Absenteeism And Organizational Productivity-Myassignmenthelp.Com

Questions: Is There Any Relation Between Lesser Compensations To The Employees And The Workplace Strikes? Is There Any Negative Impact Of High Workload Upon Employee Absenteeism In The Organization? Do Management And ER Issues Such As Workplace Bullying And Discrimination Affect The Employee Turnover Arte And Organizational Productivity? Answers: Introduction There is a continuous rise in the management issues faced by the organisational managers in context with the employee relations and their impact on employee turnover, absenteeism and organisational productivity. And there are expectations that there will be continuing rise of such issues because of numerous changes in the managerial practices. Therefore, it is the correct time for the HR professionals as well as the organisational managers to play a vital role in dealing with such issues and challenges of management by developing a research program and action plan. To manage the employee relation issues and other management issues related to the human resource department, it is essential that the managers must accommodate the employees in the virtual workplaces and also to introduce improved ways of managing the corporate culture and employee orientation (Armstrong and Taylor, 2014). The paper will highlight and study of the management issue in context with the human resource functio n of the big retail giant of Australia, named Woolworths Supermarkets. The management issues identified in the report will be linked and evaluated on the basis of the theoretical facts and models. Based upon the analysis, there will be identification of the few effective alternatives and recommendations which can for resolving the existing management issues or problems in the company. Overview of the Organisation The present study has been conducted in respect with the Australias one of the retail giants named Woolworths Supermarkets. Since past ninety two years, the company is operating its business functions across the globe. From the overall perspective, the management strategies and approaches of the organisation are quite impressive and reliable but at some of the aspects in terms of human resource function; it lacks and faces certain management issues. The key business operations of Woolworths comprises of the retailing and manufacturing function across the regions of New Zealand and Australia. There are almost 111,000 employees of the company who help the organisation to expand globally and recognized as a well-known and global brand in the retail sector (Woolworths Limited, 2017). Research Program The research program can be initiated by considering a series of plans for the company. Before implementing changes and improvements, it is essential that there is an effective research of the issues that are prevailing in the organisation. Following will be steps of the research program: Step 1: Define the objective of the research program Step 2: Establishing the benefits and drawbacks of the program Step 3: Developing the data in context with the impact of research program Step 4: Mapping the reasons behind the occurrence of issues and performing analysis Step 6: Identifying improvement strategise and solutions to the problem Step 7: Identifying ways to have increased involvement of the employees Step 8: Implementing strategies and recommendations (Carter, Murray and Gray, 2011) Current management Issue The manufacturing units and sites, there has been analysed several issues such as unrest and strikes by the employees because of the management issue regarding the inappropriate wages offered to the employees such as issues related to unpaid bonus scheme and lesser amount of wages in respect with the work done. Managing such violence and issues became a crucial management challenge for the organisational managers and the HR professionals of the company. Pressure to have a fair workings system became a common challenge for most of the retail organisations of the country (Ahsan, 2013). The organisational managers were found to be failing to meet the demands of eth employees and managing such employee related issue and the management for Woolworths tend to face a serious of associated consequences because of the issue. Due to the threat of competition and pressure from the consumers side, the key emphasis of these firms are on the total quality management and innovation and thus there i s less focus upon the management issues related to employee relations (Bridge, 2011). It is also analysed that the management issue of employee relations, there were found the high work pressure and over lead work has resulted in increased employee absenteeism at the organisation which is becoming an issue for the management to resolve at an immediate stage. There are worldwide practices regarding enhanced and improved workplace flexibility and work life balance of the employee and still if the organisation is pressurizing the workers by increased workload, there are certain issues atht arises and disturb the human resource management of the company (Smith, Heley and Stafford, 2011). The increased amount of unrest working has resulted in extended degree of absenteeism at the manufacturing unit of Woolworths as well as there also taken place lack of transparency and security issues that has resulted in workers strikes. And thus managing the absenteeism of the employees occurred as a big challenge for the organisation to manage effectively. The employee related management issue of Woolworths also comprises of one more challenges i.e. workplace bullying and employee discrimination (McKenzie, 2010). The overall management issue was because of the discrimination factor also as at the workplace, the women employees were not given an equal opportunity to develop and have rewards and recognition in comparison with eth other male employees. This occurred as one of the key management issues as there was a sudden decrease in the number of female employees at the workplace which results in challenge for the organisation against the rights of the women and women employment po licy (Lee, 2004). Some of the analysis found workplace bullying as the key reason for the deteriorate relation between the employees and the management that turned in increased rate of employee turnover. Thus, from the overall perspective, the management issue of employee relations sounds to be very challenging for the growth and profits of the company (Chavan, 2009). Analyse the findings The issues of unpaid bonuses and lesser wages have resulted in extreme management issue at the organisation in terms of employee relations as the