HRM Case Study Analysis: Conflict, Unionization, and Policies

This case study analysis explores various aspects of Human Resources Management through four distinct cases. The first case examines conflict resolution, focusing on a late employee and the importance of grievance procedures and active listening. The second case delves into employee unionization, discussing employee rights to form unions and the impact on management. The third case addresses an employee's mistake involving missing funds, evaluating the appropriate disciplinary action. The final case analyzes a company's policy regarding women's safety and potential discrimination. The analysis provides solutions to each case by applying HRM principles and concepts like conflict management, unionization, and workplace policies.

Human resources
management

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
CONCLUSION................................................................................................................................3
REFERENCES................................................................................................................................4

CASE 1
A) As per the current scenario it has been identified that Jennifer was suspended for two
days the reason behind that is she came in late last Thursday, so store manager informed
her about her suspension without pay. Due to this she was very disturbed and want to
resolve this as soon as possible. Therefore, she decided to talk with her father and
manage conflict to work again.
The handling of the conflict
 It is essential for the company to talk with Jennifer and ask about the reason
behind coming late and the leader must focus on active listening to understand the
problems behind this situation. In order to handle the conflict, the company and
management team must prioritize the areas of conflict and try to solve problems
by communicate with each other.
 In order to solve the issue, it is recommended to follow grievance procedures
properly and do proper contracts. First of all, the company should investigate all
complaints, the issue must be raised with the management team and employer
informally and formally with providing grievance letter. After that investigation
must take place which can help the parties to make proper decisions. lastly, a
grievance hearing must be required to go through the details information about
what happen and why it has happened in order to make proper decision.
b) employees unionize
in business world, employees make their own unions and work together because of their
dissatisfaction with how the company’s management team treats them. Therefore, to deal with
difficult situation they unionize.
The major concept of employees right to self-organisation is : it is the fundamental right
of employees and workers to join and form unions so that they can handle difficult situation
together by doing so they can achieve purpose of collective bargaining regards to better wages,
extra benefits and other related issues in the company.
impact of unionization on managers
if the workers make union they can get higher wages as per their demand in group, this can
be a negative impact on the business of the company as they have to pay more to each

employees. Hence it is said that unionization can impact the manager’s ability to make important
and informed decisions and limits employees freedom while working on projects.
CASE 2
Yes, a company be allowed to make changes to health benefits of retired employees who are
covered by a collective bargaining agreement. Because it is the right of workers to get benefits
which is covered by a wages related agreement. As an arbitrator I would make decision simple
and clear which tells that party A would be likely to prevail because they are providing benefits
for the betterment of employees who are retired.
CASE 3
Yes, it was her fault and made a huge mistake as she left her cage without keeping
deposit amount at safer place. Due to this they may face huge loss for the financial issues but I
do not think that she should be dismissed for this particular situation. Because she was not the
one who has taken that money instead it is essential to find out the person behind missing
amount from the pile.
CASE 4
Nowadays company are more concern about women safety and security after the bureau
choice, As per the case Malika garments factor, management team has decided to make policy
for the safety of women and not assigning them to work in the third shift from 10.00pm to
6.00am. according to company it is essential for them to maintain wellbeing of women and
workplace but as per the women who wants to work in that shift has declared it as a
discriminatory policy. I think the maintained policy is not discriminatory because this policy is
made to safe guard the women employees which is good decision.

REFERENCES
Books and Journals
Wang, Y., Zhang, K. and Deng, Y., 2019. Base belief function: an efficient method of conflict
management. Journal of Ambient Intelligence and Humanized Computing. 10(9). pp.3427-
3437.
Ahani, S. and Dadashpoor, H., 2021. Land conflict management measures in peri-urban areas: A
meta-synthesis review. Journal of Environmental Planning and Management. 64(11).
pp.1909-1939.