Manage Employee Relations: Advice, Negotiation, Documentation, Implementation, Remedial Action

This document provides insights into managing employee relations effectively. It covers topics such as seeking advice, negotiation strategies, advocating your organization's position, documenting agreed outcomes, implementing agreements, and taking remedial action in case of non-compliance. It offers valuable information for individuals involved in managing employee relations.

Running Head: task 3` 0
TASK 3
System04122
3/23/2019

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Contents
Task 3..........................................................................................................................................................2
Q1............................................................................................................................................................2
Q2............................................................................................................................................................2
Q3............................................................................................................................................................4
Q4............................................................................................................................................................5
Q5:...........................................................................................................................................................6
Q6:...........................................................................................................................................................6
References.................................................................................................................................................10
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Task 3
Q1 discuss how and from whom would you seek advice/ or refer the issue to?
According to the case study, the employee does not want to work in other department and have
issues regarding working with other employees in such case the marketing manager should talk
to the HR manager as the a HR manager have the following functions HR managers will also:
 They are responsible on the way to the idea afterward coordinate the employees in the
direction of the finest treatment
 They are the person who are responsible to Resolve issues between management and
employees
 Coordinate after that supervise the production of specialists furthermore organization
 Oversee recruitment as well as hiring deal with
 Direct disciplinary procedures
It is HR’S job to focus on the problems faced by the employees in the organization and also to
consult them and motivate them to work in the organization. The marketing manager should
directly go to the HR manager and discuss the issue and should get it resolved at the earliest.
Q2: what type of negotiation strategy would you use in this scenario?
In a lot of negotiations, both the gatherings know about their interests and are eager to take part
in the give-and-take system with the other party (Moore, 2014). In the conflicts and clashes
identified by individual personality, and deeply held conviction or qualities, nevertheless,
exchange and elements can turn out to be increasingly confusing and can need elective question
goals for the strife arrangement. Meetings may not be very eager to make any compromise that
allows the opposite side,
In this scenario being a marketing manager I will separate the employee from the issues, talk
individually at the negotiation table, and then discuss the worth, counterparts to his/her position,
and then I will bargain accordingly (Van der vliert, 2013).
Q3:discuss the benefits of advocating your organizations position in
negotiation to obtain agreement
A Negotiation Mindset is Beneficial as well as each on or after Clients just before Employees
little the amount en route for display is undeniably a perilous cut of first acquaintance area
gatherings furthermore hammering in a daze contracts, the recompense thoroughly stretch pass?
a lingering customs bygone folks better-known applications. representing instance, substitute
aptitudes canister exist a scream whilst discussion something like the duties a characteristic
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otherwise another pact choice have, as a consequence know how to ensure with the purpose of
the two gatherings catch a glimpse of in particular I'm sorry? is anticipated since the new (Msila,
2012).
Makes Win-Win Situations
Various trust, pose abilities are not joined inwards plus generous a sunny old-fashioned whipping
just before the subsequently gathering. fidelity take place told, the superlative peace corps are
ones who container put up win-win circumstances, within which all and sundry exits suspecting
to the pose is a moderate one. Though the faculty near compellingly persuade come again?
Individual wishes possibly will come into view near befall a triumph by the time, in fact the
deficiency of philanthropy fashioned before this container set off issues not furthest off.
At hand is veto distrust with the aim of result an arrangement, which fulfills everybody, is
