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Labor Relations: Workplace Solutions

In the modern times, the organizations which perform competitively are those whose management adopts constructive approaches which assist them to unite with other parties in the organization (Johnson, 2006). Given the fact that there exists a variety of work based issues which interferes the relationship between the management and the employees in the working environment, leaders should always use their mandates to point out the scenarios which needs greater attention and reflection (Silber, 2009). Rather than collaborating with the employees in endangering the future of the business, the managers should look for appropriate professional ways in which they can provide solutions to the problems facing the company. As a manager, one needs to express strategic leadership techniques (Cunliffe, 2010). Instead of remaining quite, it is always good for the manager to come up with the training techniques for the employees in order to improve their effectiveness and efficiency in solving the issues facing the organization. The work will illustrate the various techniques the managers may use to booster favorable working environment in an organization.

Ensuring that the employees of the organization are effective and efficient usually boost a favorable working environment for them and the management. The manager should always be at the forefront in uplifting the culture of the organization in a professional manner. Despite the fact that scientific rigorous might be useful in solving workplace problems; practical approach is the appropriate because it takes into consideration all aspects of solving problems and making effective decisions (Silber, 2009). The practical approach normally provides a room for the workers to participate in decision making process with the management. Once the employees are included in decision making process of the organization, they manage to establish teamwork which motivates them to provide solutions to the problems facing the organization.

Evidence based management usually plays a vital role in addressing workplace problems because it enables the managers and the workers to address the ignorance issues in different ways (Mishra, 2015). As part of the business ethics, the managers should always use their authority to formulate and implement policies which shall provide solutions to the problems facing the organization rather than ignoring them (Scholz, 2015). The management field is complex and evolving, it would be appropriate for the managers to adopt training programs in order to close the gaps between relevance and rigor in the organization.

Work based problems in an organization may be solved by the managers by avoid discrimination of any nature and ensuring everyone’s opinions accounts. The managers should ensure that the solutions offered to solve the problems affecting the organization should satisfy everyone’s interests as intended (Terry, 2012). The managers should exercise knowledge creation in order to be in position to transfer, combine and convert the different types of knowledge to the organization and the workers (Choi & Lee, 2002). The managers are required to possess excellent communication skills in order to transfer the appropriate knowledge to all organization’s stakeholders especially the workers.

In conclusion, the fact that management knowledge creation is a craft, it is always vital for the managers to honor and respect the opinions of the employees while making organizations decision (MacDuffie & Pil, 2010). The managers should understand that they have the overall responsibility in the organization to restore fairness and order by shunning away from discrimination aspects (Weiss, 2014). The decision made by the managers in an organization should reflect the opinion of the majority rather than those of the minority. Postmodernism demands the managers collaborate with the organization’s workers in solving the problems facing the organization (Goetsch & Davis, 2014).  Given the fact that employees’ harassment by the management might trigger workplace problems, it would be appropriate for the managers to collaborate with the workers in an honest and fair manner and provide solution to the problems affecting the organization rather than remaining silent.

 

References

Choi, B., & Lee, H. (2002). Knowledge management strategy and its link to knowledge creation process. Expert Systems with Applications, 23(3), 173-187.

Cunliffe, A. L. (2010). Crafting qualitative research: Morgan and Smircich 30 years on. Organizational Research Methods.

Goetsch & Davis, (2014). Quality management for organizational excellence. pearson.

Johnson, C. D. (2006). Labor and Workplace Issues in Literature. Chicago: Greenwood Publishing Group.

MacDuffie & Pil. (2010). Employee voice and organizational performance: Team versus representative influence. Human Relations, 63(3), 371-394.

Mishra, J. (2015). Discrimination in the Workplace. Journal of Higher Education Theory and Practice, 15(4), 64.

Scholz, J. K. (2015). Social Policies in an Age of Austerity. New York: Edward Elgar Publishing.

Silber, L. T. (2009). The Wild Idea Club: A Collaborative System to Solve Workplace Problems, Improve Efficiency, and Boost Your Bottom Line. London: Career Press.

Terry, M. (2012). Redefining Public Sector Unionism: UNISON and the Future of Trade Unions. London: Routledge.

Weiss, J. W. (2014). Business ethics: A stakeholder and issues management approach. Berrett-Koehler Publishers.

 

 

 

 

 

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