Managing Employee Performance & Development 41987 Essay Example
Managing Employee Performance & Development 41987 Essay Example

Managing Employee Performance & Development 41987 Essay Example

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  • Pages: 16 (4248 words)
  • Published: October 17, 2018
  • Type: Tests
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The performance appraisal system is crucial for employee development and demonstrates an organization's ability to establish goals and expectations. However, the interests of appraisers and appraisees differ in this system. A fair and equitable appraisal process is vital for the well-being of the company as it helps bring out the best in workers.

Salary revision is a significant motivator after a performance appraisal, and an equitable appraisal process helps reduce staff turnover. The core of this system involves an interview between the appraiser and the appraisee, discussing the individual's teaching, research, and administrative/collegiate responsibilities. This interview promotes two-way communication for individuals to express their future plans, aspirations, and address any work concerns. The appraisal process should emphasize positive aspects of employee performance whenever possible and identify actionable steps for improvement before the next appraisal. Th

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ese steps should be recorded in the appraisal form and reviewed during subsequent appraisals. If there are criticisms, the appraiser must provide evidence-based feedback rather than relying on ambiguous rumors or personal opinions.

The appraisal process can be challenging due to differing perceptions between the appraiser and appraisee. These ratings directly impact bonuses and salary adjustments, which adds complexity to the situation. However, a well-managed appraisal scheme presents an opportunity to assess how staff's abilities and interests are utilized and identify areas for growth, enabling all staff members to enhance their contribution. The primary objective of the appraisal should be gaining a clear understanding of the appraisee's strengths and weaknesses in relation to current and future requirements. It is crucial to establish an actionable plan that outlines specific objectives and training opportunities for the appraisee to pursue, with the appraiser ensuring these goals

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are achieved. Successful appraisal systems rely on open communication between both parties.

Regular discussions between the two parties are essential for fostering a positive relationship. It is important to acknowledge and emphasize the appraisee's positive accomplishments while addressing any potential issues promptly to prevent them from escalating. By promptly addressing problems, it not only maintains good performance but also boosts employee motivation to excel in their work. Regular discussions with employees serve to elevate their motivation levels and reinforce their confidence in the organization.

The appraiser assesses the performance of the appraisee and collects any necessary evidence, such as statements from colleagues or clients. If involving others is needed, it should be discussed and agreed upon with the appraisee. This process can lead to higher productivity, improved work quality, and enhanced effectiveness of employees as a whole.

In what ways can employees communicate their perspectives at work, either individually or collectively?

Employees have the option to join unions that bring together individuals from various professions to advocate for their rights in the workplace.

Labor unions empower employees to influence their wages, benefits, working conditions, and job processes, granting them a favorable position. Currently, workers show increased interest in union membership compared to previous periods. Qualified workers enjoy the freedom to express their views on unions, engage in discussions about forming one with colleagues, wear union badges, attend union meetings, and exercise their constitutional rights of free speech and association. However, many employers vigorously oppose their employees' efforts to establish a voice at work through unionization. Employees often possess valuable insights, information, and perspectives on improving work and organizational processes that they can choose whether or

not to share.

The article emphasizes that the concepts of employee silence and voice should not be considered as completely opposite, but rather as distinct and intricate. A lot of professionals perceive unions and their actions as aggressive, perceiving them to be confrontational by engaging in strikes and imposing strict work regulations on both employees and management. However, professionals encounter similar challenges as other workers, including the need for reasonable working hours, manageable workloads, fair wages, and protection against unfair treatment. Furthermore, they deserve appreciation and acknowledgment for their skills, education, and expertise.

Labor unions are organizations formed by workers to collectively address various concerns, improve working conditions, and advocate for their families' well-being. These unions serve as a platform for employees to express their concerns regarding safety, security, compensation, perks, and productivity methods. Workers who belong to these unions receive weekly wages that are 30 percent higher than those who are not union members and have an increased likelihood of obtaining healthcare and retirement benefits. Furthermore, labor unions empower workers by representing their interests in political matters and reminding elected officials of the support they received from working families during elections.

