The term workplace discrimination higher level of impact in the employee satisfaction. It is the responsibility of the human resource department is to develop effective policies so that the discrimination in the workplace can be avoided. It cannot be denied that Australian Human rights commission Act 1986 has introduced the prohibition policies against the discrimination in private and public sector, but due to lack of awareness among people regarding the policies, they do not get the change to fight against such activities faced by them (Harju, Hakanen & Schaufeli, 2016). It is also true that the human resource polices are also very important to maintain the employee satisfaction. In the current situation, lack of awareness regarding the human resource policies, most of the cases the junior employees face bullying by the scenario employees. On the other hand, if the situation in the global context can be analyzed, it will be identified that not only in the developing countries but also in case of developed countries large number of people suffers from race, disability, sex, age, color and religion regarding discrimination. After the introduction of globalization, brain gain has become common in the global industry. In such situation, the lack of awareness among the employees regarding the anti-discrimination regulations, the employee satisfaction is getting affected. Due to this reason, the rate of employee turnover in the health care sector has increased (Buchanan & McCalman, 2018). With the increasing rate of employee turnover, the business revenue cycle in the industry is being affected. In the recent report of global healthcare industry, it has been identified that different types of discrimination such as black skin 29%, race 21% and other reasons employee satisfaction in the workplace is being affected. Some of the cases, due to male dominating society, it becomes harder for the women employees to survive in the job, which influences them towards quieting their jobs. Therefore, in this situation, it has become essential for increasing the knowledge of the employees regarding human resource policies against the discrimination in health care sector for reducing employee turnover and harassment.
The aim of this research is to increase the awareness among employees regarding the human resource policies for reducing employee turnover in the health sector. Analyzing the impact anti-discrimination policy awareness in the job satisfaction in health sector.
It cannot be denied that although various policies regarding the ant-discrimination have been introduced in the health care industry, but due to lack of awareness regarding the human right policies large number of employees are being victimized of harassment and bullying in the workplace. As its result, the dissatisfaction among the employees regarding their organization, increases stress and anxiety, which indirectly impacts on the organizational performance. As it is the burning topic for the current healthcare industry, therefore, it can be assumed that the research will be highly appreciated. The research will shed light on the importance of increasing the awareness among employees for reducing such negative impact on the health sector. On the other hand, the researcher will also develop the correlation between employee satisfaction and anti-discrimination awareness. Depending on the analysis, various ways to increasing the awareness among employees can be highlighted. Therefore, the study can be beneficial for the organizations, which are dealing with increasing employee dissatisfaction in the workplace. Different theories regarding human rights and their implementation for employee awareness will be examined through the research. Not only employee awareness but also the barriers behind the implementation of strategies will be introduced by the researcher, which will help the organizations to reduce employee turnover rate.
In the words of Top, Akdere and Tarcan (2015), in case of maximizing the human resource potential, the job satisfaction is very important in the health care profession. It has become important for maintaining the human resource for increasing the organizational ability. If the employee will be satisfied with the organizational policies, it can help to bring the efficiency in the performance. It cannot be denied that job satisfaction is being considered as one of the important variables in the workplace that can help to develop the organizational psychology (Platis, Reklitis & Zimeras, 2015). In case of determining the health care system, the job satisfaction is very important. With the effective initiatives of the human resource department in the workplace, the job satisfaction level can be analyzed. It is true that in case of determining the organizational performance, the role of employee motivation is needed for increasing their dedication towards the organizational development (Al?Hamdan, Manojlovich & Tanima, 2017). In case of health care sector, the job satisfaction is needed for reducing the negative impact of organizational flows in the patient service. If an employee will be satisfied with the job, the person can be more productive as well as creative for providing the patient service.
