Employee Relations Assessment 2

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EMPLOYEE RELATIONS- ASSESSMENT 2 1. Anticipate what resistance you may encounter from staff members and propose ways to resolve and document any issues, including: a. Negotiation b. Finding common ground c. Documenting any agreements. a. Negotiation : It is necessary to go through a series of stages during the negotiation process in order for the resistance to be replaced by confidence in the benefits that this change can bring to an organization. Understanding how to manage these resistances is critical to ensuring that the negotiation process is successfully completed and implemented. I would engage those who are opposed to change, both as a negotiation tactic and as a strategic strategy. As a result, they will be able to actively see the source of their concerns and, if necessary, will be able to resolve the issue quickly. Employees are assured that they are a part of a team that genuinely cares about their well-being when they are given the opportunity to provide feedback. b. Finding common ground -Resistances still exist during this phase, but they tend to be smaller than they were earlier because the negotiators are now looking for similarities between two proposals and between two objectives. Everyone has their own set of requirements and desires. Finding common ground is beneficial in meeting the needs of all parties involved. Using an approach that attempts to find common ground or shared interests is the most effective way for each individual to meet his or her own needs. If they were unable to find common ground, they would be forced to resort to further resistance or retaliation in the future. c. Documenting any agreements : Resistances may still exist at this point, albeit on a more limited scale. The most important thing to remember at this point is that all of the terms that have been negotiated have been formalized, and that the agreement contains all of the details. Once everything has been documented, those in charge of the negotiations must sign and certify that the document is valid. Finally, all of the conditions that have been negotiated must be adhered to; there is no possibility of carrying out any movement that does not fall within the parameters of the agreement that has been signed between the parties. 2. Name three reasons why implemented change may fail. -When there is no clear definition of the company's mission and vision, the company is said to be in crisis. -Employee dissatisfaction may also be caused by a lack of communication or a lot of noise in the communication between employees and stakeholders. -The implementation of a change requires extensive planning and preparation; otherwise, the change will be doomed by a very high probability of failure. -Misunderstanding of what the change is and why it needs to be changed is common. 3. How does training of staff take place within your department or organization?

Education and training can inform employees, identify difficulties, and provide solutions, allowing the implementation process to proceed with the least amount of disruption as is feasible. Training will entail making certain that everyone is aware of the policies and procedures, which may include the following activities: -Employee training should be planned with consideration for the emotions that may arise when discussing employee relations policy or procedural changes with employees. -When compared to online or virtual training, face-to-face instruction is highly recommended because it elicits emotional responses that cannot be monitored online or virtually. -Employees' concerns should be heard, and if possible, a willingness to compromise should be demonstrated. Not all policies and procedures are set in stone from the beginning. -Establishing an open line of communication with the Human Resources department or with whoever is authorized to deal with training-related issues. -Consultation with labor unions or employee representatives. 4. Give three financial practices that may be used to encourage employees adopt new practices. - Profit related bonus schemes; This method of rewarding an employee for his or her contribution to a company is known as performance-based compensation. It is a method of distributing an organization's profit in proportion to the amount of money received by the employees. -In this case, the profits are placed in trust funds, and the employees are given the opportunity to purchase stock in the company offered profit schemes; -Employee shared ownership schemes. The goal of this practice is to provide employees with a sense of ownership in the organization. It encourages shareholders to exercise their rights and encourages employees to stay with the company for a longer period of time. 5. What documents do you need to complete when dealing with grievances? -Agreement on nondisclosure of information. -A request for an investigation. -Testimonies of witnesses. -Actions that have been taken. -Documentation.

-Any signed or written agreements between the parties involved are considered to be binding. 6. What are the purposes of the grievance procedure? - Eliminate or make an attempt to reduce inconsistencies. -In order to ensure that all employees are treated equally, -In order to maintain a positive working relationship between the employer and the employee. -So that the employer does not have to face legal action. 7. What is 360 degree feedback? It is collaborative feedback, in which not only does your manager choose to evaluate you, but you also choose to evaluate your manager. Additionally, there are other participants in this feedback concept. People such as peers, coworkers, inferiors, and in some cases, even clients, are involved in the decision- making procedure. It is common to receive this type of feedback in order to gain a better understanding of your weaknesses and strength. 8. Define the conflict resolution terms. It is possible to achieve conflict resolution in a variety of ways, ranging from mutual agreement to completely wiping out your opponent. Almost no one can deny that the World War II conflict was eventually resolved, but at what cost? If Germany had been victorious in the war, it would have marked the end of the conflict as well. This would imply that there is no such thing as a right or wrong outcome in conflict resolution, only a subsidence of the conflict. Effective conflict resolution entails reaching a satisfactory conclusion to the conflict that is acceptable to all parties. a. Apparent conflict: When the conflict is out in the open, it is called an open conflict. b. Destructive conflict: It is possible to incur significant organizational and personal costs. 9. What signs of conflict can you look out for within an organization that may indicate impending difficulties? It is possible that the number of employees will decrease. When confronted with a conflict, some employees recognize that it is extremely difficult to cope with a stressful situation and may request a temporary leave of absence accompanied by a medical certificate. The decline in productivity is also a warning sign, as employees are less focused on their tasks and are more likely to make mistakes and produce less output. One of the signs is behavioral changes, in which employees begin to act more emotionally and can become more aggressive with their colleagues and their superiors, among other things.

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10. What are the four facts surrounding an incident you need to know when documenting it? Ensure that your notes are factual and specific, recording only what people actually say and do. Answer the following questions: -What happened was as follows-Were the complaints triggered by an incident that was specific in nature? -When did it take place - Be specific about the dates and times you'll be available. -Who was involved in this? - All of the parties and individuals who were involved in or may have witnessed the incident should be included. -What caused it to happen? - If it was a specific incident or conversation, please describe what happened before and after the incident or conversation. 11. Who can you contact if you cannot resolve workplace indecencies before escalation? - Consultants in employee relations. -Lawyers for labor and employment relations. -Industry peak bodies or chambers of commerce. -Officers in charge of human resources and managers. 12. What are the five stages in the negotiation process? Preparation and planning are essential. The establishment of ground rules. Clarification and justification are necessary. Negotiation and problem-solving skills. Finalization and implementation. 13. What are the three of the benefits of advocating the organization’s position? -It clearly defines the roles and responsibilities of each party. -It promotes a sense of continuity and stability. -It contributes to the establishment of accountability. 14. What are two of the differences between a work place agreement and a common law contract of employment?

Work contracts and common law contracts differ in several ways, the most notable of which are as follows. The work place agreement is a legally binding document that must be in writing and, according to the law, must include certain specific terms and conditions. Another distinction is that the employment contract must be presented and formalized in front of a representative from the appropriate authority. 15. Name some of the ways that your organization uses to communicate policies and strategies to staff. Training programs, meetings, and having them enforced in the workplace by other employees and managers are all examples of how to improve employee morale. As a result, policies and strategies are communicated to everyone in a more organic and personable manner, allowing all members of the team the opportunity to ask questions and express their opinions on the subjects under discussion. 16. What may happen to an individual or group of employees who contravene any agreements?

Employee Relations Assessment 2

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