Managing Human Resources in an Organization Sample for Students

Questions: 1.How do the New Workplace Practices Introduced by the New yard Manager Complement One Another? 2.What are the Risks to Sustaining these Changes if George or the Yard Manager Moves on? 3.Do you think tough Blue Collar Unions like the Transport Workers Union are more of less likely to engage in Workplace Changes like these than Public or Service Sector Unions? Answers: Introduction Human resource management has huge impact on managing the employee relation of an organization through proper and transparent communication (Jackson et al., 2014). This study will select the case study of Constructive Relations at Top Trucking Company. The aim of this study is to explore the employee relation in the organization mentioned in the case study. Effective human resource management fosters positive workplace environment in an organization, which turns into effective employment relation. The study will describe the new workplace practice introduced by the new yard manager of the organization. The study will also analyze the risks towards sustaining organizational change, if the union delegate or yard manager moves on. Furthermore, the study will also compare the engagement level of tough blue collar unions and public or service sector unions towards the organizational change. 1.Workplace practice defines the work environment and workplace condition of an organization. According to Ogbonnaya and Valizade, (2015), good workplace practice lies in open communication and high level of employee value. On the other hand, Whyman and Petrescu, (2015) opined that good workplace practice is highly beneficial for improved employee relation through boosting employee morale. The new yard manager of Top Trucking Company introduced a unique workplace practice towards getting the success of the organization. He was highly open in communicating with the workers and union of the employees. It was quite different from the previous yard manager of the company, where the yard manager used to rule the employees in autocratic way. Moreover, the new yard of the company started to follow open communication in the workplace. New workplace practices introduced by the new yard manager are described below: Open Communication The new yard manager used to communicate with the workers and the union openly. Moreover, the manager was quite flexible in sharing the important information with the workers. It has ultimately harmonized the workers towards completing the common goals of the organization. Furthermore, openly communicative workplace has resolved several worker issues by immediately solving their issues. Autonomy According to Samnani and Singh, (2014), great business always allows their workers towards dealing with their jobs in their own way. On the other hand, Neuhaus et al., (2014) opined that good workplace practice always provide enough freedom to the workers towards performing their tasks. The new manager of yard does not treat the workers like children and provide enough autonomy towards performing their job role. Moreover, the yard manager always provides training and development opportunity to the workers so that they can works in an efficient way. Safe Workplace Environment The new yard manager is always concerned about the health and safety of the workers. For this purpose, he has introduced more training for the drivers both in terms of technical as well as customer service. It has assisted the workers to work in a safe way by avoiding any physical harm. The drivers can now effectively complement each other, as they are all efficiently trained. On the other hand, the drivers of the organization have also started to feel good about their new uniform and truck. Shared value and Learning environment The yard manager is not afraid of opening up pressure and success of the workers. Moreover, rather than blaming others, he always use to check thinks out and explore the issues hindering the organizational success. It demonstrates a sense of fairness in the workplace of the organization. According to McDonald et al., (2013), shared value in workplace can bring innovation in the business process. On the other hand, Mencl and Lester, (2014) opined that shared value can enhance the worker morale towards performing at their peak. Furthermore, the new yard manager always used to consult with the workers and union before coming into a solution towards enhancing the organizational success. On the other hand, training and development programs have initiated learning environment in the workplace. In this way, the workers have become highly supportive to each other by improving workplace productivity. 2.Risk of Sustaining Change Lack of Control According to Zhao et al., (2014), lack of effective leadership can create lack of control in the workplace t0wards sustaining the new changes organization. In the same way, the workers of Top Trucking Company can feel lack of control towards performing at per the new changes in the organization, if the new yard manager moves on. They can face lack of proper support in completing any complex jobs within new work environment. On the other hand, Bromiley et al., (2015) opined that the workers can be confused about the uncertain things of the new changes, where there is lack of proper management. Hence, the same situation can also be occurred in Top Trucking Company through minimizing the overall performance of the workers. High chance of Workers Conflict According to Lord et al., (2015), trade union plays an important role towards maintaining positive worker relation within an organization. It