According to Newell and Scarbrough (2017), the human respu6rce policies are essential in case of developing the sensible management program in the workplace. Human resource policies are being implemented in the workplace so that the performance management system as well as employee safety can be maintained. Discrimination has become one of the major concern for the current industry, with the increasing harassment and bullying, the organizational performance as well as the employee retention rate is being influenced (Oldeman, Hakkeling & Sombroek, 2017). It has been identified that due to age, gender, physical disability and parental status employees face the discrimination in the workplace. As its result, the recruitment and selection policies, which needed to be based on the quality and capability of a candidate are being affected by different types of discrimination. Hence, various anti-discrimination policies such as Age discrimination Act 2004, Disability Discrimination Act 1992, Racial and Religious Tolerance Act 2001 and Anti-discrimination Act 1977 have been introduced for maintaining the healthy and safe culture in the workplace (Giuliani, 2016). On the other hand, maintaining the equality among the employees, the human resource department has developed the Equal pay Act 1963, in which it has been mentioned that the payment structure will be developed depending on the responsibility as designation of the candidate. On the other hand, in the Employment Act 1955, it has been mentioned that the employment standard will be maintained by every organizations. None of the employee will be excluded from the employment benefits in the organization.
Human resource policies contributes in increasing the job satisfaction in both the governmental and no governmental organization. In case of examining the correlation between employee satisfaction and human resource policies, the commitment of the employees towards achieving the organizational objectives can be measured (Albrecht et al., 2015). Responsibility of the human resource department is to encourage the employees by introducing the reward policy, occupational health and safety policy and promotion policy. In case of improving the performance efficiency, training and development practices are also being introduced in the workplace by human resource department. Different management policies as well as benefits are being introduced for increasing the employee satisfaction. A satisfied employee gives his full effort to achieve the organizational goals (Deery & Jago, 2015). Therefore, there is a strong connection between the organizational performance and employee motivation. On the other hand, it is also true that if an employee will not be provided the benefits and compensations the person deserves, it can discourage the employees, which can also impact on employee turnover rate. Reward policy is being considered as one of the popular human resource policy that can help to understand an employees that how much the person can gain by contributing the effort and time in the workplace (Schaufeli & Taris, 2014). If an organization will be able to develop the effective reward policy, it can be beneficial to motivate, attract and influence the rate of employee retention. Hence, in the entire analysis, the strong correlation between the employee satisfaction and human resource policies have been identified, which are essential for developing organizational performance.
Awareness among the people regarding the anti-discrimination policies is very important to avoid the indiscrimination (Johansen, 2014). Education can play an effective role in case transferring the knowledge among people regarding the negative impact of discrimination. Behavioral changes are required for avoiding such situation in the workplace. It is very important to develop the mental health of the employees so that they will be motivated towards contributing in the society. On the other hand, it is true that if people will be motivated towards supporting people, this can encourage them to respect others. Family environment can play an influential role in case of avoiding indiscriminative behavior (Bunea, Ibenskas & s binderkrantz, 2017). If large number of people will be included in the social improvement related activities it can help to bring the behavoirial changes in the workplace. Different game show and gathering can be arranged by the organizations so that interaction among the employees can be developed which can avoid the discrimination.
Positive working environment plays an essential role in case of maintaining the job satisfaction in the workplace (Jessen, 2015). If the positive working environment can be developed in the workplace. It can help to maintain the work-life balance. On the other hand, it cannot be denied that the reward and recognition policies developed by the human resource management can increase the employee engagement towards achieving the organizational objective. By maintaining the employment standard, if each employees will be rewards depending on their qualities, it can help to increase their job satisfaction (Diestel, Wegge & Schmid, 2015). Involving the employees in decision making process, the job satisfaction can be increased. It cannot be denied that of the employee will get proper respect in the workplace, it can develop their creativity skills and loyalty towards the organization. On the other hand, training and development can be effective for developing the productiveness and innovativeness of the employees in the workplace, which can indirectly influence the job satisfaction.
After examining the entire literature, it can be said that if the research would have been more argumentative, it could have been better for understanding the concept. In the above discussion the theories and models could have been included. If the impact of the study could have been discussed in detail, it could be better for reaching the goals and objectives.
