Human Resources Issues Essay Example | Topics and Well Written Essays - 1250 words

Human Resources Issues - Essay Example In fact, it is imperative that they will do so. From time to time, employees need to undertake corrective actions. These actions help them to take stock of their duties. It also helps their employers to understand that they can work under minimal conditions as well. In the contemporary world, most of the office work can be coordinated from home. Employees need time to be with their families and friends. What employers need to emphasize on is the quality of work and the delivery of services by employees. If all these factors are looked into, the employer-employee relationship will be greatly enhanced. Telecommuting is the next big thing in terms of the convenience it offers working from home.The kind of leadership shown in the case study is that of understanding. Here a leader does not stick to the status quo. He does not necessarily believe that he has supreme powers over employees. On the contrary, he understands them, knowing that they have to work together as an entity. This is th e kind of leadership that should exist in most offices all over the world. Employees must be given the space and chance to work at their own convenience. If all these factors are adhered to, obviously employees will provide their best services while employers will reap a lot from the fact that they can work from home and practice minimal supervision over them.Employers need to be patient and allow employees to take their own course of action. It helps them to feel less restricted and constantly looked upon.

BARGAINING II - AT THE TABLE Assignment Example | Topics and Well Written Essays - 750 words

BARGAINING II - AT THE TABLE - Assignment Example The arising conflict issue for this paper is conflicts in performance review. There is no single employee who enjoys a negative review of his or her performance. However, it is difficult to avoid negative feedback depending on the actions of the employees during the time of the review. This is a major reason for workplace conflict in the organization. Employees become angry when they fail to get the expected pay rise, promotions, and any other performance related incentives. As a result, they lash out spreading their discontent through gossiping the management and having a negative attitude towards work. These employees often argue directly with their supervisors creating very tricky and sensitive situations that require effective communication methods to resolve. The underlying problem is the employees failing to maximize on their full potential in work due to negative performance review. In most cases, the employees trigger this negative feedback based on their actions during the period of the review. As a result, they end up getting angry with their supervisors and may even lash out at them. This creates a tricky situation that may worsen if not handled properly. Moreover, the employees might lose their jobs in the event that the situation worsens. The parties in conflict are the employees and the management or supervisors. Thus, the side I choose is that of the management or supervisors. It is up to the employees to ensure that their performance in the organization is up to the required standards of the organization. Failure to do so would result into a negative performance review that would not be taken lightly by the employees. In addition, there is no way a supervisor can give a positive performance review while the employee’s o utput is not satisfactory (Gramberg, 2006). The supervisors and the management exercised various forms of behavior during the discussion phase. One of them is