Employee Relations And Industrial Actions: A Case Study Of Top Trucking Company

Discussion

Discuss about the Employee Relationship for Industrial Actions.

Employee relation is a term that is coined to define the relation between the employer and the employee; however, it is important to define the industrial relations. The industrial relations are mostly associated with the industrial actions, collaborative bargaining between the employer and the trade unions. Most of the industrial relation sectors are dominated by the manual workers who are mostly male workers and it is related with the heavy manufacturing workers (Bratton & Gold, 2012). In the given case study, the Top Trucking Company is a transport company that has trucks of its own and it has a strong position in the market. However, a situation came in the yard due to several reasons such as the behavior of the autocratic manager, reluctance of the owners to spend money on the trucks, where it was tough for the workers to work in such a workplace. Therefore a lot of disputes had taken place in the yard. However, after the change of the ownership and the appointment of the new manager, the situation has changed a lot. This report will discuss the situation in the yard after the appointment of the manager and the future risks. The manager had few issues with the trade union after joining the trucking company; therefore the report will also discuss the contribution of the trade unions while there is a change in the workplace.

The new yard manager has implemented few innovative practices in the work place. The new owners had spent money on rejuvenating the older trucks, the drivers were given new uniforms, and a new computer system had been installed in the warehouse as well. These new adopted systems have indicated the efficiency of the manager in extenuating the primary reasons of the conflicts. The rejuvenation of the yard supports the thought of cleansing the polluted environment in the Top Trucking Company. In addition to that, providing the new uniforms to the employees had acted in addressing the uniformity among the workers of the company. The new computer system had been installed in the work place as the previous managers had difficulty in adding adequate normalcy within the company. The appointment of the new manager in the yard had acted as a catalyst in restoring the normalcy within the work environment. The new manager tried to incorporate a fresh environment as this will help the employees to feel comfortable and safe while working. This is very much required for the company at the same time, as it will increase the potential and capability of the employees (Buller & McEvoy, 2012). The approach of the new manager had been recognized to be advantageous for the company as it has escalated the reputation of the company in the market. This innovative approach is entirely contradictory to the previous autocratic manager who had done his part to pollute the work place environment (Camps & Luna?Arocas, 2012). However, this time, the involvement with the authority while making the decisions had eased the way of achieving effective resolutions. The role of the manager not only comes with the responsibility of anchoring the company, but he is also responsible for taking rational decisions regarding the issue of employee relations. The instances of commitment and enthusiasm in the new appointed manager had worked as an inspiration for the other employees (Denhardt, Denhardt & Aristigueta, 2012). In addition to that, the newly appointed manager also took effective measures in assuring the safety and wellbeing of the truck drives which had improved the relationship between the employer and the employees and brings a sense of stability. In addition to that, the manager had also provided the opportunity of training and development for the employees. These instances of further encouragement had enhanced the stable relationship between the company and the employees.

Effectiveness of the Workplace Practices

There are several changes that the new manager had brought into the organization whereas these particular attributes were lacking in the previous manager. The approach of the new manager had convinced the employees to accept the changes for their own good. Even if there have been a few contradictions in the initial stages, the manager had handled the entire thing with sufficient ease. Therefore it can be said that the conduct of the manager had placed the new manager in a higher position that the previous one. In addition to that, it is also clear from the case study that the change of the management has also introduced the innovations in the work place (Camps & Luna?Arocas, 2012). In most of the cases the lack of adequate coordination between the authority and the managers results in a polluted work environment. However, the new manager was capable of acting cordially with both the employees and the management which had enhanced the true sense of managerial role in the respect to the human resources.

Failure and success of an organization are correlated to each other. The company needs to take instances form their previous failures and emerge them into their journey towards the success. However, implementing new changes within the organization comes with few potential risks after the act of implementation. The tenure of the risk management tools helps the company to reduce the complexity regarding the implementation (Griffin, 2013). Neglecting the process of mitigation of the recognised risks intensifies the complexities after the implementation of changes, which may act as a major issue in reaching the proposed objective and goal of the company.

