HR Resit Assignment Fashion Fads - Essay Example

FASHION Mr. Cheung at Fashion Fads Ltd. needs to have a productive and centered internal HRM response in the company, to enhance the long-term performance of Fashion Fads. Unlike the personnel management approach, HRM means looking at each employee as an investment in the future of the company’s performance, and seeing their role as a stakeholder in this performance. For new directions to really address the problem of attracting and retaining highly qualified professionals at Fashion Fads, they have to be implemented in an organization in which most of the organizational staff is ready to commit to the effective job design program. A facilitator should sent to the business to help with program implementation and maintenance. This is obviously an administrative decision with costs and benefits for Mr. Cheung. After the program is implemented, monitoring projects should start at the various effective job design levels. Inroads can also be made into marketing and advertising situations by support workers at Fashion Fads who work with the program and are able to reach clients in high pressure situations, to increase the facility of the workplace. In Becker and Gerhart’s informative literate and articulate type of scholarly article, the authors ask the basic question of how decision-making and management leadership in the human resources department of an organization (the department HRM is most likely to control effective job design in any organizational real world setting) can equate into optimized organizational performance. “The new interest in human resources as a strategic lever that can have economically significant effects on a firms bottom line, however, aims to shift the focus more toward value creation. This new perspective, addressed by special issues and forums in this journal and in others (Industrial Relations, Journal of Accounting and Economics), suggests that HR (both the function and the system) contributes directly to the implementation of the operating and strategic objectives of firms” (Becker and Gerhart, 1996). Decision making is very important in HRM. An underlying issue that applies to the case of Fashion Fads is using this same sense of balance to adjust for new motivational programs within the organization, so that programs will be kept in an adjusted way that is cost-effective for the organization at the same time that it is amenable to the employees. This process should be completed in a way that stresses key tenets of human resource development operation such as effective communication with employees and the employment of dynamic leadership strategies. Thus, this solution would be cost-effective at the same time that it would be amenable to the employees. In communicating the abovementioned changes to the employees in terms of company operations, this will further create a sense of cohesion and shared objectives. In this case, therefore, HRM leadership is measured by how well the organizational professional at Fashion Fads (Mr. Cheung) is able to improve employee efficiency and contribute to growth in the revenue of the company. Management leadership can also be important. Leadership is also important because it relates so directly to employee motivation One of the most important reasons for turnover internally that this report considers is lack of compensation. Generally it is assumed in this report that if the position is a high turnover position, the first place to look would be the compensation level of the employee in this position. For example, some professions and positions that require minimum wage employees attempt to institute employee of the month systems, with mixed results because often employees do not take these incentives seriously without any monetary incentives attached to them. Traditionally, the most effective way of motivating employees such as those at Fashion Fads to perform better and reducing as a result the turnover level in the organization, is giving them financial compensation as a way of motivating greater performance. #2 An equality policy should conform to standards of the EEOC, ADA, Civil Rights, and other legislation. Mr. Cheung needs to know that Fashion Fads needs to be a multicultural and diverse environment where diversity is respected and encouraged, and there is no invisible barrier against certain races, genders, etc., in terms of advancement in the company. Breaking through the glass ceiling means recognizing diversity and ending conflict in organizations. Montiero’s article deals with how diversity intersects with conflict management in organizations. This article is mainly a theoretical text which seeks to apply its theories to the reality of the organizational space, but does not conduct actual empirical scientific research regarding the efficiency of its theoretical conclusions. One of the author’s main assumptions regarding the elimination of the glass ceiling barrier, is that, “Common in-group identity, as well as dual identity cognitive strategies, could in a certain way co exist in the context of inter group asymmetrical relations, where diversity does not oppose or prevent a super ordinate cohesive representation of groups” (Montiero, 2003). The article also deals with different stages of conflict