Analysis and Improvement of Employee Relations at LakeWorld Gardens

This report provides a detailed analysis of employee relations management, focusing on key areas such as improving employee relations performance, managing risk factors, understanding relevant legislation, and defining management roles. It explores conflict management techniques, including problem-solving, compromising, and smoothing, and addresses potential sources of conflict in the workplace. The report also outlines procedures for handling grievances and conflicts, emphasizing informal actions, formal meetings, and investigations. Furthermore, it discusses the implementation of new policies, using social media regulation as an example, and examines ethical approaches and performance measurement. The report concludes with strategies for negotiation and agreement implementation, including documenting agreements and addressing potential failures, highlighting the importance of clear communication and structured processes in maintaining positive employee relations. Desklib offers a platform to access this and similar solved assignments.

Running Head: MANAGE EMPLOYEE RELATION
Manage Employee Relation
Name:
Academic Affiliation:
Date:

MANAGE EMPLOYEE RELATION 2
Task 1
The mission statement
LakeWorld Garden’s mission statement is” To preserve and enhance LakeWorld Gardens
as a Historic estate and garden of a world-class destination, offering each visitors an inspirational
experience through providing high-quality service and product in both food and accommodation.
Vision statement
Vision statement aims at describing the organization’s future picture after the
achievement of the prescribed mission. The hotel vision is “To provide the food and beverage,
accommodation and entertainment services and products to enhance best comfort and experience
to all our esteemed guests in the United States and across the world.”
Values
Personal, professional, and ethical conduct will be the rule and respect will be expressed
to all stakeholders to achieve the best customer experience and stakeholders relation.
Strategy
Following the mission, vision, and values of the hotel, all the objectives shall be achieved
since all steps shall be well illustrated towards the competitive advantage.
Question 2

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Employee relations performance mentioned in Lake World Gardens entails fair treatment
of employees and well as recognition of employees’ inputs to enhance the organization’s
activities. Employee relation performance can be improved through various methods such as
training and career development in alignment with organizations goals. Promote work-life
balance by ensuring all employees do not have work-home stress and thirdly, appreciating all the
efforts put to complete a job through incentives satisfactorily.
Question 3
There are numerous risk factors associated with managing employee relations effectively.
These include employee opposition to change, differences, and conflict of employee cultural
beliefs and the organizational culture. In trying to manage these possible employee relations risk
effectively, organizations incur several costs in training the employee to adopt into the culture to
reduce conflicts and discrimination of cultural background. Consequently, efficient training will
ensure diversity in a workplace thus enhancing performance and creativity.
Question 4
Different legislations govern industrial relations policies and plans. These include the
Employment Equity Act,
a. Labour Relations Act
b. Skills Development Act
c. Occupational Health and Safety Act
Question 5

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Every organizational management team has roles and responsibilities to play to develop
and implement employee relation policies. The management has roles such as creating up the
polices in collaboration with all stakeholders to ensure good governance of employees. Secondly,
management such as line managers, as tasked with supervising that all employee follow the rules
and regulations. Thirdly, the management has a responsibility of convening meetings with
employees to discuss policies that are negatively impacting their performance.
Question 6:
The different technique can be used in managing conflict in workplace e include:
a. Problem-solving technique through collaboration as all members come together to
understand the root cause and deliberate way forward.
b. Compromising technique requires the conflicting parties to give up something to end the
conflict.
c. forcing techniques require the management to take decisions in favor of one party to end
the conflict
d. Smoothing technique require cooling down the conflict between two flaring parties to
provide time to deliberate on it.
e. Withdrawal techniques require the conflicting parties to walk away, and the problem gets
resolved by itself.
Question 7
The two possible sources of conflict in my workplace are communication
misunderstanding among the kitchen and services staffs, and loud guests that yell at service
staffs. Staff training is essential in reducing the occurrence of such conflicts since they are rained

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in how to handle the loud and rude guest as well as how to effectively communicate with
colleagues during peak hours to avoid miscommunication.
Question 8
The most two possible conflicts that might occur in my workplace are the conflict
between the chef and the services staffs due to order miscommunication, and conflict resulting
from failure to complete the expected task. To resolve the conflict among the employees, I will
encourage them to find better was if communication or design a communication channel through
POS. This will reduce the chances of conflicting because of miscommunication. The conflict
between a manager and employee because of task failure should be resolved through reminding
of responsibilities and revisiting the work handbook.
Question 9
The following is a procedure in handling grievance and conflict in a workplace:
a. The manager or responsible person takes informal action of direct and causal
conversation to resolve the conflict so to settle the conflict without many parties.
b. A formal meeting is conducted when a casual conversation does not yield fruits. In this
meeting, various stakeholders such as the complaint, HRM and CEO, employee
representative, witness are all invited.
c. The investigation is conducted depending on the complexity of the grievances and the
failure to be resolved during the formal meeting. Investigation should be conducted by
the conflict resolution committee.
d. The decision is made by the conflict resolution committee and communicates to the
employee through a structured communication channel, and if the employee is not

