
the people you would contact if you could not resolve workplace indecencies
before escalation. You may use your current workplace or refer to an
organization of your choice as an example.
Procedure to Handel conflicts is:
1. Talking to both the persons.
2. Focus on events and behavior and not only on the personality
3. Listening to both the sides carefully.
4. Identifying the points of agreement and disagreement.
5. Prioritizing the areas of conflict.
6. Developing a plan
7. Follow the plan.
8. Lastly build success.
According to the case study being a marketing manager I will first report to the human resource
department about the issue, if the conflict will not get resolved than I will talk the organization’s
manager as If the action is not taken at the earliest it can create problem in the whole
organization.
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REFERENCES
Akpala A. (2009). Principles of Management, A Nigerian Approach. Logos: Fourth dimension
Publisher Ltd
Baker, M. (2014).Marketing strategy and management. London: Palgrave
Eric, S. (2012). Marketing strategy.Journal of Historical Research in Marketing, 4(1).
Goldmann, A. (2006). High toxicity leadership- Borderline personality disorder and the
dysfunctional organization.Journal of Managerial Psychology, 21(8)
Griffin R. (2001). Management: Boston Houghton
Helms, M., & Nixon, J.(2010).Management. Journal of Strategy and Management, 3(
Miffling.I (2006).Management Theory: Principles and Practice.Calabar: Merb Publishers
Samson, D. (2012). Management. South Melbourne: Cengage Learning
Usoro, I. (2010). Management: Concepts. London, Plano Publication
Wilding, J. (2011).Management. Current Medical Literature, 28(2)
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