Task 1: Discuss the employers’ obligations and liabilities in respect to Alex’s ability to perform her job. You should make reference to health and safety legislation?
Task 2: As the School Business Manager (SBM – responsible for premises management, plays a role in recruitment and manages the non-teaching staff) for the school you have to deal with the immediate issue of Alex and also how best to avoid future issues?
This case study deals with the issue of misuse of drug and alcohol and its ill effects. In the given scenario it is seen that a cook named Alexanda Johnson, of a primary school kitchen has deteriorated performance wise within the time span of a year pertaining to the issue of the study. Managers are struggling to tactfully handle the situation which is proving to be hazardous both for Alex’s position as a cook as well as and also on personal grounds. This assignment focuses on the legal and obligatory responsibilities that the management has towards Alex, the pupils of the school and other staff members.
This particular case study is on the platform of the human resource management. As mentioned Human management is the function maintained in the organization to maximize the performance of the employees (Azmi, 2011). Human resource is primarily concerned with the management of people within the organization by maintaining the terms and policies of the organization. This particular assignment is based on the case study of Alexandra Johnson a cook established in the primary school kitchen. There are different kinds of rules and regulations, which needs to follow strictly in a primary school (Bateman and Snell2013). The problem is regarding an alcohol issue.
The management has found Alexandra Johnson alcoholic every day and joins her duty very late after the normal reporting time. It makes a negative impact on the organization. As the issue is based on the primary school, there are some stick rules and regulations (Shen and Jiuhua Zhu, 2011). Every individual in the organization needs follow and obey all the rules and regulations in the management. According to Benson and Scroggins (2011), the government of the United Kingdom has made some stick rules and regulation regarding alcohol issues. The UK government has made NTA a separate part of Public Health England (PHE) as a major executive of the health department in the total United Kingdom.
The British Parliament has passed some of the rules and regulations regarding alcohol strategies about its negative impacts. This particular department delegated some portion of its authority to meet the requirements of the identified areas. There are many issues regarding alcohol, and one of the biggest examples is the case study of Alexandra Johnson (Truss et al. 2012). Alcohol is termed as the top most priority of the Public Health England (PHE). The entire team is working very efficiently to support a range of initiative. The job of the team is to include identifying the areas of alcoholic issues and applying necessary steps to solve this particular issue in the Entire United Kingdom. This particular case study based on the alcoholic issue in a primary school in the United Kingdom.
Alcoholism is a primarily a continual disease with hereditary, environmental plus psychological factor that are considered as the primary factors development and for its demonstration (Dessler, 2013). According to the latest report of the National Institute on Alcohol Abuse and Alcoholism, almost 13.7 million people abuse alcohol, are alcohol, or are alcoholism. As per the rules and regulations of the government in the field of alcohol as an owner is concerned. The Employee’s choice to drink is that individual’s individual business (Shen and Jiuhua Zhu, 2011). Therefore, when the application of alcohol interferes with the employees of the organization, ability to perform the basic managerial duties becomes difficult (Lussier and Hendon 2013). The owner does include rightful concern with the proper performance of the duties health and protection issues that the workers behavior at the workplace.
As per the case study, the management needs to adopt different kinds of rules and regulations to solve this particular problem. The job of the management is diversified to solve this particular problem. The primary job of the management is to deal with the alcoholic problem in the organization, and a proper monitoring system needs to apply to solve this particular problem (Truss et al. 2012). An alcoholic issue puts a lot of negative impact in the organization. To solve this particular problem in the case study the management needs to take some alternative decisions in orders to solve this particular problem. To achieve the common organizational goal, all the employees need to work together.
