...The Enforcement of Rights under Collective Agreement Introduction Historically, the relations between employers and employees were accompanied by numerous conflicts which were determined by natural factors. In fact, the conflicts between the management and employees were and still are inevitable since, even thought they work in the same organizations, they still have different purposes. It is obvious that the major goal of employees is to get the maximum payment for their labor and to have guarantees of social protection in case of some accidents, illnesses, retirement, etc. while managers and the owners of companies attempt to get the maximum profit from their organizations exploiting employees possibly reducing the cost of the labor force and increasing the effectiveness and productivity of labor. As a result, the functioning of both parties within the same organizations is based on different approaches to the job each of the parties does. No wonder such a difference leads to the numerous conflicts when one of the parties or both want to protect their own interests since this inevitably affects the interests of the opposing party. In such a situation, the necessity to develop some common rules of the game is obvious. This is why in the course of the development of relationships between employers and employees the legal basis of their relations was created. In this respect, it is necessary to underline that employees, being initially in a deprived position, attempt to protect...
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...Running head: Motivation, Conflict, and Ethics Motivation, Conflict, and Ethics University of Phoenix Motivation, Conflict, and Ethics As an employee of a Medicare contractor communication is a vital aspect of the work environment. There is a 24 hour hotline which serves as means of communication between employees and human resources. The use of a 24 hour hotline as a communication method allows flexibility among the staff in receiving information. Professional, societal, and individual ethics are a very important part of the corporate culture. Being a contractor the company has to be trusted in dealings with companies and also personal information. Internal policies and procedures reflect a conscious effort to maintain high ethics among staff. They have gone so far as to establishing a dedicated phone number and email for employees to report any unethical behavior. This company does its best to hire employees with high individual ethical standards. Employees are also trained thoroughly on ethical procedures in the workplace that all staff are expected to adhere to. Motivational theories The motivational theories used by the Medicare contractor include production quotas, bonus incentives for hitting quality and timeliness requirements, and push days. The production quotas are reviewed on a weekly basis, and managers communicate the percentages to the employee: offering praise, pointers, or management help to bring substandard percentages up to expectation. Bonus incentives...
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...[Type text] Running Head: LEADERSHIP Leadership at KTG Heba Gouda ID: 867223 Chifley Business School Leadership Executive Summary 2 The general goals of this task are to empower a vital repair to KTG local circumstance and to connection managerial as so as authority rationalities with Operational Review Report, to work out and to create the brilliance of the procurement consented to the district. The distinct aspiration is to identify, build & evaluate agent rehearses for consolidated utilized so that the laborers capacity for engagement created. To approach and propose this circumstance and to create a compelling administration general approach a compound of speculations were taken in attention. The technique to encourage the normal difficulties went up against in this task is a mix of old method for managing, in addition to another system endorsed to be basically proper in managing such awful circumstance. To start with thing first is to get all workers inspired, and this is carried out by numerous ways that is bringing in thought with the distinctive approaches to fulfill the needs of different human wishes and needs. What's more to wrap things up, comes the correspondence part; which is the connection to accomplish things the way it ought to be. Leadership 3 Table of Contents Executive Summary ........................................................................................................................ 2 The Role of the Leader ........
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...Working with Employees Portfolio PSY/435 Working with Employees Portfolio “A manager, who is generally the head of a department or functional area within an organization, has specific responsibilities depending on the needs of his or her organization” (Heathfield, 2013). Managers are responsible for certain departments within the organization and have employees reporting directly to him or her, where the employees look for the managers to provide leadership. “The role of the manager bears significant responsibility, accountability, and authority within an organization” (Heathfield, 2013), such responsibilities includes; planning, evaluating, monitoring, training, managing conflict, recruitment, and employee selection. The following is a 30-minute, semi-structured interview with manager John Roberts, who works for the United States Postal Service (USPS). Mr. Roberts has been a manger for USPS for over 20 years, and currently manages 25 employees now on the third shift. He has encountered many problems that manager’s face in the workplace, and during the interview offer his solutions into how he attempt to solve each problems. Interview with Mr. John Roberts The question presented to Mr. Roberts was what are some of the common problems that you have experienced with employees? Mr. Roberts states that there are several common problems that he has experienced with employees, with the first being getting employees to come to work. Employees are lethargy, apathy...
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...Sri Hadha Healthcare Systems The cause of the conflict between Mr. Jaishankar’s employees was because each party involved failed to accommodate on another on the preference of their radio station. The argument was unjust and uncalled for. The lack of compromising was also apparent in this incident. Rajaram and Buddy Jones need to learn how to act more professionally on the workplace. Had this incident escalated any further, someone could have gotten seriously injured. This would result in company lawsuits and even hospitalization of an employee. Each party in the incident should be accommodating to each other as to the rules of the radio. Instead, it resulted in a racial verbal assault on one another that could have offended all other employees overhearing the argument. Those who were involved acted childish and did not think rationally before acting. The style of conflict management that the distribution center employees are using is a competing style. These distribution center employees are using a low level of cooperativeness and high level of assertiveness. This creates a very hostile environment to work in. Each employee acts in a very selfish and argumentative manner. Both employees didn’t care to accommodate one another. They both felt that they would get their way by strong arming each other. This is clearly not the way employees should go about resolving conflict. It won’t promote a teamwork environment for employees and encourage an “everyman for themselves”...
