Organisation Development And Human Resources Management - Free Essay Example

Sample details Pages: 8 Words: 2450 Downloads: 6 Date added: 2017/06/26 Category Management Essay Type Argumentative essay Did you like this example? The ageing population is a huge concern when it comes to organizational development and Human resources. All organization from the small business to the big organization has or will deal with issues arising from the lift of the pension eligibility age. In my work, I have pointed out some keys areas where employers have to give their best attention such as intergenerational conflict, the ageing challenge, discrimination and also I have describes some strategies or recommendation which could be use by any employers. Don’t waste time! Our writers will create an original "Organisation Development And Human Resources Management" essay for you Create order My work was mainly based on Internet articles and also books about human resources and organizational development. Introduction Today in Australia, according to the Australian treasury, the Australian population is getting older, for two main reasons which are a high decrease in birth rate since the late 1960s and also because the population is living longer, the life expectancy today is 78 and will be around 83 in 2043 according to the IGR (Intergenerational report, 2002). The government is now facing economic issues regarding their pension scheme. Because of the ageing population the cost of their pension scheme will be too high and so, under Rudds government, the pension eligibility was lift from 65 to 67, which means that workers will work longer. In the context of Human resource this decision has some important organisational implications that employers and managers must know how to tackle the problem of ageing workers. 1 The ageing challenge According to Keese, (2006) there are 30 countries who are members of the OECD and none of them have successfully tackled the problem of the ageing population. Some of them have started to tackle the problem and have implemented policies that encourage older worker to work. Peter Promnitz, region head of Mercer Asia/Pacific,(smh.com.au/opinion/politics/the-next-gfc-our-ageing-population, 2010) has another view of the ageing population. In his article The next GFC: our ageing population, Promnitz says that it is important that employers take action across their employees lifespan, not just towards the end. He also recommends that companies must take action during the recruitment, the retention and retirement. Recruitment: Companies should promote for and attracting older employees. As cited by Promnitz, successful businesses will also retain the experience and knowledge of older workers by being creative and flexible in their work practices with a willingness to redefine the jo b where necessary and effectively manage retirement transitions Retention: Employers are concerned about the health-care consequence of recruiting older employees. Absenteeism and disability are indeed greater with the older group. The challenge for manager will be to create a work environment and a job design, which can put together health, issues, training, environment and the tasks required. Retirement: Employers need to focus on preparing their employees retirement. It is an important part that if employees are going to work longer they also need the insurance of being looked after by their employers. Preparing transition plan with older employees will make the retirement process easier and more efficient. Also, involving young employee into the superannuation plan will be very valuable. By doing so, the young employees will know what to and what to plan about their future. Even if it looks like a far step for them, it will help them to set up financial goals in the per spective of retirement. The ageing population is a sensitive problem, increase the age of pension eligibility age, rising taxes to cover the health care cost of older people, are just steps from government to save money and decrease the cost but ageing population is more than just money and age. It is also a matter of generations, stereotypes, values and technology. Those matters are day-to-day problems for the organisation, because their employees will work longer managers have to be aware of any issues that could arise within the company and take responsible and specific actions and policies to make the work place more convenient for the older employees as well as other. It needs to be considered that the different industries might act differently to this age pension lift. Will be easier to handle the problem for some industries and might be harder for other (E.g labour industry, when older employees can have Health issues as they get older and wouldnt be able to do the job as required). Though, companies must be able to replace them or find them another job, create one within the company where they will be useful and considered as a good asset. 