Although conflict is typically viewed as unfavorable and lacking in enthusiasm, recent studies have revealed its potential positive impacts. Conflict can enhance problem-solving abilities, foster better understanding, and serve as a source of motivation for employees. Encouraging individuals to voice their opinions within organizations can result in higher levels of conflict, which subsequently brings about these benefits. Nevertheless, it is important to acknowledge that conflict also evokes negative emotions and disrupts established norms. Therefore, regulating or premeditating conflicts becomes essential.

In order to maintain the activism and

involvement of their members at the workplace, unions must identify successful strategies. Workers still desire collective representation and formal participation in decision-making. To keep unions strong, it is crucial for them to consistently engage with and advocate for their members with the employer, both internally and externally. By continuously organizing and actively engaging, unions can ensure that they remain vital institutions in these countries.

The decline of trade union membership in the UK from 1979 to 1997 can be attributed to various factors. Which explanation do you find most plausible?

Trade union membership has been decreasing in the UK since 1979, marking the longest period of decline recorded since 1892.

The trade union density in the UK decreased from approximately 56% in 1979 to around 32% in 1996. This decline was primarily a result of unions' failure to attract members from specific sectors, including private sector services, "atypical" and "contingent" workers, young workers, and women workers. Consequently, there is an urgent need for a new recruitment policy in the UK, as the current focus is on existing union sites. Although shop stewards have been successful in recruiting new members, stricter regulations on facilities time have limited their ability to recruit at non-union workplaces.

This decline can be attributed to the transformation of the UK economy during the 1980s with a decrease in manufacturing and an increase in the service sector. Various factors such as historical lack of investment, withdrawal of state aid, government macro-economic policies (such as overvaluation of exchange rates and high interest rates), and dominance of deregulated finance sector prioritizing short-term profits for shareholders contributed to this shift.

Between 1978 and 2004, the manufacturing industry experienced job losses

resulting in a decline in the percentage of employed labor force from 27% to 12%. This shift had an unpredictable effect on different regions and caused de-industrialization and the destruction of communities reliant on specific manufacturing sectors. The UK government has placed emphasis on supply-side measures due to economic globalization, the growth of knowledge economy, labor market deregulation, and technological advancements. National competitiveness, productivity, and flexibility are now strongly associated with lifelong learning, as evidenced by government policies focused on employability and skills development. The impact of union mergers on membership and influence appears to be relatively insignificant.

The United Kingdom's circumstances are complex. However, there are signs of increased ambition in the selection of organizing targets, the implementation of a more systematic approach informed by the 'organizing model', and the emergence of specialist roles in unions. Unions are also making efforts to accommodate workforce diversity in their organizing activities. Although these changes may not constitute a fully developed 'organizing culture', they are significant and are associated with improvements in overall union membership and recognition. The growth in union activity can be attributed to incentives and opportunities faced by British labor, as well as internal conditions that have facilitated learning from other countries and the spread of organizing knowledge. Despite these developments, the number of unions has decreased significantly compared to twenty years ago, but this has not diminished competition between unions. The union movement is increasingly dominated by multioccupation, multi-industry unions that cover a wide range of overlapping job territories, leading to both intra- and inter-union competition.

The negative impact of the union pattern on competition is exacerbated when employers opt for exclusive recognition agreements with

a sole union. The influence and membership effects of social partnership agreements remain uncertain, but current evidence does not indicate favorable outcomes.
What motivates individuals to become trade union members?
A trade union represents a collective body of employees that aims to protect and promote the interests of its members. It often engages in negotiations with employers regarding salaries and working conditions, while also providing legal and financial guidance, sick benefits, and educational resources to its members.

Economists assert that workers possess the autonomy to choose whether or not they want to join unions, and their decision for certification is contingent upon personal benefits. Nonetheless, there exists a trade-off in enhancing employment conditions. The demands put forth by unions, such as increased wages, shorter work hours, or improved fringe benefits, typically lead to augmented production costs for firms. These heightened costs might prompt the firm to decrease its workforce through layoffs or by outsourcing labor to more economical markets in different states or countries. This phenomenon of union jobs transitioning to nonunion workers is commonly referred to as the runaway shop and was prevalent in the textile industry during the 1950s and 1960s. Numerous textile manufacturers from New England relocated their factories from unionized regions in the Northeast to nonunion territories in the South.

