Fanshawe College COMM 3020: Improving Communication in Fast Food

This report examines the challenges and opportunities for fostering positive employee relations within a fast-food organization, particularly concerning employee unions. It identifies problems such as higher wages, potential strikes, and decreased human control resulting from unionization. The report then presents research highlighting the importance of improving working relationships between management and labor unions for mutual benefit. The analysis section provides recommendations for strengthening positive employee relationships, including promoting open communication, encouraging cooperation, soliciting feedback, inspiring and rewarding employees, and sharing the organization's vision. The report concludes by emphasizing the importance of these strategies for improving employee morale and organizational success. Desklib provides a platform for students to access similar solved assignments and past papers.

Running head: PROFESSIONAL COMMUNICATION
Professional Communication
Name of the Student
Name of the University
Author Note:

1PROFESSIONAL COMMUNICATION
Executive Summary
The report highlights the fast food organization who comes up with the notion of maintaining the
strength and positive relation among the employees of this company. The coming pages of the
report mainly highlight the problem, research and last analysis for the given issues. A large
number of problem likes higher wages, strikes and decreased human control has been provided.
The last section of the report deals with a list of recommendation for this fast-food company.

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Table of Contents
Introduction..........................................................................................................................3
Discussion............................................................................................................................3
Problem............................................................................................................................3
Research...........................................................................................................................4
Analysis...........................................................................................................................5
Conclusion...........................................................................................................................7
Recommendation.................................................................................................................7
References............................................................................................................................8

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Introduction
The following report reflects on a fast food organization which has a supervisor. The
supervisor of this organization focuses on certain ways which can be used for maintaining and
strengthening positive relation (Zheng et al., 2015). The relation is mainly established among the
employee of this restaurant. The last part of the report mainly deals with a list of
recommendation which can be used for improving the employee strength within this fast food
organization.
In the coming pages of the report, an idea has been provided regarding the issue or
problem. After that, various results of the research have been provided. The last section of the
report will be needed for solving the major issues in strengthening employees.
Discussion
Problem
At present, this fast food center is encountering large number of issues due to employee
union. It can easily provide large number of benefits for the workers while it can create large
number of disadvantages for employers like federal governing law (Conway et al., 2016). All the
given workforce does not unionize which means that the relation with employee should be
adversarial in nature. A proper understanding with respect to union for employers can be
considered to be helpful for avoiding any conflict. It can be considered to be easily helpful for
working with an organized workforce.
Higher Wages: The biggest disadvantage of having an employee’s union is that the
overall labor cost can easily rise (Flammer & Luo, 2017). Union workers can be considered by
22 percent which is more than non-union parts. By the help of collective bargaining, the

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employees of fast food center are given freedom to talk with each other before sending it to the
representative. The whole conversation is on the behalf of negotiation of the wages, working
condition and other benefits which can easily lead to much higher cost of production.
Strikes: If the fast food center does not agree to the wages, benefits or any rules of
workplace which has been requested by union members, then the employees are allowed to
strike. There is certain number of federal laws which limit the workers of fire striking (Griffin,
Bryant & Koerber, 2015). A strike does not money directly from the production loss, it can also
cause a large number of issues. Publicity from the given strike can easily result in the overall
sales. The customer can easily boycott various products and services. It can be seen that vendors
and commercial customers may stop working with this fast food center. It can also be anticipated
that the people might be able to pay bills or even deliver things which bought by them.
Decrease Human Control: If the individual focus on certain number of parameters like
merit, productivity or even another objective (Zukauskas & Vveinhardt, 2015). It is seen that the
individual might lose opportunity for a union workforce. It is seen that many unions might
negotiate with the rules of workforce which can be used for promoting and protecting worker
depending on seniority instead of merit.
Research
This particular research has helped in improving and strengthen the positive relationships
among the employee union of this fast food center. Employers and Labor union are considered to
be opposite of the bargaining table (Eisenberg, 2018). They mainly focus on diverging interest so
their relationship can be adversarial in most of the cases. Both the employers and union can
easily gain much of the interaction if they can easily improve their overall working relation.

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Union management focuses on characterization relation between employees and labor which can
be considered for improving the performance of fast food center. Apart from this, union-
management also focuses on improving sustainability which can easily benefit employers and
employees of Fast food centers.
Analysis
The analysis has provided certain methods which can be used to strengthening the
positive relationships among the employee union in this fast food company. This fast food
company should adopt certain number of steps like
Promoting open Communication: Communication can be considered to be important
for maintaining harmonious relationship among the employees. It goes also for establishing
relationship among employees along with relationships among employers and managers
(Cullinane et al., 2017). This fast food organization should focus on in-house communication. It
should highlight the importance of communication which can easily play a key role in
understanding various situation for practicing communication. It easily plays a key role in
understanding the situation which can be used for communicating in various scenes.
Encouraging cooperation: The fast food organization should focus on idea that working
together is not a competition but is an effort to reaching the common aim. Each and every
individual play a key role in the goals (Swailes & Blackburn, 2016). The organization should
select two employees for working on the board of each week. The appointed employees should
remove and add new ones which are inclusive of motivational messages.
Ask for Feedback: The supervisor of this fast food center should ask their employees for
various kind of feedback. Supervisor should look for request and assure their employees of