2 Intergenerational conflict Due to the ageing population the difference between the young generation and the old one can be a cause of conflict within the organization. From a Human resource point of view, it is essential to understand the value and attitudes of each generation. In her article, Donna Harrison, (2010) says that the boomers are know to be loyal to the employer, accepting the chain of command leadership and like a stable work environment. They are also more willing to see their salary as a reward from their experience, loyalty and knowledge. However, the generation X and Y are more flexible and individual. The generation X is more focused on having a good work/life balance and like personal achievement. The generation Y is more educated, High skilled when it comes to technology and more willing to travel and be part of the global village. By acknowledging that, managers must understand that each generation have their own goals, vary from person to person. Also, conflict can arise between each generation. Its a risk for the organization that can affect the productivity and the outcomes. Intergenerational factors have to be managed by manager/Human resource department to ensure the efficiency of the workplace. The older employee can be seen as more rigid and more resistant to change by the young generation, however their knowledge and experience is valuable in the workplace. They can foresee problems before they arise and can deal with them in a mature manner. And that is where the organization has to be present. Using their knowledge and experience to support the younger generation who is still learning. On the other side, the younger generation is more creative and more suitable to the modern world, which means that they can also put their income into the workplace. Even if the older people have to work longer, the key to a successful work environment and avoid conflict between generations, is to create a workplace where each generation can teach something to the other and make them work together instead of individual. Every generation is important, every individual is important and if the Human Resource manages it well, the productivity and the work environment will be improved. Managing the intergenerational tension will create many positives outcomes within the organization. Resolving tensions between the generations in the workplace is a huge task, but there is also another issue rising from an ageing population, which is discrimination. 3 Discrimination Discrimination is still common in the workplace and many people are still complaining about it. In this case of ageing population, the problem is between employers/employees or job seekers. According to the Australian right commission, (2009), they have identified the common discriminations that older people are facing in Australia when it comes to Human resource and organizational development. The first problem is that their have problems finding job, employers dont wan to hire them due to their age and the myth about old people is still present. For old employees, they are usually facing problems when it comes to promotion or accessing training where the younger people are preferred. So, how can this be resolved? How can we make an employer willing to hire an old person or to promote or give them access to training? Here, the government and employers have to work together. If older people have to work longer they must be able to find a job regardless of their age but more on t heir experience. It comes back to what Promnintz said about creating job for older people. A good example will be a Marketing company who will need employees from the baby boomer generation to target consumer from the same generation. They will be more suitable to find a good product than the younger generation. Another organizational implication will be to give support to the existing employees. Promote them, change their job activity or provide them with training to keep them up to date and able to follow the technology and resources used by the company. Many alternatives can be used to maintain the older people in the company. Employers must give more attention to their older employee. With the global financial crisis and big decrease of the superfund older people are willing to work more and cannot afford to retire. They cannot be left on the side. Employers need to retain their older employees and even if possible create new job positions for old people. 4 Retaining/Engaging Strategies Organization must come up with strategies to maintain or retain their older employees. Companies start to realize the positive outcomes of employing a mature workforce (Elizabeth Allen, 2009). Motivation is the key to maintain older worker performance (Chay, Aryee Chew 1995). Satisfaction and motivation are also keys factor for older people, they have to find satisfaction and motivation in what they are doing. They have to be able to develop them selves. Other way to maintain and keep old people is to give them specific assignment, training, technology courses and offering them to teach or support the young generation. Many ways are available to make them valuable assets for the company. Also, older generation is not always willing to change or to transform their stable environment. That is why, and it is also a part of the myth, that they have troubles finding job or have promotions. Baby boomers like stable environment and that is one thing that can stop managers from hiring them or supporting them. In a world of constant change and competitive market companies has to be up to date and always ready to change. So even if managers/employers are willing to change their policies or take new initiatives, the baby boomers must realize that they also have their responsibilities for the change and realize that they have to learn new skills in order to staying a valuable asset for the company. For example, the use of the technology (Computers, Internet, Intranet, PDAs.) is vital for companies. The Y generation is known to have the best knowledge when it comes to technology simply because they grow at the time as technology takes place in our lives. In fact, the baby boomers are seen to be a step behind when it comes to computer and the Internet world. But is it really true that baby boomers are still reluctant to the technology or is it just a myth? Researchers from