Constructive Relations Free-Samples for Students-Myassignment

Questions: 1.How do the new Workplace Practices Introduced by the New yard Manager Complement One Another? 2. What are the Risks to Sustaining these Changes if George or the yard Manager Moves on? 3.Do you think tough blue Collar Unions like the Transport Workers Union are more of less likely to Engage in Workplace Changes like these than Public or Service Sector Unions? Why? How would you find out if you are right? Answers: 1.After the national transport group company bought the Top Trucking Company and new manager hired, the following are the changes that took place(Bray, Cooper, Warring, 2009). Firstly, the new manager met the fleet drivers and their union representatives to talk out issues regarding their welfare and needs. Besides, when there was a problem, the new manager rationally explored the problem to find out the root course of the problem(Bray, Cooper, Warring, 2009). Another important change that was brought by the new management was the training of the drivers. The drivers were trained to acquire technical and soft skills relating to customer service(Bray, Cooper, Warring, 2009). The manager too consciously worked on the health and safety of the workers. The ultimate result of these changes was improved performance of the company(Bray, Cooper, Warring, 2009). Consequently, we find out how the changes that were effected worked together to bring the realized success of the company under new management. First, satisfied employees are more productive than unsatisfied ones. By new manager ensuring that both the drivers and their union representatives needs are taken care of, besides taking care of their health and safety, the drivers go an extra mile by giving their best at work thus improving productivity. Sarah Pattern outlines and supports Richard Bronson Model of Management that notes, Your employees are your companys real competitive advantage. Theyre the ones making the magic happenso long as their needs are being met.(Patterson, 2015). Additionally, the new manager took intentionally took care of occupational health and safety of the drivers(Bray, Cooper, Warring, 2009). Besides, by the new manager rationally solving the problems that arose amidst the work process, the workers felt valued and loved thus enjoying their work. They owned the work thus taking it as their own. Jessica Amortegui notes that Gallurps recent research shows that seventy percent of the workers hate their work as a result of what they termed boss-from-hell. This lack of love discourages them thus leading to dismal performance and productivity at work(Jessica, 2014). Thus poor work environment of the previous management could be attributed this boss from hell attitude. Additionally, the new manager had irresistible passionate and commitment to serving subordinate stuff. The manager gave them the relevant training and gear to ensure that they have all it takes to raise the customer service of the company(Carmine, 2013). At the end, the company benefits more by building solid and long-term relationship with the clients due to the positive enthusiasm of the employees (drivers)(Carmine, 2013). The new manager became loved than the previous one(Bray, Cooper, Warring, 2009). To cement the importance of management being lovable, Jessica Amortegui states that lovable managers do better that harsh ones while lack of love literally kills employees(Jessica, 2014). The new manager showed love to the stuff by taking care of their welfare and consulting them on matters pertaining the work at hand(Bray, Cooper, Warring, 2009). Matt Astraz too agrees that consulting the employees makes them love their job thus increasing productivity(Astraz, 2014). Last but not least, training employees facilitates boosting productivity and creating loyalty of the employees to the business; the end result being higher profit margins. As employees gains more skills at what they do, they are able to offer high-quality services using less time(Lipman, 2013). Lipman states that Taking an honest interest in someone builds loyalty. Loyal employees are more engaged. Engaged employees are more productive.(Lipman, 2013). Thus it all boils down to the fact that all the changes made by the new manager work hand in hand to realize the objective of the company; higher productivity and profitability. That is, they complement each other in realizing a companys success. 2.There would be a lot of risks to the sustenance of changes in the company if George or the yard manager moved on. As it was observed in the case study, the new changes were effected in the company due to the change of management. Suppose George or yard manager moved on, the management that takes over from them may assume a different model of leadership thus endangering the changes that had been effected. The most contradicting model of leadership that would be of great risk to the sustenance of the changes would be command and control. Contrary to the new managers model of leadership that welcomes suggestions and involvement of subordinate stuff in decision-making and problem-solving process, Anderson and Ackerman note that, Command and control is based on establishing and maintaining power over, and control of, people and organizational processes.(Anderson Ackerman). Thus workers may revolt to the new leadership hence doing away with the changes that were being observed. Another risk to the sustenance of the changes may be the attitude of the drivers towards the leadership that may take over Georges or yard managers position. The drivers may decide to revolt against new leadership and decide not implement the effected changes smoothly as it has been. This may not be because the new manager or Georges replacement is subjecting to them leadership that they do not support or agree with but because of human nature. Human being beings are inclined to resisting changes, inasmuch as the changes may prove to be positive. That is, the workers may not be comfortable with ambiguity. A leader or a worker who is not comfortable with ambiguity finds it tough to adapt to new work environment(Richards). Additionally, poorly structured change acceptance strategy may be a risk to the sustenance of the changes observed so far. The occurrence of changes in any organization are unavoidable and are bound to occur. Inasmuch as the concept of inevitable nature of change is well known to almost everyone, most workers in any organization still go through a process before normalizing the work environment while undergoing change. It is the mandate of every effective management to ensure that their people go from change avoidance to change acceptance. If this transition is not effectively carried out, the performance of the ream is ruined and any successes realized so far may be at risk of being rendered futile. Occurrence of change in an organization is accompanied by five changes. Warren Benis notes that these five changes are, Denial, Anger, Bargaining, Depression and Acceptance.