Continuing George to be a union delegate would worsen the situation in the yard, as there might be more strikes which have a possibility of hampering the work environment in the Top Trucking Company. This also has a possibility of hindering the proposed execution of the activities. The management therefore would attain a negative connotation regarding the usage of their organizational resources. Therefore countering the manager would hamper the stability of the environment which also has a possibility of lacking the sustainability within the work place (Jackson, Ones & Dilchert, 2012). However, the new manager would be able to establish an effective organizational structure for the organization. An effective coordination between the employer and the management would be able to act like a catalyst in achieving the success in the future. The understanding and compassionate nature of the newly appointed manager would be able to help the truck drivers to execute their jobs in a successful way. They would also be able to clear their individual doubts regarding any task. The manger would be able to provide the sufficient amount of encouragement and motivation to the employees which might add up to the necessary responsibilities of the newly appointed manager (Morgan, 2013). In addition to that, the cooperating nature of the manager had reflected the corporate attitude which would improve the reputation status of the organization. This further improvement would be helpful for the company in achieving new heights of the success.

Potential Risks in Sustaining the Changes

While discussing the continuation of both the union delegate and the yard manger, the role of the yard manager achieves the higher place. The most significant reason behind it would be disclosure of the behavioural conduct that lines up with the standard connotations of the role of a manager. In this light, the company would be able to achieve the sustainable development under the supervision of the newly appointed manager. This also indicates to a positive note of qualifying the company to be adequately adaptable to the new changes and therefore sustaining to it (Rahn, 2015). Chronologically the position of the management becomes vulnerable here as the staying of the newly appointed manager also depends on the decision of the union delegate, George. However, in that case, George has no basic reason to create issues with the tenure of the manager, as George had already accepted some of his faults in the decision making process. Rather he had also seen the reasonable approach of the newly appointed manager. Therefore treating him in a negative way would be an act of foolishness on his part. However, putting the decision on the union delegate regarding the tenure of the manager is entirely contradictory within any work place. Therefore, it should entirely be the decision of the management regarding the tenure of both the managers.

Participation of all the stakeholders can be beneficial for the company in ensuring the efficiency of the proposed changes regarding the development of the work environment. Therefore the involvement of the trade union workers might act as the additional support for the company while achieving a financially stable position in the market. The joint ventures of the newly appointed manager and the Trade union would act beneficial for the company. The improvement of the work environment would also improve more benefits for the company. There should be sufficient scopes for the interactive sessions between the trade union and the management so that it would result in the introduction of more profitable deals (Sparrow, Brewster & Chung, 2016). The cooperating approach of the manager would also act to be helpful for the company as he could convince the trade union members easily. From this perspective, it can be said that involvement of both the stakeholder groups can be advantageous for the company. Adhering to the standard norm of the basic rules and regulations o f the company would enhance a stable situation in the work place. Therefore the management should support this situation, as it may add up to the improvement of the way of reaching the target of the company.

Conclusion

The case study of the Top Trucking Company livens up the hostile and heated relation between the management personnel within the workplace. Even if the current situation of the company entirely contradicts the opposition of the management personnel, the discussion provides the insight in the effectual management of the human resources in the organizations. The primary reason behind the basic improvement of the organization is the cooperative attitude and pleasing behaviour of the manager that had acted as the major catalyst of enhancing the success of the organization.

Reference List and Bibliography

Bratton, J., & Gold, J. (2012). Human resource management: theory and practice. Palgrave Macmillan.

Buller, P. F., & McEvoy, G. M. (2012). Strategy, human resource management and performance: Sharpening line of sight. Human resource management review, 22(1), 43-56.

Camps, J., & Luna?Arocas, R. (2012). A matter of learning: How human resources affect organizational performance. British Journal of Management, 23(1), 1-21.

Denhardt, R. B., Denhardt, J. V., & Aristigueta, M. P. (2012). Managing human behavior in public and nonprofit organizations. Sage Publications.

Griffin, R. W. (2013). Fundamentals of management. Cengage Learning.

Jackson, S. E., Ones, D. S., & Dilchert, S. (2012). Managing human resources for environmental sustainability (Vol. 32). John Wiley & Sons.

Morgan, G. (2013). Riding the waves of change. Imaginization Inc.

Rahn, D. (2015). Managing Human Resources. Developments in Business Simulation and Experiential Learning, 42.

Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., … & Plimmer, G. (2015). Managing Employee Performance & Reward: Concepts, Practices, Strategies. Cambridge University Press.

Sparrow, P., Brewster, C., & Chung, C. (2016). Globalizing human resource management. Routledge.

Stone, R. J. (2013). Managing human resources. John Wiley and Sons.

Wilton, N. (2016). An introduction to human resource management. Sage.