Deloitte, an international management-consulting firm might have the answer. In their last paper, called Gen-Y-ers, Baby Boomers technology: Worlds Apart? their findings show that the geography influences more than the age. Also, another study from Forrester Research shows that more than 60 percent of those in this generational group actively consume socially created content like blogs, videos, podcasts, and forums. Whats more, the percentage of those participating is on the rise. So what does that mean for Employers? It means that spending a part of their budget into introducing the technology to their older employees is not a waste of money. Of course their level of understanding might not be as high or as fast learner as the younger generation but their participation will be as effective. Employers must understand that their older employees must not be left a side and that they must be taking care of as much as the young employees. Training all the generations will bring positive outcomes to the employers. Training support offered by the employers will be very importa nt, even if they have to retrain some of the staff, at the end, the whole company will be the winner. It is a win/win situation where both sides must realize their responsibilities and take actions. Communication and working together will be the key to the success. Pathos Leadership Group (pathosleadershipgroup.com) proposes 5 strategies to engage and retain baby boomers in the organization: * Time, Time, TimeÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ See Whats Become of Me! Baby boomers valued their time, time is very important for them and thats something that the organization needs to understand (E.g., Time off) * Act Green LocallyÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ Go Green Globally: Give them time for community services within the organization or outside the organization. They will come back recharged and motivated. * Wrap It UpÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ Ill Take It: flexibility while working on projects to participate on specific modules that highlight their expertise, in stead of the entire project. * Send in the Clowns: Providing the opportunity to pick/chose their schedule, as well as where they work, their productivity will blossom * People Let Me Tell You About My Best Friend: Install a mentorship (or coaching) program where the wisdom of Baby Boomers can be tapped before they depart from the organization.   Simply put, get the information from them before theyre gone. Implementing these strategies into the organization to maintain, retain and motivate the employees is highly recommended. Taking actions is important for organization to face the challenge of an ageing population in the workplace. Conclusion The main problem of lifting the age of the pension age from 65 to 67 is that the ageing population will have difficulties such as finding jobs, getting promoted or also offered training about new technology into the workplace. There are many stereotypes surrounding mature age workers they are expensive, difficult to manage, wont learn new skills, resist change and are not up to date with the new technology. And these stereotypes are making it difficult for the mature age workers who are not ready for retirement, to find jobs. Glennis Hanley from Monash Universitys Deparment of Management believes that there is one thing that need to be understand by the employers and Human Resource Department is that Baby boomers are vital to the workforce today and should be encourage to keep working as long as they can. Even if sometimes they are not happy with changes or transformation of their environment. Employers and baby boomers have to take their responsibilities and as Hanley says Busine sses need to employ the broad-based business experiences of baby boomers to foster and transfer cross-generational knowledge. Every single employee has a role to play in the organization and old employees as young employees have something to bring to the company and to their colleagues. The lift of the pension eligibility is a sensitive area for organizations; their success will depend on how they implement strategies into their workplace.

The Criminalization Of Hiv Transmission - 2191 Words

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Cuerrier), where the court found that an individual could be convicted of sexual assault if they do not disclose their HIV status to their sexual partner . Since then, over 70 people in Canada have been criminally charged for not disclosing their HIV status to their sexual partner . In 2012, the criminalization of HIV transmission reached a new level of overreach by finding that an individual could be convicted for sexual assault in a situation where there is a â€Å"realistic possibility of HIV transmission. † Some have called intoShow MoreRelatedHiv / Aids : An Integral Part Of Society That Shapes The Way We Live And Interact With The957 Words   |  4 Pagescitizens, but sometimes that is not the case. With the emergence of HIV/AIDS in the United States, laws have been created in order to decrease the incidence rate but has instead increased stigma around HIV/AIDS. 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Ethic and Stakeholder Management-Free-Samples-Myassignmenthelp

