Abstract
Upon being employed, Aline DeNeuve attempts to implement strategies she believes will encourage workplace harmony. In her strategy, she believes that limiting communications and relations between employees will be the best way to achieving success for her organization. For confirmation, if her strategies are effective, Aline decides to conduct a study to find out the perceptions of her work mates on her thoughts. Aline’s case will provide insights on the effects of omitting or not considering employee relations in an organization. From her organization, it will be possible to determine how employee emotions and attitudes can be influenced. Various case scenarios will offer a window into understanding the effects of not considering the appropriate employee relations. Considering such a point it will be possible to determine the effect of employee morale. With the help of her case, an analysis can be conducted that may provide information on the importance of effective employee relations.
Introduction
For every organization, employee relations and workplace values are often highly considered as significant elements for organizational success. Most specifically, employee emotions and attitudes together with the workplace values are deemed to be a pathway to meeting goals such that ensuring they are up to par becomes a concern for every given organization. Nonetheless, every organization delves to employ measures that are intended to make sure there exists employ positive employee emotions and attitude that can result in sustainable working conditions in an organization. Sometimes, however, there may result cases of employees being unsatisfied or of different opinions on a given measure or strategy to develop a working condition in the organization. This paper will thus delve to discuss the effects of not considering employee relations while putting into perspective employee emotions and attitudes and workplace values through the study of Aline DeNeuve’s case.
Situation Analysis
Aline DeNeuve’s case highlights the complexities that can exist in an organization when employ emotions and attitudes coupled with workplace values are not put into perspective. The scenario reveals that these are factors that if not considered can hurt not only the success of the organization but also the relationships between employees eventually reflecting on their performance. Aline, for instance, operates under stringent beliefs and rules believing that employ relations should be curbed to limit interference from both senior and junior staff members in their various respective duties and posts (McShane & Von, 2010). Particularly, she believes that socialization between managers and employees can be detrimental in undermining the objectivity of managers while similarly trusting that it would compromise the respect subordinates have for their bosses. Aline, in her strategy also believes that developing friendly relations with fellow workers can result in undesirable outcomes that may also be compromising. Delving to seek other views from her work mates, she realizes with dismay the underlying issues that also reveal how consideration of employee relations is important for the performance of any organization.
While there exist rules and regulations to be followed for guidance, giving importance to employ relations that also considers the values of an organization can be important as revealed by responses from Aline’s work mates. One of the workers, Heather who is an administrative assistant makes the decision not to attend a retreat by Aline intended to discuss her new strategies on employs relations citing her resentment towards her supervisor Jack (McShane & Von, 2010). Her state of emotions and attitudes towards Jack is further aggravated by the belief that she is hated because of her race. This evidently has taken a toll on her judging by the revelation that she constantly misses work. The fact that Heather highlights the need for improved interpersonal relations between staff members reiterate on the problems that are found in organizations that do not consider employee emotions and attitudes. Further, when employees only tolerate each other without considering the social atmosphere, results cannot be fully achieved (Bowles, Cooper & Palgrave Connect (Online service). 2009). The fact that there also exist employees with diverse backgrounds also brings to fore the need for considerations of employee relations at all quotas.
The need for better employee relations that looks into employee emotions and attitudes through Alines case also reveals the animosity that can exist between employees if a venue to address their emotions is not instituted. Good employee relations can result in amicable problem-solving strategies when an employee feels aggrieved. Jack for instance like Heather has developed a negative attitude towards his organization and to a greater extent also at Aline seeing as Aline was handed a position he considered his (McShane & Von, 2010). In her effort to develop a harmonious strategy for her work mates, Aline never considered the repercussions of limiting socialization for employees. A greater workplace harmony can only be brought about by a positive attitude and emotions from workers that can only be brought about by the better relationship between employees. The fact that he like Heather notes his race as the reason for being passed when considering who to be appointed director highlights the necessity for better and closer relationships in an organization that can pacify such situations when one fails to be appointed to a situation he/she envies. It is also imperative to note that better employee relations can also encourage a smooth transition of new employees such as Aline into an organization’s system without any frictions occurring.
