Employment Relations of the Organisation Free Sample for Students

Question: Write a Report on Report onEmployment Relations. Answer: Introduction The success of the organisation depends upon the ability of the managers who motivates and leads people to work in the direction that has already been set by the company. In the process of the successful outcomes of the objectives of the company, the manager and the employees contribute generously (hr.toolbox.com, 2017). The company fails to achieve its objectives when the culture of the organisation is not understood by both properly. In this assignment the new management policy of motivating the employees of the Top Trucking Company has been studied. The assignment discusses how the new culture of the company and the initiatives if the manager brought changes in the company. Overview of the company Top Trucking Companys Wollongong has got its reputation as the best yard within the organisation and in the region. The yard was considered as the high performing yard. The performance was duly encouraged by a union delegate, George Psaros. Despite of its strong position in the market, the workplace faced problems for its autocratic manager. The manager was very arrogant and death with the drivers in a different way and that was not appropriate for the manager. The situations became very bad and the owner of the company sold it to the big national transport group. The new company appointed a new manager and changed in the process of Human Resource Management. The new manager changed the work place situation, cleaned the yards, installed computer for monitoring of the yard and motivated the drivers to work well. The role of the Human Resource Management in the change situation in the case study organisation The Human Resource Management plays a pivotal role in utilizing the potential of the employees as per the need of the organisation. In the case study organisation this has been found that after the change of the management and appointment of the manager, the Top Trucking Companys Woollongong saw a change in the culture of it (Glisson Lawrence, 2011). The HRM initiative became successful after the strategies of the company ware changed. The period of change of the ownership of the company from old owner to the new owner becomes very crucial for the HR people. The transition period was very challenging for the HRM policy makers. The truck drivers were annoyed with the old managers and they were required to motivate and it was very important to make them ready for the new culture (Lim, et al., 1996). The new strategy of the company became successful as the strategies focused on the needs of the employees. The HRM strategies focused on health and safety, training, technical and customer s service and wellbeing of the drivers. This was the most important plans that have to be incorporated in the HRM policy in order to satisfy the employees (Chorus.co.nz, 2017). The strikes called against the new system and the management became useless at the need and George realised that the new manager is working for the improvement of the company and the employees. The Guest Model approach of the new management David Guest has developed this model. The Guest model claims that the HR manager formulates unique strategies in order to begin some practices that are not followed earlier. The strategies bring appropriate outcomes when they are executed appropriately (Drucker, 2014). The Guest model advocates that the results of the strategies will make a change in the behaviour and performance of the employees and at the end the financial benefits are also given to the employees (Zhu, 2008). Thus the model focuses on the HR strategy, practice, behavioral outcomes results, changes in the performance and the financial consequences. In the case study organisation this ahs been found that new management becomes successful when the HR manager becomes successful in implementing the strategies Initiative of the new manager The appointment of the new manager in the company became successful for the company to manage the people. The manager wanted to be very motivated person and he did not bother to work to bring the changes in the company. Initially, he faced problems from the drivers those whop went against him. The drivers were also supported by the union delegate, George. Bu all the initiatives taken by the new company brought changes in the employees. They all realised that the new manager is working for their safety, benefits and encouraging developing their skills. The new trucks and new uniforms to the drivers encouraged them to work successfully. Role of changes in the Top Trucking Company The manager wanted to clean the yard and worked for the safety of it. The manager installed new computer for the management of the warehouse. The occupational health became the major concern for the managers. The manager talked top the drivers of the company and also talked to union people. This helped him to communicate with the employees and to learn about the things that the workers want from the management (analytitech.com, 2017). The manager managed the strike of the drivers in the beginning and with appropriate dialogue he managed all the issues in the company. The new manager wanted to develop the skills of the drivers. He offered appropriate training to the employees. The skills development became the core value of the new management. This helped the drivers to feel that the new management is working for the development of the employees. Communication became a successful way for the new manager to motivate the workers and the union people. The new manager wanted to communicate all the information regarding the development of the company and talked to the drivers about their views. This helped the drivers and union people believe that they are also a part of the decision making process of the company (Fred Jonathan, 2009). George also felt happy when he was given due importance by the new manager. The dignity of George remained same in the new management. This encouraged George and he did not want to bring any loss to the company and supported the new mangers to do his job. Importance of George and the new managers in the new initiatives George and the new manager play vital role in the change process. The new manager with open minded approach wanted to bring the change in the company. The new manager worked like a transformational leader (Journalpsyche.org, 2017). He wanted to bring changes in the company through new initiatives. The removal of new manager will create trouble in the growth of the company as he has been accepted by drivers and their union. On the other hand George plays an important role. He is very ideal for the drivers and the union. The union does not want its removal. The combined efforts of George and new managers brought success to the company. Thus the new change requires both to contribute till the strategies become their culture of the organisation (University of Melbourne, 2013). The role of blue collar in the change initiatives The blue collar employees in the organisation refer to the employees those who come under the working group or the non executive group. In this group, this has been observed that the union motivates them more (Earl, 2010). The employees are not so much aware about the policies and laws. They depend upon their leaders of the union and get motivated by them. The change in the organisation depends upon the blue collar workers. They are the real workers. They carry out the policies and the strategies become successful for their contribution. Thus the initiatives of the blue collar workers are very important (simplilearn.com, 2017). In the public and service sector union we find that the employees are skilled and they do not accept the change immediately (Govindarajan, 2007). These categories of the people do not follow the command of their leaders. Thus in comparison to the public and service sector unions, the blue collar union supports the management for good initiatives for a change. Conclusion Change is very important when the company meets some difficulties. The change in the culture of the organisation is a very difficult process. It requires the sincere efforts of the management and the employees to make an agreement for a change. 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