(Benis, 2015); a concept that Conner concurs with(Conner, 1993). Thus failure by the management to ensure that subo rdinate stuff goes through stages successful till change acceptance will definitely pose a great risk to the change being observed(Benis, 2015). 3.I think tough blue-collar unions are more likely to engage in workplace changes like these than public sector or service unions. First, most private-sector managers possess financial incentives to lower labor costs something that service sector management do not have(ALEC, 2011). In the private sector, the benefits of the managers mostly rely on the managers ability to negotiate an economical bargain. Besides, most private sector managers possess stock in the firm they are leading(ALEC, 2011). Additionally, service sector unions are mainly anti-democratic. The negotiations in the public sector are mainly behind closed door and destabilize democratic process(Kowal, 2011). Most discussions are befitted by few thus hindering changes on the ground. This is mainly as a result of disproportionate political advantage that favors mainly union leaders while overlooking the subordinate stuff on the ground(Kowal, 2011). For instance, when changes are being agitated on the ground by the workers of a given sector in the public sector, the union representatives meet with the government officials or a committee constituted by the government to settle the differences(Kowal, 2011). In most cases, the union representatives are bribed or blackmailed thus being forced to call off the agitation. Thus changes realized are minute. This is unlike the private sector where most of the time, supervision is mainly transparent and improvement oriented(ALEC, 2011). Another factor that contributes hugely to the effectiveness of tough blue-collar unions like transport unions is because private companies are more change-oriented than state-owned enterprises. The auditing process of the private companies is more strict than state-owned enterprises(Kowal, 2011). Besides, some of the government enterprises are formed to provide free services thus not profitable oriented. This not only makes the workers on the ground lazy but to be unconcerned about the change(ALEC, 2011). On the other hand, private sector management is always between a rock and a hard place to deliver because the enterprises they are leading are profit oriented. Thus implementing changes that push profitability agenda forward is the drive on daily basis. This is also due to the fact that private management are under pressure to survive amidst competition that can easily send you out of business if not dealt with strategically(Conner, 1993). In brevity, the private sector is change-oriented because they survival skill is based on innovation. They have to continuous strategize new innovative and effective ways of making them remain afloat in the current competitive business world. It is a generally evident that a company which identifies and acts upon opportunities and possibilities for adjustments through innovation in the contemporary unstable and uncertain environment within which the business operates will not only survive but will also successfully compete and proliferate in the middle of emerging business adversities. References ALEC. (2011). Victory for Individual Worker rights in Wiscounsin. State Budget Solutions, 1-2. Anderson, D., Ackerman, L. (n.d.). How Command and Control as a Change Leadership Style Causes Transformational Change Efforts to Fail. Retrieved from Change Leader's Network: https://changeleadersnetwork.com/free-resources/how-command-and-control-as-a-change-leadership-style-causes-transformational-change-efforts-to-fail Astraz, M. (2014, August 29). 7 Tips for Wooing Your Employees Into Loving Their Jobs, Again. Retrieved from Entrepreneur: https://www.entrepreneur.com/article/236769 Benis, W. (2015, September 15). Leadership and Change. Retrieved from nwlink: https://www.nwlink.com/~donclark/leader/leadchg.html Bray, M., Cooper, R., Warring, P. (2009). Employment Relation; Theory and Practice. Sydney: McGraw-Hill. Carmine, G. (2013, June 21). Seven Ways To Inspire Employees To Love Their Jobs. Retrieved from Leadership: https://www.forbes.com/sites/carminegallo/2013/06/21/seven-ways-to-inspire-employees-to-love-their-jobs/#292586892b68 Conner, D. (1993). managing at a speed of change. New York: Random House. Jessica, A. (2014, November 21). The Profound Benefits of Love at Work. Retrieved from Fulfillment Daily: https://www.fulfillmentdaily.com/profound-benefits-love-work/ Kowal, T. (2011, May 13). The Differences Between Public and Private Sector Unions. Retrieved from Carlifornia Policy Center: https://californiapolicycenter.org/the-differences-between-public-and-private-sector-unions/ Lipman, V. (2013, January 29). Why Employee Development Is Important, Neglected And Can Cost You Talent. Retrieved from Forbes: https://www.forbes.com/sites/victorlipman/2013/01/29/why-development-planning-is-important-neglected-and-can-cost-you-young-talent/#6c47a48d6f63 Patterson, S. (2015, 6 18). Why You Should Treat Your Employees Like Your Most Loyal Customers. Retrieved from Fast Company: https://www.fastcompany.com/3047366/why-you-should-treat-your-employees-like-your-most-loyal-customers Richards, L. (n.d.). Organizational Change Leadership Styles. Retrieved from Chron: https://smallbusiness.chron.com/organizational-change-leadership-styles-3048.html