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...Groups, Teams, and Conflict MTG/311 March 4, 2015 Groups, Teams, and Conflict Team Strategy Plan 1. Complete the following table to address the creation of teams at Riordan Manufacturing. Strategy | Strengths | Weaknesses | Forming: Cross-Functional with Common Plan and PurposeIdentify team members, analyze work, develop goals to achieve mission success, and generate strategies to achieve goals (Robbins & Judge, 2013). | High level of communication promotes clearly defined purpose. Proper planning enhances climate of trust and allows common purpose to provide guidance for overcoming barriers (Robbins & Judge, 2013). Enhanced tendency to attain synergy and achieve goals (Wienclaw, 2015). | Personal agendas weaken the common purpose and reduce cohesiveness. Infrequent strategy reviews encourages team confusion (Robbins & Judge, 2013). | Storming: Team Member Commitment | Create structure and processes. Reduced dysfunctional conflict and build trust and cohesiveness (Robbins & Judge, 2013). | Challenges to authority. Some participants may struggle with the limits the team levies on individualism. | Norming: Determine Leadership Hierarchy and Performance Metrics | Clearly defined chain of command promotes normalcy and respect. Clearly communicated performance metrics enhances normalcy (Robbins & Judge, 2013). | New task assignments may cause some members to revert to Storming phase. | Performing: Coach to Goals | Team Manager is able to...
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...University of Phoenix Material Conflict Management Plan 1. Identify the available conflict management strategies and their strengths and weaknesses. |Strategy |Strengths |Weaknesses | | |Management should avoid taking sides when |Utilizing inappropriate body language could | |Problem-Solving |it comes to resolving problems within the |transfer the wrong message, it is important | | |group |to listen to both parties prior to making a | | | |decision | | |Goals can only be met when everyone act |. In the case that a team member is not | | |responsibly and as a team to complete their|pulling their weight and making the expected| |Super ordinate Goals |part of the project. |contribution, it could cause tension within | | | |the group | | |Try not to avoid things, give the group the|Things that could have been taking...
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...University of Phoenix Material Conflict Management Plan 1. Identify the available conflict management strategies and their strengths and weaknesses. |Strategy |Strengths |Weaknesses | |Personal Interview and review |Lets the employees say what they want |Might cause them to lie to make the other | | |behind close doors, so they can speak |employee look bad | | |freely | | | |Lets management get an outside look of the |Some employeed may be biased already towards| |Ask other coworkers their knowledge of the|problem and talk to other employees |the situation | |incident | | | | | | | | |Will allow a definitive look into what is |Could cause HR problems and worker strike | |Place cameras and supervisors to watch |happening on the line and let other |because they are being filmed while...
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... Professor Management Studies Department Chittagong University, Chittagong. Submitted By: NUR-E-SHAFA Exam Roll: 2006/93 Class Roll: 4951 Management Studies Department Chittagong University, Chittagong. Conflict management- its nature, significance and impacts in BD firms Executive summary Whenever people talk of conflict or say that a conflict has developed, the usual impression is that there is something frightening. This notion prevails despite the fact that people know there is no organization which is altogether free from conflicts. Even non-profit and service organizations such as educational institutions and hospitals are not devoid of conflicts. Which is inevitably is recognized by an individual only when individual is faced with a conflict situation. In all other cases, one refers to it as bad and avoidable and regards it as a failure of parties in conflict. But productively engaging in conflict is always valuable. Most people are willing and interested in resolving their conflicts; they just need the appropriate skill set and opportunities in which to practice this skill set. Without a conflict skill set, people want to avoid conflict, hoping it will go away or not wanting to make a “big deal...
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...Conflict Management Plan MGT/311 December 2, 2012 Nora Navarrete Abstract This paper answers the following questions about conflict management plan. There is a conflict between two employees, James and David that needs to be addressed before forming work teams. The following answers what conflict resolution techniques are the best for this situation and how roadblocks are handled if they occur. There is always going to be conflict in the workplace, but the best solution to conflict is what is best for the business and what makes it successful. 1. Which of the available conflict management strategies is most appropriate for the current situation with David and James? Provide your rationale, including what factors you considered in making your selection. Your response should be at least 100 words. The most appropriate strategy to deal with the current situation with David and James would be the collaborating technique. Since not all the information is known, the best thing to do would get them together with a mediator to let them explain their side of the story. A lot of unknown information could come out in this meeting and explain a lot of things that are going on. James is assuming David was intentionally causing him problems that may not have been intentional and out of David’s control. While collaborating on these issues, the real reason while things were happening...