Currently, outsourcing is utilized to decrease labor expenses by subcontracting tasks to nonunion firms. This practice can significantly diminish unions' influence, although certain craft industry unions have negotiated contracts that restrict this type of subcontracting. When workers contemplate joining a union, they must consider the advantages of better working conditions versus the increased risk of job losses. From this standpoint, a union's probability of success

is greatest when companies are least likely to respond to escalating labor costs. In instances where there are limited alternatives for a company's goods and services, it generally becomes easier for the firm to transfer cost increases onto consumers and generate higher profits.

These firms, which have some level of monopoly power, often have enough money to meet the increased costs related to union demands. Some employees choose to join a trade union because they believe it can help them with:

  • negotiating better wages
  • obtaining improved working conditions like more vacation time or enhanced health and safety measures
  • receiving training for new skills
  • getting common advice and support

Union members have the right to bring a representative from their trade union during disciplinary or grievance proceedings (although unions are not required to provide this). All employees, regardless of whether they are part of a union, have the right to bring a colleague from work. Moreover, the success of union organization depends on effective union organizers (the legislative body of unions who assist workers in forming unions). Organizers educate workers about their rights and the benefits of joining a union, as well as help them follow the necessary steps for holding a certification election. They also inform the public about labor-related issues and report any violations committed by employers against workers' rights to the government.

Trade unions aim to represent the interests of workers and engage in negotiations with employers to improve terms and conditions for their members.

The government regulates employee relations directly and

indirectly. Examples include:

In the development of industrial relations as a field since the late 1920s, three distinct approaches to labor issues have been subjects of research and discussion. The success of union organization depends on the effectiveness of union organizers - these representatives assist workers in forming unions by educating them about their rights and the advantages of union membership, as well as guiding them through the process of conducting a certification election. Additionally, organizers raise awareness among the public regarding labor-related matters and report any employer violations of workers' rights to the government.

Workers at a specific workplace have the option to join a local union. However, for the union to officially represent the employees, it must apply to the provincial labor board. This government agency is responsible for certifying bargaining representatives and uses either membership card counts or representation votes to determine if there is majority support for the union among workers.

If there is majority support, the labor board establishes the appropriate bargaining unit, which refers to the group of workers represented in a collective agreement. Subsequently, they certify the union. Once certified, the local union engages in negotiations with the employer to establish employment terms and conditions through a collective agreement.

In order to prevent worker exploitation around the early 1900s, both federal and provincial governments introduced labor standards legislation.

This legislation imposed restrictions on working hours, established minimum wages for women, and eventually restricted child labor. It also implemented inspections of factories and provided workers' compensation for accidents. As labor issues have evolved, there has been ongoing debate on the effectiveness of government regulation. The strong opposition from trade union leaders and activists towards

government plans for increased private sector involvement in public service reforms was not unexpected. This opposition stemmed from their profound disappointment with the policies and accomplishments of the 1997-2001 Labor government. Until the fourth year of this administration, the growth in public spending was relatively modest, revealing significant difficulties in delivering and maintaining quality services. Average salary increases in the public sector were lower compared to those in the private sector, exacerbating recruitment and retention challenges for key professions such as nurses and teachers. Consequently, there is widespread evidence of heavier workloads, heightened stress levels, and declining morale.

While it is important to protect workers from unfair practices by employers, unreasonable laws and regulations can hinder business efficiency, resulting in job loss and a decline in prosperity in the long run. Striking a balance between labor and management is crucial in addressing these issues. We support the rights of both parties, but we oppose organized labor's attempts to use legislative or regulatory tactics to achieve what it cannot through persuasion and the strength of its ideas.

Consider a recent notable news event in the UK that can be categorized as an 'employee relations' issue.

It is absurd that certain government benefits make it more advantageous to be on benefits rather than working full time for minimum wage, especially for single parents.

It is acknowledged that raising a child can be expensive, but a single mother may earn more in benefits than from working. While some individuals are unable to work, many choose not to because receiving benefits is more convenient. To encourage everyone to desire work and achievement, the yearly income of minimum wage should surpass the annual benefit

levels. The current minimum wage in the UK for adults aged 22 or older is ?5.35 per hour (approximately $10.00, compared to $5.15 in the US). For individuals between 18 and 21 years old, the minimum wage is ?4.45 per hour. Workers under 18 years old (no longer of compulsory school age) have a minimum hourly wage of ?3.30. Those who are still of compulsory school age do not have a minimum wage requirement.