The part is the research methodology which will be dealing with the number of research methods that has been used for the topics of employee awareness for the spread of indiscriminative human resources policy as well as the impact on the job satisfaction sector in the province of healthcare. The section will provice an idea that deals with the concept of the research method in an overall manner and also helps to deal with the aspects is research paradigm, research approach, strategy, research plan, design, data collection, sampling technique as well as the data collection method. The following will state the ways in which the research has been conducted by the researcher
According to Neuman, (2013), Research paradigm is defined as the believes that are occurring in the general methods as well as in the methods of understanding which help in the formation of the research methodology in the sense of the time. There are a number of research paradigms in the research analysis namely positivism, realism, interpretivism and pragmatism. In the research proposal related to the policy of health care, the interpretivism policy of research paradigm will be used in which the researcher has conducted an in-depth analysis of the topic in relation to the research and also used secondary data for the purpose. The job satisfaction and HR policies will be interpreted in the following case.
The approach in which the research is being conducted is the method of research approach in which there are three types of research approach – inductive, deductive and abductive. The deductive approach will be chosen in the following research proposal by the researcher in which the examination of the hypothesis will be done in making use of relevant theories and models (Lewis, 2015). The health care and HR theories will be conducted to have a detailed analysis of the overall methods.
Miles, Huberman & Saldana, (2013) stated that the general plan implemented by the researcher for the research in a logical and sequential manner is the strategy of research. There are a number of strategies that can be implemented for the purpose of research namely the grounded theory, experiment and case studies. The strategies which will be used in this case will be the experiment, surveys and the observational mode of research which are some of the prominent features of the research strategies for the period (Taylor, Bogdan & DeVault, 2015). The data regarding the method will be implemented in the following analysis of the plan for the level of HR and job satisfaction.
The process that is there for the conduction of research based on the various problems of research as well as the number of data obtained is called the research design. There are two types of research design that are there for the research conducted namely the explanatory form of research as well as the exploratory mode of research. According to the following statements of Panneerselvam, (2014), the exploratory mode of research is defined as the new method of applying the research policy in which the whole task will be conducted with the perspective of the research in the mode of time. The following proposal will be in the the exploratory form of research in the manner as the main aim of the research will be to explore the problems which the human resource policies as well as the job satisfaction level that will be decided in terms of the sector related to healthcare.
The process that is there for the conduction of research based on the various problems of research as well as the number of data obtained is called the research design. There are two types of research design that are there for the research conducted namely the explanatory form of research as well as the exploratory mode of research. According to the following statements of Panneerselvam, (2014), the exploratory mode of research is defined as the new method of applying the research policy in which the whole task will be conducted with the perspective of the research in the mode of time. The following proposal will be in the the exploratory form of research in the manner as the main aim of the research will be to explore the problems which the human resource policies as well as the job satisfaction level that will be decided in terms of the sector related to healthcare.
Flick, U. (2015) stated that the use of a number of process and means to analyse a method in order to make sure that the data collected by all means have relevancy to the overall theory and also to the fact that the scientific analysis of the facts are being adhered is called the data analysis process. There are a number of data analysis process that will be applied in the research methods, however, her the data chosen will be the conceptual research that will be followed by the overall concept of the data analysis process and facts. The data analysis of the process of research will be based on the concepts of the overall sect and also according to the span of the data in the specific scene.
The following research method will be done based on the secondary data analysis as well as the deductive method of approach. The data chosen for this case will be the qualitative mode of data which will be used to make sure that the data and the research methods used for the case are at par with the standards imposed and also to make sure that the awareness of the employees in terms of the human resources section policy and the impact of job satisfaction level in the health care sector.
Budget of the project
|
Purpose |
Amount of estimated Expense |
|
Literature Review |
$200 |
|
Data Collection |
$650 |
|
Data analysis |
$250 |
|
Total budget |
$1300 |
(Source: Created by the author)
Research timeline –
The research timeline will be as follows –
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Activities |
Week 1 |
Week 2 |
Week 4 |
Week 6 |
Week 8 |
Week 10 |
Week 12 |
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Selection of the research |
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Doing the literature review |
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Selection of the various research methods used in the process |
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Data collection of the various sources of the data |
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Data analysis of the data that is being used |
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Drawing conclusions and recommendations from the research |
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Final submission to the guide after proofreading |
Reference list
Albrecht, S. L., Bakker, A. B., Gruman, J. A., Macey, W. H., & Saks, A. M. (2015). Employee engagement, human resource management practices and competitive advantage: An integrated approach. Journal of Organizational Effectiveness: People and Performance, 2(1), 7-35.