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...ASB 3101 Human Resource Management Individual Assignment: Reflective Essay (60%) Introduction 1.1 This is a reflective essay where I will look at a previous experience of conflict at work and relate this to human resource management. My focus points will be: the management team’s attitude to the conflict and how I managed the conflict. I will begin with focusing on how the conflict developed. I will outline the positive and negative aspects in the way it was handled in order to learn from the experience and what should have been done differently. I will use relevant theories to analyse the situation but I will also discuss my identity, the management’s response and how I dealt with the conflict. I will use my findings during this essay to help me prepare for future employment and dealing with in work conflicts. Theoretically conflict within the workplace is ‘the process in which one party perceives that its interests are being opposed or negatively affected by another party’ (Wall & Callister, 1995, p. 517). HR professionals are trained to deal with conflicts within the work place, using grievance and disciplinary procedures. It is the employer’s duty to either act on behalf of the human resource department or have a trained professional to represent the HR department. Studies show that most large and medium sized firms have set procedures to deal with conflicts, however ‘such procedures tend to be absent only in small firms’ (Kersley et al; 2006 Suff 2010a, b)...
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...Organizational Changes that Employee must face By: Kara Mann GM 570Managing Conflict in the Workplace October 16 2011 Professor: Charles Desjardins Table of Contents Description Page Introduction 3 How Gossip usually starts within an Organization 4 Who is usually involved in the gossip 5 Why Mangers are usually in the dark about the gossip within the Organization 6 How managers resolve gossip and keep it Under control within an Organization 7 Conclusion 8 Literature Review 9-10 References 11 Introduction This is an introduction about gossip that happens within the workplace, how it starts, how the rumors that cause the interruption of the production in the workplace. Managers are not trained to handle these types of conflicts; managers have a hard time dealing with issues that are interpersonal. Organizations should have third party counseling and mediators to handle conflict issues. This keeps managers...
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...How to Manage an Entitled Employee Leslie Cain Keller Graduate School of Management Dr. Mary Welsh August 18, 2014 Table of Contents Abstract………………………………………………………………………………………3 Background…………………………………………………………………………………..3 Literature Application………………………………………………………………………..3 Analysis………………………………………………………………………………………5 Resolution Recommendation…………………………………………………………………6 Reflection……………………………………………………………………………………..7 References…………………………………………………………………………………….8 Abstract How do you handle an employee with personal issues who feel that those issues entitle them to different treatment then the other employees at the company? It is important to exercise compassion but not let it affect decisions for your employees that will cause problems for your company and the other employees. Also learning how and when to use disciplinary action for employees who abuse their sense of entitlement. See how I suggest handling the employee in this paper who uses her personal situation to get away with being late and calling in and it has created tension in the office with the other employees. Background Company ABC has rehired an employee, Sarah, that has worked for the company in previous years and been released of her position both times for being tardy, calling in repeatedly and poor work performance. Sarah is exhibiting the same behaviors now as she has in the past. She was in a drug rehab program and going through a divorce...
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... Conflict over Job Duties Because of the rapid growth of the company in the last six months there is an increase in sales volume and this has caused both the credit office and the accounting office to be busier than normal. A conflict with the job duties of Ruth Rankin, the administrative assistance in the credit department, has not been able to help the credit office as much as she use to in the past. Ruth works for Jose Martinez, the manager of the sales department. Because the accounting department is located next door to the sales department, and is only one employee deep, Ruth helps them process journal entries that Linda Sims, the accounting department manger assigns to her. However, now with the increase in the number of credit applications, Ruth is too busy to assist the accounting department and this has caused a conflict between Linda Sims and Jose Martinez. Sims has complained to Martinez that she needs Ruth to work in accounting more now than she does, but Martinez response was very confrontational and refused to let Ruth help out anymore.1 Conflict in the workplace is common. There are five strategies to conflict management: 1) Forcing – using authority or other power that you possess to satisfy your concerns without regards for the concerns of others. 2) Accommodating – allowing the other party to satisfy their concerns while neglecting your own. 3) Avoiding – not paying attention to the conflict and...
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...Team and conflict management plan Tatum N. Davidson MGT/311 August 12, 2013 Jack Land University of Phoenix Material Team Strategy Plan 1. Complete the following table to address the creation of teams at Riordan Manufacturing. Strategy | Strengths | Weaknesses | Identify the objectives | Setting goals will allow each team member to understand their role and the pace at which the work must be completed. | Adequate feedback is not provided to team members | Steady communication | Keep the communication steadly flowing within the group, any miscommunication should be resolved at the present moment. | Too much empasis can be placed on solving the problem; time wasted sitting down to communicate can take away from production and slow down work pace. | Conflict Resolution | Identify conflict and find solutions to these problems. | Team member in charge of resolving coflict may be afraid to confront the employee for fear of making the situation | Trust building | Establish trust, allow each member of the team to give their input. Allow team members the opportunity to lead or be given leadership positions | Once trust is violated it is very difficult to get it back. | 2. Identify the team formation strategy that is most suitable for Riordan Manufacturing, and provide the rationale for the decision. Your response should be at least 100 words. 3. What potential barriers may arise during team formation...
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