Woolworths Supermarket has resulted for a strike from the employees. This management issue can be analysed and understood by the Unitary Theory of Industrial Relationship as the theory offered a loyal structure and a unified authority to the organisational management for effectively managing the adverse organisational situation and management issues (Tapia, Ibsen and Kochan, 2015). According to the aspects and view point of the unitary theory, all the organisational participants are place together as a team and are emphasized to work on the accomplishment of the shared goals, common objectives and shared values. Therefore, the unitary theory has its primary focus to maintain high level of industrial peace by resolving the conflicts and making all individuals work for a common goal (Burchill, et al., 2013). Another element of the management issue of employee relations at Woolworths is the higher degree of absenteeism and employee unrest which deteriorates the employee relations in more severe sense. The management issues of lack of transparency in context with the organisational commitment, security related issues, issues in relation to poor work-life balance and work-life balance of the employees can be explained and analyse with the System Theory of Industrial Relation Theory (Abbott, 2006). As per this theory, every company is required to develop and establish its system approach for influencing the functional as well as structural sociology of the industrial relation. Thus, according the aspects of the System Theory, the Woolworths is required to establish some systematic explanation and rule making-governing business operations for balancing the social system and work-life balance of the employees by framing a distinct industrial relationship system. The management issue of employee relations and aspects such as employee discrimination is the key factor behind disturbing the workplace culture of the Woolworths. The analysis and understanding of the management issue can be potentially done through Conflict Theory of Industrial Relations (Witt and Redding, 2013). As per this theory, there are diverse set of aspirations and values of the employees that potentially creates a conflict with the managerial decisions. As per the approach of conflict theory, there is resolutio n of the management issues and conflicts by collective bargaining and agreement. Therefore, Woolworths is required to effectively follow the conflict theory in order to resolve the management issue of employee relations so that the employees can be influenced and there can be effective participation of the workforce in decision making (Croucher and Morrison, 2012). Alternatives and recommendations to improve the performance of the organisation Analysing and considering the management issues of Woolworths, it has been analysed that the organisation is required to employ correct negotiation techniques for managing the actions of the organisational employees as well as to resolve the management issue of employee relations. to increase the production, the company used to make the workers work for additional hours as well as to save the costs, there has been provided lesser wages to the employees which has resulted in numerous issues. Thus, to manage the issue, the organisation must be implementation of work hour planning as well as pay scale increment so that the grievances of the employees can be reduced regarding the organisational management and as a result there can be increase productivity of the organisation (Alfes, et al., 2013). Another recommendation is that there must be effective job redesigning for both the casual as well as the full time employees so that their demands can be considered as well as it will help in enhancing the motivation of the employees towards the attainment of the organisational goals. It will also help in upsurge the level of employee retention, enhancing the work-life balance and reducing the employee unrest level which will ultimately improve the employee relations and management issue can be resolved (Armstrong and Taylor, 2014). Overall, to manage the issue, there must be implementation of collective and distributive bargaining for improving the effectiveness of the negotiation of the complete process of industrial relationship. Since Woolworths is experiencing extensive employee relations issues, there could be done worker union engagement as it will be a potential strategy for managing the issue. An effective and proper evaluation and mapping of the implementation of the change strategy can support the organisational management in overcome the issues (Fruhen, Watkins and Jones, 2015). t is also recommended that all the changes in the policies of human resource management comprising of the compensation as well as the other activities in context with the jobs must be adequately communicated to the workforce prior to any kind of implementation in the organisation. Therefore, to overcome the management issue and improve the relations with the employees, the company is finally required to identify and evaluate the causes of deteriorate employee relationship with management and must implement the best possible practices that can help the organisation to overcome the same (Newman, 2014). Conclusion The primary statement of the paper highlights the current management issue of Woolworths. At the time of undertaking the research, the management issue highlighted was the unhealthy employment relations at the workplace of the organisation that comprises of the upsurge degree of employee absenteeism, workplace strikes, employee unrest, and bullying, lesser compensation and employee discrimination. It is analysed and concluded from the vast literature that the companies indulge in unethical practices such as unpaid bonuses to the employees, offering squat wages to the workforce, etc, because of the reason that they tend to increase their profit margin and revenues by deducting the cost of labour. And thus it results in strikes and payout issues in the management and there is a much need to develop a balance between both the employees as well as the management to avoid such management issues at the workplace. For effective and critical analysis the theory of Industrial Relationship suc h as System Theory, Conflict theory and Unitary Theory has been used which concludes that the issues can be resolved with successful implementation of such theories. Furthermore, the recommendations will help the company to regain its trust and have improve employee relations which can ultimately resolve the management issue. References Abbott, K. (2006). 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