How to respond to this in 100 words? Across the world, organizations are completing their goals and objectives through the various functions performed by their employees (Sencherey et al., 2022). Plant Manager, Henry Simms, recognizes the importance of the role all employees played in the success of a major project and deems rewarding them necessary. This is a noble gesture but should be approached with a few considerations in mind. One consideration is rewarding all employees alike implies ignoring factors such as seniority, job responsibilities, and employment status. It will be vital to clearly communicate how the reward was determined and how it will be distributed. Henry must also consider if a collective bargaining agreement is in place. This is a contractual agreement between an employer and a labor union that governs wages, hours, and working conditions for employees (Tyrkus & Schwartz, 2022). If this reward is not within the guidelines of the agreement, negotiation with the union will be required. This leads to another important matter: ensuring fairness and equality. The union will also want to ensure that the reward distribution is fair and has clear consistency with the collective bargaining agreement. Henry and the HR manager must also consider the contractual parameters for the temporary workers. Rewards, whether monetary or non-monetary, may come with specific conditions. The intention to reward all employees is wise due to the positive effect that rewarding for performance can have on employee motivation and performance, among several other effects (He et al., 2021). As the HR manager, it is highly recommended to ensure contractual compliance, guarantee that the reward is distributed equally and fairly, and thoroughly communicate with the employees.
How to respond to this in 100 words?
Across the world, organizations are completing their goals and objectives through the various functions performed by their employees (Sencherey et al., 2022). Plant Manager, Henry Simms, recognizes the importance of the role all employees played in the success of a major project and deems rewarding them necessary. This is a noble gesture but should be approached with a few considerations in mind. One consideration is rewarding all employees alike implies ignoring factors such as seniority, job responsibilities, and employment status. It will be vital to clearly communicate how the reward was determined and how it will be distributed. Henry must also consider if a collective bargaining agreement is in place. This is a contractual agreement between an employer and a labor union that governs wages, hours, and working conditions for employees (Tyrkus & Schwartz, 2022). If this reward is not within the guidelines of the agreement, negotiation with the union will be required. This leads to another important matter: ensuring fairness and equality. The union will also want to ensure that the reward distribution is fair and has clear consistency with the collective bargaining agreement. Henry and the HR manager must also consider the contractual parameters for the temporary workers. Rewards, whether monetary or non-monetary, may come with specific conditions.
The intention to reward all employees is wise due to the positive effect that rewarding for performance can have on employee motivation and performance, among several other effects (He et al., 2021). As the HR manager, it is highly recommended to ensure contractual compliance, guarantee that the reward is distributed equally and fairly, and thoroughly communicate with the employees.
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