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satisfied, the grievance can be taken to the next level of hierarchy such as the board
directors or industrial court.
Task 2
Question 1:
Distinction Gardens is a food service establishment in New York City. Distinction
gardens objective is to provide high-quality meals and service as well as accommodation with
well trained and friendly staff who aim at redefining comfort. My main role is to ensure that the
customer’s order is well taken and relayed to the kitchen for preparations. I must ensure the
customer’s order takes the least time in the kitchen and comes out in the best quality through
coordinating the service and the kitchen staff.
Question 2:
The most potential policy that needs to introduce is the regulation on the use of social
media during work time. Most of the employees tend to be online chatting with other people thus
distracting them from fully attending to customers, who at times stay for some time without
being attended too.
Question 3:

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Due to the current global technological advancement, banning employees from using
social media might not be beneficial to the entire organization thus there is need to train
employees on how to excel on social media, to benefit the organization. Creating mutual
relationship environment between HR and employees to pave the way for policy introduction.
While most of the employees might be well conversant with the aspects of social media, the
human resource department is more conversant with the best training that will ensure that
employees engage themselves more responsibly. Thus having collaboration between the
departments and employees, the organization will be able to build a solid training foundation that
will cover all the essentials required. During the training, a proper explanation should be given to
help the employee differentiate between the public and the personal persona.
Question 4
The possible opposition to the organization’s new policy on the use of social media may
arise through job satisfaction. Social media platforms have numerous benefits to the employee
during work, such as sharing ideas, collaboration with other waiters to offer great service and
food to the customers.
Question 5:
Ethical approach
For better adoption of the policy, I would use the ethical approach of policy
implementation to ensure that the success of the policy is beneficial to all stakeholders. The
ethical approach ensures that the policy does not work to detriment the well –being of the
employees in the organization, therefore should be all-inclusive form the beginning to the end.

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Question 6:
New policies are meant to improve individual and organizational performance thus the
success of the policy will be measured through benchmarking by the increase in the daily sales,
increase in the customer service experience and a positive recommendation from the customers
on the type of services received. To effectively measure the general performance associated with
the social media policy in the workplace, both the lag and lead indicators will be significant. Lag
indicators will focus on the performance measures through determining the return on the assets
while the lead indicators will focus on real-time return on assets thus facilitating backtracking of
the policy.
Task 3
Question 1
I would first address the issue by understanding the reason why the new graduate does
want to train in both the jobs and try advice him/her the benefits accrued by getting the training.
If this does not work, then I will seek advice from the human resource management organization
to offer me a better way of dealing with the employee since they understand human factors
better.
Question 2

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I would use a win-win negotiation strategy and understanding strategy since both of us
have specific things that we want. As I want the graduate to be trained in both customer service
and sales to be effective, the graduate at the same time may not feel comfortable with both job’s
skills thus through understanding the reasons; I will have a resolution that will both benefit the
company and the graduate in terms of skills and performance.
Question 3:
Negotiation is important in obtaining agreement in an organization than any other
strategy since it helps in building better agreements among the stakeholders, delivers long-lasting
conflict resolution and also he lop in avoiding escalation a re-happening of the conflict in the
future.
Question 4
To document the agreement outcome, I will clarify the source of disagreement, date and
the parties involved. Then in the document, I will state the steps undertaken to reach the
agreement, witness, and views of both parties and with a clear statement of the agreement. The
agreement document will also contain steps to be undertaken when the agreement is not fulfilled
by both parties, and they will append their signatures in agreement with the solution.
Question 5
There are different methods of agreement implementations; these include self-
enforcement that will require only the conflicting parties to undertake all steps and requirement
in achieving the goal of the agreement without the interference of the third party. The second

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type of implementation is the third party or agency enforcement that requires the intervention of
the third party to realize the agreement goals.
Question 6
In case of employee agreement failure, I will take the following steps as remedial
actions: I will verbally counsel the conflicting parties on the benefits and consequence of failing
to abide after that will give a written warning to stress on the importance. If the employee fails
again, I will suspend the employee to allow improvement opportunity; otherwise, I will terminate
the employment contract.