The job of the manager is to translate all the efforts of the individual in a common direction to achieve the common organizational goals. The behaviors of the workers change a lot, and it puts a bad and a negative impact in the organization (McDonnell, 2012). There are various kinds of negative symptoms, which are noticed in the organization, and similarly it is found in the case of Alexandra Johnson. The symptoms are the smell of alcohol in the workplace, the smell of alcohol on the breath, behavior and mood of the employee’s changes, sleeping on duty, etc. These are some negative impacts that are found in the case of an alcoholic person in a workplace, and it is same in the case of Alexandra Johnson (Mondy and Mondy 2012). There are many steps, which the management can apply to solve this particular problem. The first step that the management needs to apply is to make a mutual understanding and between Alexandra Johnson and give a formal warning about the reason. According to different kinds of government rules and legislation, the management can apply various kinds of steps to Alexandra Johnson towards solving this particular problem. Mutual understanding is the best way to solve this problem (Mondy and Mondy 2012). If the problem is not solved, the management needs to adopt some of the alternatives steps regarding this particular problem. Once the she was a very valuable employee of the organization as due to the illness of the other two employees in the organization the working environment for Alexandra Johnson become very stressful. The management should also find some of the alternate situation to make the environment suitable for working. An effective strategy needs to develop by the managers to find some of the best alternatives to solve this particular problem (Shen and Jiuhua Zhu, 2011).
HRM is an integral part of any business organization. Without proper human resource, the functioning of an organization will cease to exist. The scope of Human Resource Management is vast and extensive (Machado and Davim, 2014). Firstly, its primary concern is the individual growth, effectiveness and efficiency of an employee which is linked to the overall development of the organization. HRM deals with various workforce management functions like recruitment and selection, training, orientation, compensation and allowances, appraisal and promotion, the productivity of the employee.
Secondly, employee welfare is a major concern of HRM. Health and medical services, safety, and social security services are a part of the employee welfare fund (Noe and Noe, 2012). It determines healthy working conditions to maintain a harmonious relationship between management and employees. Lastly, industrial relations is a crucial and sensitive facet of HRM. Thus, it requires much care while interacting with employee unions, handling grievances and effectively settling disputes so as to sustain peace in the organization. However, the basic aim of HRM in this aspect is to protect the interest of both the management and employees.
The role of HRM holds much significance. Being the base of an organization the human resource needs to be managed and failure to do so might result in the overall loss of a business organization and the employees. Despite the presence of an HRD manager, to get effective output it is important that the manager manages the members of their respective departments. It is important to achieve a balance between the job seekers and the available vacancies.
HRM also knocks the employee about their potentials and weaknesses which helps in extracting valid data for training and development and promotion. These functions help the employees to develop the required skills to work as per their full potential thus, motivating and generating positive attitude among employees. It also involves polishing the skills needed to perform several functions and exploring the hidden capabilities of the employee to make it work as an advantage to organizational development.
HRM policies are important to implement appropriate practices in an organization, to maintain consistency in the management decisions, for defense from the pressure of expediency on an individual as well as organizational level. The policies should undergo a regular review process.
Motivation plays the catalyst in the performance of the employees that directly contributes to the overall success of an organization (Cherian and Jacob, 2013). There are various factors that affect motivation that directly impacts the performance of employees in an organization.
1. Primarily maintenance of a healthy relationship between co-workers has an impact on motivation (Tyson, 2012). It reduces the level of stress at workplace thus, simplifying the process of understanding the work and the value addition that it does to the organization.
2. Motivation and sustenance of a conducive work culture depend on the leader being understanding towards the team members. Mutual respect must prevail in the work culture of an organization.
3. Conflict being an inevitable part of an organization due to the presence of employees from different background severely affects motivation (Savaneviciene and Stankeviciute, 2012). To resolve such issues, the management develops and implements appropriate policies.
4. Workplace incentives also contribute to the factors.
5. The joy of performing a task generates internal motivation. Therefore, maximization of employee performance is dependent on the work being aligned with employee’s field of interest.
6. Irrespective of the compensation that an employee receives, acknowledgment and appreciation of one’s work add as a motivational factor.
7. Scope for more learning and implementation of the enhanced skill must be provided to add value to individual performance and the benefit of the organization. Cultivating an atmosphere where there can be sharing of ideas and skills among employees and rewarding such employees can generate motivation.
8. To harness the employee performance, the employees should be rewarded for their achievements especially in cases where an employee exceeds the target (de Waal and Jansen, 2013).
9. Installation of pride of employees in their work and the organization b removing their tension about job security works as a good motivation.
10. Scope and opportunities for individual career development also motivates an employee and positively affects his or her performance.