Some workers in apprenticeships or training may not be eligible for the National Minimum Wage (NMW) for a certain period of time. This exemption varies depending on their age and length of employment. There are also other categories of exempt workers, such as au pairs, share fishermen, clergy, armed forces personnel, prisoners, and those working in family businesses. The NMW rate can be reduced if the worker is provided with accommodation. Unlike other employment rights legislation, the NMW has compliance teams attached to HMRC offices. These teams will take action if workers believe they are being paid less than the minimum wage by contacting and visiting their employers. Workers who are affected can complain directly to a national helpline or seek advice from organizations like their local Citizens Advice Bureau or the Scottish Low Pay Unit. It is recommended to involve other agencies for employment rights issues, as HMRC can only handle minimum wage enquiries.

How has studying employee relations deepened your understanding of this event? The study of employee relations has provided insight into the purpose and impact of raising the minimum wage. The goal of increasing the minimum wage is to improve living standards for individuals with low incomes. By setting

the minimum wage significantly above unemployment benefits, it creates a stronger incentive for people to work. However, the minimum wage is not the only policy aiming to uplift low-wage workers. Alternative measures like negative income tax or earned income tax credit are considered by many economists to be more economically efficient in providing benefits to low-wage workers. From a classical analysis standpoint, some low-wage earners benefit from the higher minimum wage, while others may lose their jobs as a result. Additionally, businesses employing low-wage workers face higher labor costs as a consequence.

Some low wageworkers benefit from a particular policy, but it comes at the expense of other low wageworkers and businesses that employ them. However, a negative income tax or earned income tax credit benefits a wider range of low wage earners, and society as a whole bears the cost. This approach is more economically efficient because applying a low tax rate to the entire economy creates less deadweight loss compared to imposing a high tax rate on a small segment of the economy. Economic theory also suggests that minimum wages decrease on-the-job training and may result in lower educational achievements, although there is limited empirical evidence to support these predictions. The acquisition of skills is crucial for low-wage workers to earn higher incomes and achieve upward mobility. However, minimum wages might reduce low-skilled workers' motivation to pursue additional formal education and potentially limit opportunities for employer-provided training.

According to economic theory, minimum wages are expected to decrease job prospects for low-wage workers. Nevertheless, recent empirical research has caused economists and policy analysts to doubt the accuracy of this theory. In particular, economists have sought to

measure the influence that recent increases in the minimum wage have had on employment rates. Those against the minimum wage claim that its detrimental impact on employment is substantial and challenging to identify as some low-wage workers find employment while others become unemployed as a result of minimum wage hikes.

Proponents of the minimum wage argue that its impact on employment is minimal and acceptable to the American public. However, economists have differing views on the extent to which reasonable minimum wage increases affect employment opportunities. One proposed solution is to gradually increase the minimum wage, doubling it compared to wage rates until it reaches roughly two thirds of the average hourly wage rate. After that point, it should continue to rise at the same rate as the average wage to maintain alignment.

The government should gradually eliminate tax credits due to their high cost and complexity. However, setting a low minimum wage is not beneficial for anyone. Individuals who are already earning less than the minimum cannot complain due to their status as illegal immigrants or the fear of losing their job if the wage is increased. If the minimum wage is set at a higher level, it would not be a problem if that were the only consideration. However, in reality, those who earn above the minimum would demand their wage differential to be preserved, resulting in significant wage inflation.

Instead of setting a legal minimum wage, we should launch a campaign to acknowledge the value of people performing various low-paid but essential jobs that contribute to the well-being of society.

A comparison between the labor policies of the Conservative Party and the new policies being proposed.

The

Conservative Party, known for its close ties to trade unions, has historically advocated for an active role of the government in promoting economic prosperity and providing social services. In contrast, the Labour Party has been the leading democratic socialist party in Britain since the early 20th century. However, the Conservative Party's highly organized structure and its populist approach, particularly regarding issues such as immigration and hospital cleanliness, resonated with certain segments of the media and the public. Meanwhile, after eight years in power, the Labour Party was beginning to show signs of weariness.