management, such as the manifest conflict stage. During the manifest conflict stage, conflict strategies are enacted in communicative interaction, and there are many different categorizations of this that are mentioned in the text’s literature review on diversity, which seeks to define and differentiate different styles and types of conflicts in terms of their relation to theories of diversity, such as formal/informal, content, relational, objective/subjective, and so on, balanced against issues of prejudice and discrimination which too often plagues the workplace. This is very important for any organization’s awareness during any disputes or complexities in diversity, because it is important to make the glass ceiling a thing of the past. Racism in the clothing fashion retail industry is a function of the majority, or the same complexity as an individual or essential nature as a human being that is denied the minority. Despite positive trends, racism in this and other industries, continues. The community or cultural level of minority communities in many areas of the country is adversely affected by this racism in that it is not recognized as going deeper than sensory perception allows, and often this perception is controlled in terms of stereotypes that are handed down through the mass-media. It is also difficult for the structural level of the group to gain power and depth when it is not assessed in a manner that respects essential human beings, but rather glosses over the surface and denies depth to political structures. On the individual level, this drives a wedge between how the individual is perceived, in terms of one dimension, before they are actually essentially known. There is also the idea of many whites not being self-conscious enough about white privilege. “Informal conflicts may occur among coworkers, employees and supervisors, with or within between groups, and among departments within an organization. Such conflicts often occur when there are differences in values, beliefs, or opinions regarding how the work gets completed, how resources or tasks are distributed, or where priorities should be” (Montiero, 2003). Everything takes place in a modern industrial society, in the twenty-first century. In this type of situation, the employee is not being compensated adequately, and obviously to those who are not unreasonable, this situation is naturally going to affect the way that they look at the work they are doing, motivationally. “Companies looking to promote a diverse workforce often encourage their managers to be mentors—the teaching can go both ways. As the members is often younger, he or she can help enlighten the members about new trends in the industry or give them insight into another dimension” (Keller, 2008). Lack of motivation and incentives is a major issue in the workplace with high turnover. Lack of motivation and incentives in this as well as in other workplace environments, can lead to employee burnout. Lack of motivation happens when a worker gets so bored with what they are doing that it offers no satisfaction or motivation to them anymore. At Fashion Fads, positive motivation is very important in quality assessment from the perspectives of management and employees both: it may come up that the ideal leader as a dynamic and creative decision-maker is difficult to emulate, but that shouldn’t stop anyone from trying their best to spread their own gathered knowledge to the people who are learning from them and using what they have garnered to further the progress of the project at hand. Perhaps the most important characteristics of a great team leader are calmness under pressure, relaxation, calmness, self-confidence, and the ability to make creative and dynamic decisions while still keeping an open mind to all possible solutions to a given problem. An open mind is definitely important, and leads to results that are often new and original. And even if the results are not beneficial, the true leader does not brood: “In short, this is what Ive learned: Have a stomach for risk. Dont agonize over failures, learn from them and move on” Overall, the organization leader should lead by calculated example and “move patiently, carefully, and incrementally. (Keller, 2008). Mr. Cheung can learn from this quotation, and reflect a management style that is more organic and direct. #3 To maintain and enhance good employee relations at Fashion Fads, Mr. Cheung will need to use appropriate policies and approaches, so that conflict and lack of motivation are limited. Employees need effective job design when they are feeling unmotivated. The professional in this situation who is suffering from burnout and emotional exhaustion may exhibit feelings of fatalism, stating that events are out of their control or giving up leadership opportunities out of a sense of the decision having already been taken out of their hands. This in turn affects the motivational level of customers who shop at Fashion Fads, who are to be looking at the professional employee as an example of organizational leadership, but see only in the burnt-out employee an expression of fatalism or giving up, along with signs of frustration and even associated depressive symptoms such as wanting to sleep all the time. In other words, the average employee who has