The lack of a positive relationship between employees in an organization may also result to frustrations on employees thus making their jobs seem strenuous. June, as manager of customer services, complains about her job being stressful and to a greater extent becoming lethargic a fact that speaks volumes of the dangers of not considering employee emotions and attitudes (McShane & Von, 2010). Employees’ attitudes and emotions can have adverse effects on the image of an organization. When an employee’s emotions are not positive, he might not perform as required nor operate under the expected principles that he or she is adjudged to employ. For instance, like in June’s case, an employee can handle clients in a non-professional manner, viewing them as the source of his/her frustration. In essence, this can lead to an organization losing business by customers avoiding the services of the said organization (Bowles, Cooper & Palgrave Connect (Online service). 2009). When an employee is depressed, it can also extend to be reflected in his/her family to the point of resulting to breakups. June in this regard reveals that the tribulations she received in her work were responsible for ruining her marriage. Such extreme emotional issues can adversely factor in the performance of any employee and also contribute to the attitude of an employee.
Creating harmony in the workplace can even be more strenuous when considering the existence of employees with different religious backgrounds. Every religion employees a different approach in their socialization aspects. Alison for instance beliefs that certain practices are not worth being practice in a professional working place adding that certain for forums are for men and women to engage in activities out of the context of the defined duties (McShane & Von, 2010). Thus, Aline’s request for a forum address the way to forward to improve workplace harmony to her is a violation that dignifies her religious beliefs thus influencing her emotions. On his side, Richard highly believes in a highly sensitized social environment that engages the senior management a fact that notes the importance of employee relations at all levels.
Options Analysis
The cases and issues discussed reveal that there is a significant need for the appropriate consideration of employee emotions and attitudes that also go forth to reflect on the various employee relations in an organization. For employee performance levels to improve, there is the need for employees to be comfortable with one another. Employees should as such not feel dispensable compared to others citing the need for better strategies that lead to the achievement of such goals. Thus, an organization should endeavor to improve communication, develop employee career, share the organization’s vision and also challenge the employees in the bid to motivate them (Blazey, 2013). Considering the strategies mentioned can help pacify hostile relations and situations at a workplace. In effect, it can help reduce conflicts, improve employee morale and to a great extent increase the overall productivity of the given organization. Further, considering the measures can develop a highly efficient and constructive work environment that is both convenient for the employees.
Recommendations and Implementations Plan
Considering Aline’s case, one would recommend an organization to consider the improvement of communication as the tool to creating workplace harmony. Using memos or emails to communicate important information can sound impersonal and to a larger extent inefficient (Blazey, 2013). It can lead to workers thinking that they are not valued in the overall running of the organization as seen the cases of Heather, Jack, and June. Employees are one of the most significant assets to any organization, thus improving communication can lead to the understanding of information that may have otherwise been misunderstood. The organization should as such instituted regular meetings that are purposed to relay important company information such as job promotion and also intended to listen to employee grievances. Improving communication will ensure that for instance June’s issues are understood and taken into perspective while it will also reveal to the company the complexities that exist such religious complexities as seen in Alison’s case. This strategy should, however, be implemented at all the levels of management to ensure its efficiency.
Conclusion
In conclusion, for a company to meets its goals, it is imperative to consider working on employee relations while considering the employees attitude and emotions. A company should thus delve to instituted values that allow employees to socialize in a bid to create a friendly environment that allows for collaborations for the benefit of the organization. The fact that employees hold grudges against each other as revealed in Aline’s organization reveals the negative effects of not considering employee relations at the work place. Further, it is because of low emotions and negative attitude that most of the employees refuse to attend Aline’s workshop citing the fact that lack of good relations can be negative to the performance of employees. Thus, it calls for all organization to ensure continuously that employee morale is often at the forefront f their strategies.
References
Blazey, M. L. (2013). Insights to performance excellence, 2013-2014: Understanding the integrated management system and the Baldridge criteria. Milwaukee: Asq Quality Press.
Bowles, D., Cooper, C. L., & Palgrave Connect (Online service). (2009). Employee morale: Driving performance in challenging times. Basingstoke, Hampshire: Palgrave Macmillan.
McShane, S. L., & Von, G. M. A. Y. (2010). Organizational behavior: Emerging knowledge and practice for the real world. Boston: McGraw-Hill Irwin.