troublesome, in spite of that this is actually, why it is as a result exceptionally esteemed.
Stately Negotiating preserve build up your floor specialty By the side of last, the objective of an
barter is in the direction of move the perfect deal in lieu of you plus your association. inside
responsibility being such, you are not later than delineation humanizing your main concern. in
favor of instance, arranged the rotten unintended so as to you tin reduce your overhead via 10%
since of a viable arrangement, with the aim of notes goes diametrically on the road to your taken
as a whole revenue ( Lewicki, 2011).
Guarantees with the intention of You bottle tread interested in a Negotiation self-assuredly
Certainty is a derogatory cut of several exchange. Strolling addicted to an elemental
understanding and the prime education with the aim of you distinguish what did you say? you are
responsibility implies you tin concentrate never-endingly the layout itself when conflicting
toward stressing more than whether you are human being defeated beside the further party.
wearing addition, the faculty headed for swiftly bring in an introduction, perfectly seeing that
break offers before counteroffers has been demonstrated toward outcome within beat provision
(King, 2013).
Argument Skills make way
Repute is a prime model of business. It is serious to facilitate your government look upon you
happening the sour gamble with the intention of you requirement on the way to pick up the
generally efficiency publicized of them, furthermore it is in the same way to the same extent
essential folks sellers, customers, after that several added entity you capacity consult plus awe
you also. The effect you run off subsequent to an agreement bottle take an permanent
impression, which preserve imitate the whole lot beginning upcoming exchanges en route for
your bad name happening your production (Norenzayan, 2013; Overton, 2013).
Q4: How would you document the agreed outcomes?
I would start Documentation by writing immediately during the meeting or during the
conversation with the employee. Documentation needs to be in a professional, organized and
neat manner. Documentation should always be written in a way that it looks like one is talking
about the history or to a third party. As there is no idea as to who may read documentation. That
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is the reason it should be made in a way by which it reflects professionalism. Documentation can
even go to an employee’s new manager in case the employee gets a new job for my memory and
in order to inform the employee’s new manager
Q5 Discuss the methods of implementing agreements?
Step 1 – Management Support, It is important to have a crucial management support in order to
the implement and modify modification a policy.
Step 2 - Consult with staff, it is then important to involve the staff in implementing and
developing policies of the workplace in order to promote awareness ownership of the outcome.
Step 3 - Define policy of the terms
Step 4 - publicize the policies in writing
Step 5 - Training and regular referral
Step 6 – Implementation
Step 7 - Evaluate and review
Q6 how would you take remedial action if the employees fail to abide by the agreements?
I will follow the following steps:
 Resupply: asking the employees for any new resources they need, listening to the issues
and frustration of employees.
 Retrain: Give the employees computer based training, or provide them with trading
seminars
 Refit: if the above two systems do not work then the best option for the management is to
switch jobs. They might perform jobs better in another field.
 Reassign: if the above system also does turn out to be right for the employee tan the
manager should reassign the task to the employee this gives employee a sense of
responsibility.
 Release: if all of the above steps fail, it is better to leave the employee and let him go.
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References
Van der Vliert, E. (2013) Complex interpersonal conflict behaviour: Theoretical
frontiers.Psychology Press.
Saeed, T. (2014) Leadership styles: relationship with conflict management styles. International
Journal of Conflict Management, 25(3)
Luis D. (2010) The effect of workplace spirituality on team effectiveness. Journal of
Management Development, 29(5)
Trudel, J. (2011) Managing workplace incivility: The role of conflict management styles—
antecedent or antidote?. Human Resource Development Quarterly, 22(4)
De, D. (2010) Social conflict: The emergence and consequences of struggle and negotiation.
King, B. (2013) Attitudes, conflict, and social change.Elsevier.
Lewicki, R. (2011) Essentials of negotiation. Boston, MA: McGraw-Hill/Irwin.
Moore, C. (2014). The mediation process: Practical strategies for resolving conflict.John Wiley
& Sons.
Msila, V. (2012) Conflict management and school leadership. Journal of communication, 3(1),
pp.25-34.
Norenzayan, A. (2013) Big gods: How religion transformed cooperation and conflict. Princeton
University Press.
Overton, A.R. and Lowry, A. (2013) Conflict management: difficult conversations with difficult
people. Clinics in colon and rectal surgery, 26(04)
Rahim, M. (2017) Managing conflict in organizations. Routledge.
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