been in the profession for some time is often burnt out through emotional exhaustion, which may have occurred due to several factors. They will treat clients differently in this state of burnout and they will have a reduced sense of accomplishment. The consideration for informal groups can aid in mentoring opportunities. A mentoring program blends together elements of environmental impact and interpersonal communication skills. It posits that the formulation of a mentor relationship can help a new employee at Fashion Fads contextualize their own directions within a workplace amid competing issues by following the pattern of another individual. Mentoring can help new employees develop new skills. Often, the mentoring relationship can vastly benefit all parties. Employee motivation is a major problem in many organizations. “Motivation should relate to individual needs. For instance, a staff member who enjoys collaborating with others may prefer team goals; an independent worker will strive for individual objectives.” (Messmer, 2005). In many industries, the average employee who has been in the profession for some time is often burnt out through emotional exhaustion, which may have occurred due to several factors in the employee’s performance or slumps and slips in motivation, including a lack of tangible rewards. There are basically two types of employee motivation methods that have to do with benefits that should be considered by Mr. Cheung at Fashion Fads: financial and non-financial. It can also be categorized that there are basically two types of benefits: those that are required by the law, and those that are not required by the law or government. Workers’ comp, or worker’s compensation, is required by law in most states. This trade off involves the employees receiving the workers’ compensation benefits if they are injured on the job, but then agreeing that these benefits will replace any legal action or punitive financial damages that the employee would seek against the employer as a form of trying to punish the employer, even involving cases in which the employer could be proven negligent environment. Throwing money at the problem may be a popular solution, but sometimes monetary compensation is not properly allocated or is unavailable, and it becomes difficult to maintain the morale of workers who work for years without any salary increase. Through the processes of effective job design, teamwork as well as finance is the key to effective motivation for workers in forming and achieving team goals. “As organizations strive to uncover more and more innovative ways to motivate their employees many overlook the important and easily implemented area of job design” (Job, 2010). The consideration for informal groups can aid in mentoring opportunities at Fashion Fads. A management mentoring program blends together elements of environmental impact and interpersonal communication skills. It posits that the formulation of a mentor relationship can help a new teacher like this contextualize their own directions within a workplace amid competing issues by following the pattern of another individual. Mentoring can help new employees develop new skills. “It is my simple thesis that a human problem requires a human solution. First, we have to learn to recognize a human problem when we see one; and second, upon recognizing it, we have to learn to deal with it as such and not as if it were something else” (Stillman, 2009). #4 Produce a suitable recruitment and selection package for a Fashion Fad’s Store Management position. You must create the following documents: • A job description / role profile. Team manager The first consideration is a kind of management, focusing on the leader. Leaders must help to plan, organize, and monitor in a way that inspires employees by displaying effective leadership, and if this doesn’t work, they need to be able to bounce back. Strong leadership abilities are necessary at every step in this process. • A person specification. Mr. C seems to fit all of the qualifications, and shows a balance between reason and creativity when managers have to rework an effective plan through which goals are assessed and a common vision is re-founded with the employee. • A draft advertisement along with the details of a suitable publication in which it could be placed. MANAGER WANTED— Sales manager— Salary commensurate with experience— Fast growing company— Commission and benefits applicable; lots of perks— Work for the #1 fashion buyer in town! • An interview and selection criteria. Interviewee Showed knowledge and experience in competitive sales Showed a positive attitude towards teamwork and HRM Displayed an effective bearing in regards to others Showed inside knowledge of fashion/retail clothing industry YES NO REFERENCE Becker, B. E., & Gerhart, B. 1996. Human resources and organizational performance: Progress and prospects. Academy of Management Journal Messmer, M (2002). Motivating your employees. National Public Accountant. http://findarticles.com/p/articles/mi_m4325/is_2002_Nov/ai_n25057746?tag=content;col Montiero, M (2003). Dealing with inter group conflicts in organizations. PJSS. Stillman, R (2009). Public Administration. New York: Wadsworth. Job design (2010). http://www.oaktraining.com/job_design.html Read More