Influences on Employee Relations

by | Feb 27, 2023 | Human Resource Manegement

 

Please answer the questions below. Use question and answer (Q&A) format for your response; in other words, include the original question along with your
answer in the reply. Within your post support your responses with information from at least two reputable sources (library and/or web-based) and provide the
full citation at the end. Use APA format for your references. Include your own personal experiences, if applicable.
What position/positions in your organization are accountable for workplace relations in your organization? What impact do they have? What programs are in
place to impact relations at work? Provide specific examples.
If you were an HR manager in a private-sector organization, what key programs would you implement to improve employee-employer relations? Why?
How would you determine the added value of your programs?

 

 

Sample Solution

In my organization, the Human Resources department is primarily responsible for workplace relations. Their responsibilities include developing and implementing policies and procedures to ensure a safe and equitable working environment; recruiting, training and assessing employees; addressing issues of discrimination or harassment in the workplace; overseeing employee benefits programs; managing employee relations and providing support services such as counseling. They also work closely with other departments to ensure that all rules are being followed, conflicts are being resolved in a timely manner, and employees’ rights are respected.

The impact of this department on workplace relations is significant since they have direct influence over how employees interact with each other as well as how disputes are handled. Programs such as diversity initiatives or anti-harassment policies provide clear expectations for behavior which help create an atmosphere where everyone’s voices can be heard without fear of reprisal – encouraging open communication between individuals regardless of their background or position within company. Additionally, HR provides access to resources like confidential counseling sessions so that any underlying issues causing stress among peers may be addressed before matters escalate beyond repair.

One example program that has been implemented is a Diversity Council which meets regularly discuss ways increase representation different demographics through recruitment efforts/training etc… group includes members from variety backgrounds (i.e., gender/race/religion etc…) whose roles involve coming up ideas on improving cultural acceptance within organization by establishing activities promoting multiculturalism amongst staff base (such team building events lunch & learns). This helps create sense belonging inclusion across board thus contributing overall morale productivity too!

Sample Solution

In my organization, the Human Resources department is primarily responsible for workplace relations. Their responsibilities include developing and implementing policies and procedures to ensure a safe and equitable working environment; recruiting, training and assessing employees; addressing issues of discrimination or harassment in the workplace; overseeing employee benefits programs; managing employee relations and providing support services such as counseling. They also work closely with other departments to ensure that all rules are being followed, conflicts are being resolved in a timely manner, and employees’ rights are respected.

The impact of this department on workplace relations is significant since they have direct influence over how employees interact with each other as well as how disputes are handled. Programs such as diversity initiatives or anti-harassment policies provide clear expectations for behavior which help create an atmosphere where everyone’s voices can be heard without fear of reprisal – encouraging open communication between individuals regardless of their background or position within company. Additionally, HR provides access to resources like confidential counseling sessions so that any underlying issues causing stress among peers may be addressed before matters escalate beyond repair.

One example program that has been implemented is a Diversity Council which meets regularly discuss ways increase representation different demographics through recruitment efforts/training etc… group includes members from variety backgrounds (i.e., gender/race/religion etc…) whose roles involve coming up ideas on improving cultural acceptance within organization by establishing activities promoting multiculturalism amongst staff base (such team building events lunch & learns). This helps create sense belonging inclusion across board thus contributing overall morale productivity too!

Transient memory is the memory for a boost that goes on for a brief time (Carlson, 2001). In reasonable terms visual transient memory is frequently utilized for a relative reason when one can’t thoroughly search in two spots immediately however wish to look at least two prospects. Tuholski and partners allude to momentary memory similar to the attendant handling and stockpiling of data (Tuholski, Engle, and Baylis, 2001).

They additionally feature the way that mental capacity can frequently be antagonistically impacted by working memory limit. It means quite a bit to be sure about the typical limit of momentary memory as, without a legitimate comprehension of the flawless cerebrum’s working it is challenging to evaluate whether an individual has a shortage in capacity (Parkin, 1996).

 

This survey frames George Miller’s verifiable perspective on transient memory limit and how it tends to be impacted, prior to bringing the examination state-of-the-art and outlining a determination of approaches to estimating momentary memory limit. The verifiable perspective on momentary memory limit

 

Length of outright judgment

The range of outright judgment is characterized as the breaking point to the precision with which one can distinguish the greatness of a unidimensional boost variable (Miller, 1956), with this cutoff or length generally being around 7 + 2. Mill operator refers to Hayes memory length try as proof for his restricting range. In this members needed to review data read resoundingly to them and results obviously showed that there was a typical maximum restriction of 9 when double things were utilized.

This was regardless of the consistent data speculation, which has proposed that the range ought to be long if each introduced thing contained little data (Miller, 1956). The end from Hayes and Pollack’s tests (see figure 1) was that how much data sent expansions in a straight design alongside how much data per unit input (Miller, 1956). Figure 1. Estimations of memory for data wellsprings of various sorts and bit remainders, contrasted with anticipated results for steady data. Results from Hayes (left) and Pollack (right) refered to by (Miller, 1956)

 

Pieces and lumps

Mill operator alludes to a ‘digit’ of data as need might have arisen ‘to settle on a choice between two similarly probable other options’. In this manner a basic either or choice requires the slightest bit of data; with more expected for additional complicated choices, along a twofold pathway (Miller, 1956). Decimal digits are worth 3.3 pieces each, implying that a 7-digit telephone number (what is handily recollected) would include 23 pieces of data. Anyway an evident inconsistency to this is the way that, assuming an English word is worth around 10 pieces and just 23 pieces could be recollected then just 2-3 words could be recalled at any one time, clearly mistaken. The restricting range can all the more likely be figured out concerning the absorption of pieces into lumps.

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