Questions: 1.Reflect on the activity completed in Topic 2 whereby you examined the number of slaves you have working for you. Critically reflect on your role in the Ethical Practices of Business. 2.Find an example in the Media of a Business which has experience a Crisis. Summarise the example, providing details of the Organisation and the crisis. 3.Critically discuss how Managers and leaders Influence Ethical behaviour in Organisations. Answers: 1.A consumer has a very significant role to play towards incorporating ethical practices into business operations. A consumer is a fundamental group which needs to be taken care of in order to assure that a business functions appropriately (Weiss 2014). A business cannot fulfill is primary objective of making profit without have a loyal and established consumer base. Therefore a consumer has the power to ensure that businesses incorporate ethical principles and sustainability towards their operations. Ethics and Sustainability is the primary need of modern day business organizations to fulfill its corporate social responsibility. CSR is also a significant objective of business organization which not only helps to ensure social indulgence and promotion of goodwill but also enhances profit making by giving the organization a distinct feature in the eyes of its employees, investors and consumers (Noorman 2014). In democratic societies with market economics the consumers pays a key role. The demand for a particular product is created by the consumers. In relation to such demands the organizations respond by trying to stimulate and feed the demand. A company can be severely punished by the consumer if they start to ignore and boycott the products provided by it because of its unsustainable or unethical behavior. Demands of the consumers on the other hand are influenced by the organization through the creation of wants and promotion of a certain model of lifestyle. Therefore a contradictory role is played by the consumer towards deterring or promoting sustainability. Although most polls provide that the consumers are only willing to purchase products which have been produced sustainably and by an organization which has a ethical reputation in the society, practically such results are not reflected as consumers often look at other aspects such as price, utility and durability of products more than sustainability. The engagement of a company towards producing sustainable products depends upon the demand created by the consumers in relation to the product. Where consumers demand sustainable products the organization would have no other option other than incorporating a sustainable approach towards production. In the same way consumers have the power to influence the organization to incorporate ethical principles into their operations. When consumers would want to get associated only with those organizations that have an enhanced ethical reputation the organizations would automatically ensure the promotion of ethical principles within its workplace a s well as its surroundings. Ethics in organization can include just and fair workplace polices which have been incorporated for the development of its employees and other stakeholders. 2.This section of the paper is in relation to a crisis which have been experienced by a business. For the purpose of this part the organization which has been selected is Samsung and the crisis which has been faced by the organization was in relation to the Samsung Galaxy Note 7 scandal. Samsung is a large multinational company which deals in various sectors such as shipping, construction and electronics. The organization operates at every corner of the Globe and has an employee base of 500000 all over the globe. The founder of the company was Lee Beyung Chul and the foundations of the company have been laid in the year 1938. Samsung electronics is one of the leading smart phone produces in the smart phone industry where its main competitor is Apple (Samsung.com 2017). According to Reporters (2017) the company have faced a major crisis in relation to its flagship smart phone Samsung galaxy note 7. The phone had been reported to overheat and explode on various circumstances. Such explosion had caused significant injuries to the consumers. Upon investigation it had been discovered that the phone had faulty battery design which caused the phone to overheat. It had been accused that the organization was impatient with the launch of the smart phone which did not give the company enough to test the phone and be satisfied in relation to its safety. The decision was taken by the efficient board of the organization mostly to launch the phone before the launch of Apple iPhone 7 and 7 plus by its competitors. The organization did not pay the required attention in relation to the safety of its newly launched product and as a result had to suffer significant financial as well as reputational losses. All of the stakeholders of the organizations were adversely affected by its decision to launch the phone without adequate testing. The organization had to recall all the Note 7 manufactured by it for a security inspection. The defect in the Notes also affected other smart phones of the organization as the sales of the company declined drastically. The shares of the organization also took a deep plunge and almost fell by 3.4% and the organization suffered a financial loss of 4.4 billion only in the process of recall. The organization as a response to the crisis repaid all the customers who had been suffered by the use of the phone. It also assured the customers that it would not let such mistakes get repeated and successfully launched Samsung S8 and S8 plus after all test had been passed by the s mart phones. The actions of the organization was against the provisions of consumer guarantees as provided by the Australian Consumer Law stated in Schedule 2 of the Competition and Consumer Act 2010. According to the provisions it is the duty of manufactures to provide the consumers goods which are safe for their use. In case any damaged is caused to the goods or the users because of a manufacturing defect, it is the duty of the manufacturer to provide repair, replace and refund in relation to the goods as well as additional compensation for the damage incurred by the user. Therefore it is the liability of Samsung to pay all the users who have suffered damages due to the usage of the phone compensation in Australia. 