always remains engaged towards collective bargaining between the worker group and the management. On the other hand, Tavakoli, (2014) opined that the member of trade union represents the interest of the workers to the management towards fulfilling them. In such situation, if George moves on, then the employees can face tough challenges in communicating their issues with the management of the organization. They also lose the legal support on their support. Therefore, there is high risk of employee confliction in the organization. Lack of Efficiency According to Fumasoli et al., (2015), good leadership and management is always associated with development of the workers. Moreover, good leadership is highly needed for developing the workers towards accepting new organizational change. In such circumstance, if the new yard manager of the organization moves on, the workers will face lack of proper development programs towards enhancing their skills for accepting new organizational changes. Hence, it can minimize the efficiency level of the workers and damage the success of the organizational change. Chance of High Turnover According to Tudor, (2014), the culmination of ongoing poor leadership can create high worker turnover. It can have severe impact on the success of the organizational change. On the other hand, Packendorff et al., (2014) stated that employees often do not get proper managerial support in poor management. In case of the Top Trucking Company, if the yard manager moves on, the workers can face high level of complexity in the changing work environment. Lack of support from the manager will increase their job complexity level. Hence, there is high risk of high worker turn over, if the yard manager moves on. On the other hand, the rate of worker turnover is also high in this company, if the George moves on. Lack of union delegate can causes high level of worker confliction. It can turn into in high rate of worker turnover. Lack of Synergy According to Zhao et al., (2014), poor departmental leadership can inhibit the development of synergy. The workers of this organization can be unable to coordinate task among them, while the yard manager moves on. It can lead to more fragmented departments and job roles of the workers and destroy the overall success of the organizational change. Engagement of Blue Collar Union in Workplace Change Tough blue collar unions are more like to accept the change than the public or service sector unions. The public or service sector unions always deal with white collar employees, who are to deal more with advanced technology and changes organizational process (Bromiley et al., 2015). Hence, they are the first towards resisting for organizational changes. Blue collar employees are always willing to accept organizational changes, if it seems to be beneficial for them. While considering the case of Top Trucking Company, it has been found that the organization rejuvenated their fleets, cleaned up the yards and bought new uniforms for the drivers. Moreover, they organization has also introduced new supportive yard manager. All these changes seem to be beneficial for the blue collar workers. The rejuvenated fleets must have some modern facilities and styles, which can be highly flexible to operate by the drivers. Hence, the blue collar union can be highly willing to accept the changes. On the other hand, the organization has also initiated new computerized system, which may have much impact of the employees, who are in the technical department of the organization. Hence, the white collar union can have much resistance over the organizational changes. While considering the public and service sector union, it always deals with such employees, who have high chance of being promoted or even demoted by the organizational change. Organizational changes can have huge impact on the power distribution among the employees of public or service sector. In such circumstance, the public and service sector union may demonstrate high level of resistance towards organizational changes, if the change demotes the position of any employee (McDonald et al., 2013). On the other hand, blue collar union deal with the workers group, where there is no such chance of worker promotion. Hence, organizational changes in regards to power distribution cannot have much impact on the blue collar workers (Lord et al., 2015). Hence, their union is more likely to accept organizational change, if it seems to be beneficial for the workers. In case of Top Trucking Company, the organizational changes have benefited the workers through increasing their value and support. Hence, they seem to be quite happy with the organizational change. Organizational change may have direct impact on the work procedure of the public and service sector employees. Hence, they are much worried about the unknown factors of organizational changes. Therefore, the public and service sector unions raise high level of resistance towards engaging with organizational change. On the other hand, organizational changes do not have direct impact of the blue collar workers. They are often indirectly related to organizational change. Hence, the tough blue collar unions are more likely to engage in organizational change. Conclusion While concluding the study, it can be said that the new yard manger of Top Trucking Company is democratic in nature. He always shares important information of the organization among the workers. It creates shared value with the organization and workers can complement each other towards achieving organizational goals. 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