Causes of conflict in a workplace are as follows:
1. Mix of personality causes commotion and conflict within team members on a psychological level thus, affecting the performance.
2. Ignorance and casual attitude of the management while dealing with the needs and expectations of an employee can cause potential conflict (Wayne et al., 2015).
3. The aspects of natural justice must be included in the policies of the organization.
4. Unresolved discrepancies of the past can be a pertinent reason for present conflicts.
5. Conflict arises when employees feel that they are being burdened with a workload. The fear that their career prospects might suffer because of a change in job role and responsibilities and the failure to discuss it with the managers often leads to alienation.
Methods of managing and resolving employee conflict have been stated below:
1. Conflict increases when employees are given more opportunity to speak their mind. This must be controlled.
2. Cautious steps should be taken when politics comes into the picture.
3. Initiatives can be taken to transform a difficult employee into a friendly one and make him comply with the set rules (Zvavahera, 2015).
4. Investigating the issue informally and handling it with care and empathy can also be of help.
5. Improving the manner of communication with the employees.
6. Implementing problem-solving tools can be useful.
1. National policy to prevent and manage the issue of alcohol in must be implemented.
2. It should be considered as a health issue and thus should be handled with care without any discrimination.
3. Employers should adopt a good management practices and create an ambiance that will not cause unnecessary mental or physical stress.
Conclusion
This particular assignment concluded the case study of Alexandra Johnson. The issue that is faced by this primary school is regarding alcoholism, which is a common factor in the entire United Kingdom. The government has passed various kinds of rules and regulation regarding alcohol issues in the works place. This particular assignment deals with the steps of the organization towards solving this particular problem as it brings many negative issues and impact in the entire organization. All the strategies of the management regarding solve this problem are discussed in this assignment. The British Government also passed some stick rules and regulation in order to solve these problems.
Reference List
Azmi, F. (2011). Strategic human resource management and its linkage with HRM effectiveness and organizational performance: evidence from India. The International Journal of Human Resource Management, 22(18), pp.3888-3912.
Bateman, T. and Snell, S. (2013). Management. New York, NY: McGraw-Hill Irwin.
Benson, P. and Scroggins, W. (2011). The theoretical grounding of international human resource management: Advancing practice by advancing conceptualization. Human Resource Management Review, 21(3), pp.159-161.
Cherian, J. and Jacob, J. (2013). Impact of Self Efficacy on Motivation and Performance of Employees.IJBM, 8(14).
de Waal, A. and Jansen, P. (2013). The bonus as hygiene factor: the role of reward systems in the high performance organization. Evidence-based HRM, 1(1), pp.41-59.
Dessler, G. (2013). Human resource management. Boston: Prentice Hall.
Lussier, R. and Hendon, J. (2013). Human resource management. Thousand Oaks: SAGE Publications.
Machado, C. and Davim, J. (2014). Work Organization and Human Resource Management. Dordrecht: Springer.
McDonnell, A. (2012). Global Human Resource Management Casebook. The International Journal of Human Resource Management, 23(7), pp.1507-1509.
Mondy, R. and Mondy, J. (2012). Human resource management. Boston: Prentice Hall.
Noe, R. and Noe, R. (2012). Human resource management. New York: McGraw-Hill Irwin.
Savaneviciene, A. and Stankeviciute, Z. (2012). HRM AND PERFORMANCE LINKAGE: THE ROLE OF LINE MANAGERS. ecoman, 17(1).
Shen, J. and Jiuhua Zhu, C. (2011). Effects of socially responsible human resource management on employee organizational commitment. The International Journal of Human Resource Management, 22(15), pp.3020-3035.
Truss, C., Mankin, D. and Kelliher, C. (2012). Strategic human resource management. Oxford: Oxford University Press.
Tyson, S. (2012). Essentials of Human Resource Management. Hoboken: Taylor and Francis.
Wayne, C., Porat, R., Tamir, M. and Halperin, E. (2015). Rationalizing Conflict: The Polarizing Role of Accountability in Ideological Decision Making. Journal of Conflict Resolution.
Zvavahera, P. (2015). An Analysis of the Complex Model of Motivation in Retaining and Motivating Employees. Business and Management Horizons, 3(1), p.1.
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