Employment and Autonomy free essay sample

What seems the main source of conflict between supervisors and the HR department at Sands Corporation? Main source of conflict between supervisors and the HR department at Sands Corporation are: * HR department ranks applicant based on test scores or other criteria and because of that, often people do not get along well with supervisor and co-worker. * Excellent performers are leaving because of HR department do not pay the exceeding pay rises even though they able to perform well. * Take very long time to do paperwork on hiring new employees and cause the company loses good candidates. Training is just a waste of time and money because it doesn’t build anything. * Supervisors are afraid to be truthful in their performance rating for fear of being investigated by the HR department. * Attitude survey data are broken down by department. The HR department will scrutinizes department with low scores. * The HR department director rejects all of these accusations and does not paying attention to what of being said or what they see form employees. We will write a custom essay sample on Employment and Autonomy or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page 2. Do you believe that managers should be given more autonomy to make personnel decisions such as hiring, appraising, and compensating subordinates? If so, what are some potential drawbacks to granting them this authority? Autonomy is the degree to which a job provides an employee with the discretion and independence to schedule their work and determine how it is to be done. Higher levels of autonomy on the job have been shown to increase job satisfaction, and in some cases, motivation to perform the job. In traditional organizations, only those employees at higher levels had autonomy. However, new organizational structures, such as flatter organizations, have resulted in increased autonomy at lower levels. Additionally, many companies now make use of autonomous work teams. Autonomy in the workplace can have benefits for employees, teams, managers, and the company as a whole, but it also may have drawbacks. Information regarding both the pros and cons of autonomy for these groups is discussed below. Managers tend to have increased autonomy in organizations that are more decentralized. In such organizations, managers have more freedom to make decisions regarding the work of employees and even personnel decisions. For example, managers with increased autonomy may be able to assign merit raises to the employees in their unit at their discretion. As with employee autonomy, this freedom can result in feelings of motivation and satisfaction for the manager, who may be in a better position to reward and motivate employees. However, as with employee autonomy, managers who have autonomy may not be equipped to handle it. If managers make poor decisions, this may be harmful to employees and the organization as a whole. Using the example of autonomy in deciding pay raises, a manager may give merit pay increases that are significantly higher than those in other work units, which may cause problems across the organization. 3. How should Sands’ top executives deal with the complaints expressed by supervisors? How should the director of the HR department deal with the situation? All types of dissatisfaction are important for the management to uncover and act upon. Companies that manage complaints effectively not only can boost employee morale and satisfaction, but also may benefit from the information gained through employee feedback. Being open to both positive and constructive feedback and providing employees with multiple options for sharing their concerns are best practices for managing complaints effectively. Welcoming Employee Complaints Employers and managers who view complaints as gifts can establish trusting relationships with employees that lead to loyalty and productivity. The complaints are there whether managers hear about them or not. Actively seeking feedbackeven constructive feedbackcan help get issues out in the open and lead to process improvements and other changes that can positively impact the workplace. Failing to Act Sometimes an employee will bring a complaint to a manager but they doesnt really want the manager to do anything about it. The managers job is to investigate, follow up and attempt to resolve employee complaints. Employees should know that if they raise an issue, it will be investigated. In addition, managers must be sure to thoroughly document the complaint, the investigation and the resolution. Supervisors Should Not be Only Choice Many organizations policy manuals or employee handbooks advise employees to go to their immediate supervisors with complaints. Supervisors should not be the only option for employees because the supervisor may be the problem. Employers should offer employees options when it comes to filing complaints. These can include the supervisor, the human resources department or others complaint channel. Document and Follow Up Managers should document employee complaints and any actions taken. In addition, they should schedule a follow-up discussion with the employee to assess progress. Companies that have HR departments can benefit from the involvement of HR professionals in these discussions. In addition, tracking the source and type of employee complaints received can provide indications of areas of opportunity for improvement that might include training for supervisors and managers or process improvements.