HR Solutions for Staff Turnover, Performance Decline
Introduction
In this case, I shall apply work psychology and sociological theory to analyze and offer a solution to the following HR issues related to Acme Health, a major player in healthcare delivery providing services in setting a significant number of healthcare trusts. As the Queensland Manager Human Resources I will analyze three scenarios staff turnover, performance-related matters, and misuse of organizational property. After explaining the problems in this area concerning the real world, and using the research theory and current practices in the area of HRM, I will be in a position to offer a clear and concise recommendation on the problems.
Scenario 1: Staff Turnover in Aged Care Facility
Analysis Using Theoretical Frameworks
1. Similarity-Attraction Theory: This theory states that individuals are attracted to persons from the same culture or possess similar cultural attributes to theirs, particularly in so far as attitude is concerned. In this case, the preference of the employees may also play a role through the Facility manager Jane Jones who is not of CALD (Culturally and Linguistically Diverse) background and may be tempted to select candidates who remind her of herself. That could cause the CALD staff to be locked out from promotion, bonuses, and developmental opportunities thereby resulting in them being considered as inferior (Charness and Chen, 2020).
2. Social Identity Theory: This assertion entails that people use taxonomic methods to classify themselves, as well as, others, therefore, they are likely to hold a favorable perception of the members in the categorization, while holding an unfavorable attitude towards members of the out categorization. The CALD employees could be considered to be part of the out-group and as such they possess no rights to promotions or incentives.
3. Social Categorization Theory: This theory explains how givers categorize recipients based on the kinds of resources that they obtain from the ones they focus on. In this case, the facility manager may decide to use CALD employees as the other baseline hence, contributing to prejudice in the recommendation given by the facility manager concerning the future assignments, promotions, and awards of such employees.
Suggested Solution
To address these issues, Acme Health should implement the following measures:
1. Diversity Training: Organize training sessions on unconscious biases for all the managers comprising Jane Jones to promote diversity and inclusion.
2. Structured Performance Evaluation: Establish an unbiased performance evaluation framework that would allow unbiased performance assessment of all the employees. Different panel members should be involved in the assessment to minimize the biases of the panel members (Estreder et al. 2020).
3. Career Development Programs: Special attention should be paid to the CALD employees with the development and marketing of career development programs. Dedicated services such as training or coaching services to be able to assist can direct them in the organization and assist in preparing for a better rank.
4. Regular Monitoring and Feedback: Perform regular monitoring of the turnover rates of the employees and information that has been obtained from the exit interviews to help in checking for discriminative biases. Use these forms for planning and enhancement of HR practices according to the acquired information.
Scenario 2: Decline in Employee Performance
Explanation Using Psychological Contract Theory
1. Psychological Contract Theory: This theory refers to the unwritten set of expectations between an employee and employer. A new policy implemented in CC the new study leave policy stated probably that CCs psychological contract has been breached. Earlier there was a provision for study leave which meant that for any subject of CCs choice the employee could be sent for capacity building. This new policy whereby study leave can only be done in areas that relate to employment has brought a feeling of injustice and betrayal to CC hence leading to demotivation, poor output, and reluctance (Herrera and De Las Heras-Rosas, 2021).
Suggested Solution
To resolve this issue, the following actions are recommended:
1. Review and Revise the Study Leave Policy: Look at the new policy to at least discuss its general orientation based on the companys promises of being an employee-development organization. Design the right to open each employees learning objectives in general, knowing that it is requisite for an organization to tap various knowledge and skills.
2. Open Communication: Go to CC and communicate about what appears to be issues with policy change and then tell why the step was made. Radiate concurrence and receptiveness concerning the manner and the prospect of re-establishing a sound satisfactory account for all the stakeholders.
3. Alternative Support: If this policy cannot be changed, then try to search for other ways to help CC in their studying, for example, to let them have a free working schedule, to help them with money for tuition fees, or to appreciate their work somehow (Hoye and Kappelides, 2021).