The need for change in stance was becoming apparent, reflecting concerns over issues such as asylum, crime, and immigration, as well as issues with the implementation of public service improvements and doubts about Labor's direction for the country. A significant disconnect existed between key voter groups, particularly women, and Labor's position. This disconnect was evident through a significant gap between those who identified as Labor voters but did not intend to vote for the party. Both Labor and the Conservatives have factions that are more radical, predominantly within their youth parties, however, ultimately both parties uphold the same system. They are competent caretakers of this system, there is no doubt about that, but what the Norwegian right requires is a genuine conservative/libertarian framework and fresh ideas that bring about new perspectives.

The Labor Party (United Kingdom) is a political party in the United Kingdom that was formed in 1906. It originated in 1900 when the Trades Union Congress adopted a resolution calling for a conference of trade unions, socialistic, cooperative, and other labor bodies to address the issue of parliamentary representation for labor. On

the other hand, the Conservative Party is the oldest political party in the United Kingdom and evolved from the Tory Party in the 1830s. It is officially known as the Conservative and Unionist Party and upholds conservative values including the preservation of monarchical parliamentary government.

British conservatism was significantly influenced by imperialism until the end of World War II in 1945. Previously, the Ulster Unionist Organization, a major political party in Northern Ireland, was closely tied to Britain's Conservative Party. However, this relationship has weakened over time. The Scottish Conservative and Unionist Association also has links to the larger Conservative Party but operates independently. Unfortunately, the Conservatives' luck did not improve considerably under Hague's leadership. In the June 2001 national elections, they suffered another defeat to the Labor Party, winning only 166 seats in the House of Commons compared to Labor's 413 seats. Despite Hague's campaign opposing the EU's single currency and promising lower taxes, it failed to gain widespread support from British voters.

Hague stepped down as the leader of the party following the elections, leaving a void that needs to be filled. Presently, there are fresh policy inquiries that demand attention and new obstacles to overcome. The centre-left, known for its active political engagement, is confronting a crisis of credibility due to a world that is becoming less deferential and more democratic.

In the realm of consumerism, individuals have gained more power, yet this empowerment has not extended to their role as citizens. To address this disparity, political institutions and public services must adapt to the changing world. The outdated paternalistic dynamic between the State and its citizens must undergo reform. What is needed is a

mature relationship that decentralizes power from centralized states to individual citizens and local communities. Merely participating in elections does not suffice in a contemporary society.

Democracy needs to be expanded and the role of the state needs to be reformed. The goal of the new Labor party is to provide the people of Britain with an alternative political option. This option includes a choice between failed Conservative governments, which are tired and divided except for their desire to remain in power, and a revitalized Labor Party that is committed to transforming itself into a party that looks towards the future. New Labor advocates for a society where we not only focus on our individual goals, but also work together to achieve common objectives. This includes building industries and creating employment opportunities for the future, addressing social divisions and inequalities, nurturing and improving our environment and quality of life, advancing education and healthcare services, and fostering safe communities that promote mutual respect and tolerance. These are all goals that we must work together to accomplish as a nation.

The text emphasizes the vision of national renewal, describing a Britain that is driven, purposeful, and energetic. The country is equipped to thrive in a global economy that is experiencing technological change. It also highlights the importance of having a modern welfare state, more accountable politics, and confidence in Britain's place in the world.

The text also includes a section titled "Resources," which consists of a list that includes three entries. The first entry is an article by Sanjiv Sachdev from 2003, titled "Raising the rate: An evaluation of the uprating mechanism for the minimum wage." The second entry is an

article by Richard B. Freeman from 1994, titled "Minimum Wages – Again!" The third and final entry is listed as "Keiner, M."

Text:
and R. Kudrle, 2000. Does Regulation Affect Economic Outcomes? The Case of Dentistry. Journal of Law and Economics.

  • Gelb, Norman (1992) Labor after the Tory triumph: looking inward.
  • Unified Text:

    The text includes the references from a journal article titled "Does Regulation Affect Economic Outcomes? The Case of Dentistry" written by authors R. Kudrle in 2000, published in the Journal of Law and Economics. Additionally, it cites the article "Labor after the Tory triumph: looking inward" authored by Norman Gelb in 1992.

    The New Leader newspaper, from the United Kingdom, was published on May 4.

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