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things which they for input (Ramstad, 2015). All the given suggestion should be distributed in
the form to each and every one when they require feedback. The feedback can be given on any
topic like interpersonal issues or even comment on any particular project of this fast-food
company. An individual employee can easily email it to supervisor of the organization
(McManus & Mosca, 2015). It is the duty of supervisor to receive the email and carefully
consider the comments of the employees. A forum should be held in this fast food restaurant so
that a particular topic can be easily discussed. Employee should come with a proper idea which
can be easily shared easily. With the help of regular session on various topics, employee can
easily understand that the organization requires feedback (Zheng et al., 2015). It is the duty of
supervisor to make changes based on the feedback so that proper result can be obtained.
Inspiring and Rewarding: It is noticed that people are better, happier and when they are
motivated by proper encouragement and inspiration (Conway et al., 2016). The supervisor of this
fast food center should not criticize or even punish them. It can be stated as one of the ways by
which supervisor can easily phrase it. Supervisor can easily offer reward in the offer of bonus or
another reward at the given point for motivating the employees. When an individual member of a
team reaches the goal, supervisor should acknowledge it by gathering the whole team and
announcing its achievement (Flammer & Luo, 2017). The win of individual team of team can be
considered to be win of the whole organization.
Sharing the vision: The vision of this fast food organization should be a secret and it
should be shared with entire with the staff so they can become aware of the target of the
organization (Griffin, Bryant & Koerber, 2015). If the vision of this fast food center is a lofty
one, then it should be brought down to earth and its meaning should be explained to individual.
Visual aids should be used for drawing attention and improving the understanding (Zukauskas &

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Vveinhardt, 2015). The aid should include each department and its role for fitting for
understanding the importance of the outcome.
Conclusion
From the above pages of the report, it can be easily stated that this report is all about fast
food center. The supervisor of this organization wants to maintain and strengthen positive
relationships among the employee union. In the above pages, all the current issues encountered
by this fast food organization has been addressed in details. The last section of the report mainly
deals with a list of recommendation like promoting open communication, encouraging
cooperation, asking feedback, inspiring reward and lastly sharing vision has been discussed in
details.
Recommendation
There are large number of recommendation for this fast food organization like
 The restaurant should promote open Communication among its employees.
 The restaurant should encourage cooperation among its employees.
 The supervisor should ask for feedback from its employees on different topics.
 Higher management and supervisor of this fast food should inspire their
employees with rewards.
 Supervisor and higher management should share the vision of the organization
among its employees.


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References
Conway, E., Fu, N., Monks, K., Alfes, K., & Bailey, C. (2016). Demands or resources? The
relationship between HR practices, employee engagement, and emotional exhaustion
within a hybrid model of employment relations. Human Resource Management, 55(5),
901-917.
Cullinane, N., Hickland, E., Dundon, T., Dobbins, T., & Donaghey, J. (2017). Triggering
employee voice under the European Information and Consultation Directive: A non-
union case study. Economic and Industrial Democracy, 38(4), 629-655.
Eisenberg, E. C. (2018). Opportunities and Limits for Mayoral–Public Employee Union
Collaborations: The Case of the de Blasio Administration in New York City, 2013–2017.
Flammer, C., & Luo, J. (2017). Corporate social responsibility as an employee governance tool:
Evidence from a quasi‐experiment. Strategic Management Journal, 38(2), 163-183.
Griffin, J. J., Bryant, A., & Koerber, C. P. (2015). Corporate responsibility and employee
relations: From external pressure to action. Group & Organization Management, 40(3),
378-404.
McManus, J., & Mosca, J. (2015). Strategies to build trust and improve employee
engagement. International Journal of Management & Information Systems
(Online), 19(1), 37.
Ramstad, E. (2015). Can high-involvement innovation practices improve productivity and the
quality of working-life simultaneously? Management and employee views on
comparison. Old site of Nordic Journal of Working Life Studies, 4(4), 25-45.

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Swailes, S., & Blackburn, M. (2016). Employee reactions to talent pool membership. Employee
Relations, 38(1), 112-128.
Zheng, C., Molineux, J., Mirshekary, S., & Scarparo, S. (2015). Developing individual and
organisational work-life balance strategies to improve employee health and
wellbeing. Employee Relations, 37(3), 354-379.
Zukauskas, P., & Vveinhardt, J. (2015). Diagnosis of mobbing as discrimination in employee
relations. Engineering Economics, 64(4).