4. Rebuild Trust: In the future, to uphold the psychological contract, it would be desirable to reassure the employees in this regard and state that any amendments in policies will be always discussed and realized only with the participation of the employees. Make it so that in the organization people do not have to rely on other peoples darkness, and that necessary conditions for work are provided.
Scenario 3: Misuse of Company Credit Card
Disciplinary Action and Rationale
1. Disciplinary Action: About this, using the company credit card to pay for something personal in nature, irrespective of the beneficiary being a family member of the employee, implies that GM was in direct violation of organizational rules and regulations. As the HR Manager, I would take the following actions:
o Immediate Suspension: A general suspension of GMs should be done to understand more the situation and get to know the purpose of a misuse.
o Investigation: Conduct a massive investigation to gather all the details for reportage purposes to ascertain whether this was an isolated incident or whether, under the circumstances, the organization has a history of sexual harassment.
o Disciplinary Meeting: To do this, there should be a disciplinary meeting with the GM to explain the discoveries found, and then the GM would be allowed to defend their actions.
o Proportional Disciplinary Action: The disciplinary features that may be given could be a warning to dismissal depending on what investigations reveal and the employment record of GM (Knapp et al. 2020).
2. Reasons for Action:
o Policy Enforcement: It ensures that all operations going on within that organization are properly conducted and hence is a proper way of observing the organizational ethical standards hence proper (Mousa, 2020).
o Deterrence: Corrective measures are also effective ways of preventing others from emulating the same by following the workers example.
oFairness and Consistency: Consequently, the use of fairly and equally administered discipline leading to fairly and equally applied penalties erases unfairness and inequality in the organization.
Additional Questions
What Action You Will Take Concerning the Circumstances
1. Immediate Suspension: Suspend GM to decide more about the conditions and reasons for the distorted chiropractic usage.
2. Investigation: Conduct an administrative investigation to obtain all the details surrounding the incident and to determine whether it was the first time for the said employee to commit such an act.
3. Disciplinary Meeting: Conduct an Employee Meeting with GM to brief them on the results so that they can justify their behavior (Piening et al. 2020).
4. Proportional Disciplinary Action: Due to the investigations outcomes, the last effect can be a dismissal if it starts with a written warning. From the consequences viewpoint, it is true unless the consequence implicates the former employment of the current GM or refers to the degree of the breach of the job relationship.
Reasons for Taking Such Action
1. Policy Enforcement: It makes every employee equal to the other and everyone accountable to the companys standards.
2. Deterrence: Thus, it is often recommended to order the right kind of ER and penalize, it so that such cases are not repeated by other employees.
3. Fairness and Consistency: Consequently, the application of disciplinary measures brings the consequences consistent and establishes equality through installation in the organization (Steffens et al. 2021).
Would Your Response Differ if One of GMs Parents Was a Member of Acme Healths Executive Team? Why/Why Not?
My response would not differ but I will provide the reaction highlighting more on the absence of crime and the pulling down of the device. The laws that have been put in place under the operational ethical responsibilities of the business organizations do not exclude relatives of other workers in the given organization. Overall, there is a need to apply appropriate disciplinary measures and practice consistency and fairness in the employees behavior (Tomprou and Lee, 2022).
Conclusion
While considering the presented scenarios and searching for solutions to the mentioned challenges in HRM, it is appropriate to focus on the theoretical frameworks of work psychology and sociology. By ensuring that Acme Healths HR policies are well structured, fairly, and humanely administered, Acme Health can be a good model of imparting satisfied and loyal employees and at the same time, given a good example of switching over minimal turnover while demonstrating high ethicality. Thus, the organization can promote organizational success and a positive organizational culture based on the issues associated with diversity, inclusion practice, and employee development by preserving the concept of progress.
Are you struggling to keep up with the demands of your academic journey? Don't worry, we've got your back!
Exam Question Bank is your trusted partner in achieving academic excellence for all kind of technical and non-technical subjects. Our comprehensive range of academic services is designed to cater to students at every level. Whether you're a high school student, a college undergraduate, or pursuing advanced studies, we have the expertise and resources to support you.
To connect with expert and ask your query click here Exam Question Bank
