Essays on The Staff Shortage Situation in Hunter New England Health Term Paper

Download full paperFile format: .doc, available for editing

The paper 'The Staff Shortage Situation in Hunter New England Health' is a perfect example of a management term paper. Despite management taking care of employee satisfaction through meticulous human resources management, disputes arise between the employees and management owing to the conflict of interest between capital and labor. Profit maximization/wealth maximization is the goal of management while wage maximization is the goal of employees which therefore contradicts that of management. In other words, the company’ s goals do not tarry with those of workers. The management interest is what is best for the company’ s success and its profitability.

The employer is also interested in efficiency and effectiveness as well as compliance. On the other hand, the employee always seeks a good wage as well as fairness, respect, and equality (Sternberg, 2000). As such, the diversified goals of management and employees result in a conflict of interest and hence industrial conflicts. When a dispu6te arises between the management and the employees, the ER/HR manager can play a very great role in determining how the conflict between the two parties will be solved.

This is because he/she stands in a middle ground and is a link between the management and the employees. This essay discusses the responsibility of the HR/ER managers in industrial dispute resolution. It also analyzes the staff shortage situation in Hunter New England Health and the options available to the HR manager in solving such a dispute. Business ethics Business ethics refer to the moral set of rules as well as regulations that govern the world of business. They are the moral values that guide the way corporations and other businesses make decisions.

As such, business ethics is a critical, planned assessment of how individuals and institutions ought to conduct themselves in the business world (Lafer, 2005). It involves an examination of appropriate constraints on the pursuit of self-interest (incase of employees and firms) or profits (in case of firms) when the actions of the firm (management) or individuals affect others. In other words, business ethics will help in conflict resolution between the management and the employees. The HR manager will employ business ethics in his/her bid to resolve the disputes that may arise between the employees and the management. Professional ER/HRAs earlier stated, the ER/HR plays a significant role in conflict resolution between the management and the employees.

A professional HR is a person who has been professionally trained in human resources laws as well as other related issues. He/she is responsible for the management and overseeing the organization’ s personnel department. Some specific duties for HR include advertising for a job opening as well as involvement in the selection process. The HR also provides employee supervision and evaluation, employee training as well as recommending the firing of unproductive employees (Sillanpaa and Jackson, 2000).

They also design organizational human resource plans and policies and ensure that the plans and policies are implemented. In relation to conflict resolution, the professional HR performs specialized employee relations work which includes serving as chief spokesman for management in negotiations, implementing employees’ discipline, administering union contracts, investigation and resolution of grievances as well as communicating employees’ complaints to the management and advising management on all issues pertaining to the human resource (Fletcher, 2010). As such, the professional HR is expected to play a mediation role between the employees and the management in case of a conflict owing to the fact that he/she is the sole link between the two groups.

References

Lafer, G 2005, The critical failure of workplace ethics, in Budd, J and Scoville, J (eds), The Ethics of Human Resources and Industrial Relations, pp. 273-297.

Sillanpaa, M& Jackson, C 2000, Conducting a Social Audit: Lessons from the Body Shop Experience, Ethical Issues in Contemporary Human Resource Management, pp. 227-49.

Jonathan, S2006, The employer employee relationship: Solving industrial conflict, International human resources management journal, vol.55, no.3, pp.58-65.

Sternberg, E 2000, Just Business: Business Ethics in Action, New York, Oxford University Press.

Simon, N2009, workplace conflict between employer and employee, administrative science quarterly, vol. 1 19, no.25, pp.256-265.

Fletcher, B2010, Industrial relations, International journal of human resources management, vol.25, no.18, pp.21-25.

James, M2006, Industrial conflict resolution, Asian pacific journal of industrial relations, Vol.12, no. 15, pp225-235.

Raymond, A2008, The role of human resources professional in industrial conflict resolution, The international journal of conflict management, Vol25, No.2, pp.32-55.

John, F2006, conflict management style and strategy, handbook of industrial and organizational psychology, vol.3, pp.571-579.

Ferris, G2008, negotiating an agreement without giving in, International human resources journal, vol.75, no.4, pp.75-85.

Download full paperFile format: .doc, available for editing
Contact Us