IntroductionDespite 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 contradict with 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 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 ethicsBusiness ethics refer to the moral set of rules as well as regulations that govern the world of business. They are the moral values which guide the way corporations and other businesses make decisions. As such, business ethics is the critical, planned assessment of how individuals and institutions ought to conduct themselves in the business world (Lafer, 2005).
It involves examination of appropriate constraints on the pursuit of self interest (incase of employees and firms) or profits (incase 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 management and overseeing the organization’s personnel department. Some specific duties for HR include advertising for job opening as well as involvement in the selection process. The HR also provides employee supervision and evaluation, employee training as well as recommending 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 incase of a conflict owing to the fact that he/she is the sole link between the two groups.