Al?Hamdan, Z., Manojlovich, M., & Tanima, B. (2017). Jordanian nursing work environments, intent to stay, and job satisfaction. Journal of Nursing Scholarship, 49(1), 103-110.
Buchanan, D. A., & McCalman, J. (2018). High performance work systems: The digital experience. Routledge.
Bunea, A., Ibenskas, R., & s binderkrantz, A. (2017). estimating interest groups’ policy positions through content analysis: a discussion of automated and human-coding text analysis techniques applied to studies of EU lobbying. European Political Science, 16, 337-353.
Chan, Z. C., Fung, Y. L., & Chien, W. T. (2013). Bracketing in phenomenology: Only undertaken in the data collection and analysis process. The Qualitative Report, 18(30), 1-9.
Deery, M., & Jago, L. (2015). Revisiting talent management, work-life balance and retention strategies. International Journal of Contemporary Hospitality Management, 27(3), 453-472.
Diestel, S., Wegge, J., & Schmidt, K. H. (2014). The impact of social context on the relationship between individual job satisfaction and absenteeism: The roles of different foci of job satisfaction and work-unit absenteeism. Academy of Management Journal, 57(2), 353-382.
Flick, U. (2015). Introducing research methodology: A beginner’s guide to doing a research project. Sage.
Giuliani, E. (2016). Human rights and corporate social responsibility in developing countries’ industrial clusters. Journal of Business Ethics, 133(1), 39-54.
Harju, L. K., Hakanen, J. J., & Schaufeli, W. B. (2016). Can job crafting reduce job boredom and increase work engagement? A three-year cross-lagged panel study. Journal of Vocational Behavior, 95, 11-20.
Jessen, J. T. (2015). Job satisfaction and social rewards in the social services. Journal of Comparative Social Work, 5(1).
Johansen, R. C. (2014). The national interest and the human interest: an analysis of US foreign policy (Vol. 98). Princeton University Press.
Lewis, S. (2015). Qualitative inquiry and research design: Choosing among five approaches. Health promotion practice, 16(4), 473-475.
Miles, M. B., Huberman, A. M., & Saldana, J. (2013). Qualitative data analysis. Sage.
Neuman, W. L. (2013). Social research methods: Qualitative and quantitative approaches. Pearson education.
Newell, H., & Scarbrough, H. (2017). Human resource management in context: a case study approach. Macmillan International Higher Education.
Oldeman, L. R., Hakkeling, R. T. A., & Sombroek, W. G. (2017). World map of the status of human-induced soil degradation: an explanatory note.
Panneerselvam, R. (2014). Research methodology. PHI Learning Pvt. Ltd..
Platis, C., Reklitis, P., & Zimeras, S. (2015). Relation between job satisfaction and job performance in healthcare services. Procedia-Social and Behavioral Sciences, 175, 480-487.
Schaufeli, W. B., & Taris, T. W. (2014). A critical review of the Job Demands-Resources Model: Implications for improving work and health. In Bridging occupational, organizational and public health (pp. 43-68). Springer, Dordrecht.
Silverman, D. (Ed.). (2016). Qualitative research. Sage.
Taylor, S. J., Bogdan, R., & DeVault, M. (2015). Introduction to qualitative research methods: A guidebook and resource. John Wiley & Sons.
Top, M., Akdere, M., & Tarcan, M. (2015). Examining transformational leadership, job satisfaction, organizational commitment and organizational trust in Turkish hospitals: public servants versus private sector employees. The International Journal of Human Resource Management, 26(9), 1259-1282.
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