3.Leaders and managers in an organization definitely influence ethics within the workplace. Generally the ethical tone of the business is established by their frontline manager which includes the incorporation and implementations of specific philosophies which wither ignore or support universal ethical principles (Trevino and Nelson 2016). Core ethical benefits which establish the culture of the organization are also promoted by the managers and leaders. These leaders themselves are influenced by eminent leaders and managers and influence those who are lead by them. The greatest influence on employee ethics is through the ethical behavior of the managers and leaders themselves. Actions speak louder than words and irrespective of whatever a person says people would only believe a person based in their actions. Where a sales managers indulges into actions like lying, deceiving or cheating the employees would also be likely to use such actions in relation to the business operations. Communication also has a significant role to play in relation to the promotion of ethics within a workplace. Although it is necessary for words to e supported by action the policies and procedures of the organization have to be appropriately communicated by the managers to the employees in order to be implemented properly. The process of evaluation and rewards implemented by leaders and managers also help in the promotion of ethics within the workplace. Ethical behavior has to be evaluated and reward and unethical behavior has to be punished. The managers and stakeholders have a legal obligation of taking care of the internal and external stakeholders of the organization. They have the responsibility of operating the business in behalf of its stakeholders. The internal stakeholders of the organization include suppliers, investors, employees and shareholders. The external stakeholders of the organization include service users, consumer and the society as whole. In relation to the internal shareholders of the organization it is the duty of the mangers to abide by the provisions provided by the Corporation Act 2001 (Cth). The legislations provides rules in relation to the duties of the managers and the relationship of the organization with its employees and other internal stakeholders. The managers thus according to the provisions of the Act have to work in the best interest of the organization. The Australian Consumer Law lays downs provisions through which the managers must provide good quality consumer goods for the consumers. The organization also has the responsibility under Environments Protection and Biodiversity Act1999 to take care of the Environment in all their operations. One of the most ethical organizations operating in Australia is the Australian National Bank. The organization has a strong code of conduct for its employees. Through the code of conduct the organization makes it very clear that it is not going to tolerate any behavior which is unethical in nature. The code of conduct comprises of several principles primarily for the promotions of ethics. The organization aims to promote, honesty fairness and integrity within its work culture. As per the code of conduct no employee is to indulge in any activity which is against legal provisions. The organization also through its code of conduct promotes the right of privacy and confidentiality of the service users. The organization also imposes strict punishments for the non compliance of the code (Nab.com.au 2017). References Carroll, A. and Buchholtz, A., 2014.Business and society: Ethics, sustainability, and stakeholder management. Nelson Education. Ciulla, J.B., 2013.Leadership ethics. Blackwell Publishing Ltd. Competition and Consumer Act 2010 (Cth) Crane, A. and Matten, D., 2016.Business ethics: Managing corporate citizenship and sustainability in the age of globalization. Oxford University Press. Environments Protection and Biodiversity Act1999 (Cth) Ferrell, O.C. and Fraedrich, J., 2015.Business ethics: Ethical decision making cases. Nelson Education. Kolk, A., 2016. The social responsibility of international business: From ethics and the environment to CSR and sustainable development. Journal of World Business, 51(1), pp.23-34. Laszlo, C. and Zhexembayeva, N., 2017. Embedded sustainability: The next big competitive advantage. Routledge. Nab.com.au. (2017). Cite a Website - Cite This For Me. [online] Available at: https://www.nab.com.au/content/dam/nabrwd/About-Us/national-australia-bank-code-of-conduct.pdf [Accessed 7 Nov. 2017]. Noorman, K.J., 2014. Green households: domestic consumers, the environment and sustainability. Routledge. Reporters, T. (2017). Samsung apologises for Galaxy Note 7 and corruption scandals. [online] The Telegraph. Available at: https://www.telegraph.co.uk/technology/2017/03/24/samsung-apologises-agm-galaxy-note-7-corruption-scandals/ [Accessed 7 Nov. 2017]. Samsung.com (2017). [online] Available at: https://www.samsung.com/us/aboutsamsung/investor_relations/corporate.../boardofdirectors/ [Accessed 7 Nov. 2017]. Trevino, L.K. and Nelson, K.A., 2016.Managing business ethics: Straight talk about how to do it right. John Wiley Sons. Weiss, J.W., 2014.Business ethics: A stakeholder and issues management approach. Berrett-Koehler Publishers.