Managing People and Organization for Incidence- MyAssignmenthelp

Question: Discuss about theManaging People and Organizationfor Personal Incidence. Answer: Being the Human Resource in One of Starbucks fast-food in Australia, I was placed in a position where I was entrusted in controlling the performances of employees in low management. For the time I was serving in that office, the line management was channeled through our departments. All the communications passed through our department. There arose some conflicts amongst workers. It started with the back office later to the back office. The conflict came as a result of motivation and compensation benefits. As a manager in Human resource, I was expected to handle that case as early as I noticed it. I was however not able to notice it on time until to some extent it led to a violence among some workers and turnover of some employees. Analysis The criteria for motivating and compensating employees is very important in holding the employees together in an organization. The methods that the organization uses to motivate good work is very important that the managers in top management positions should always take care not to break the psychological contact of the employees. For my case, I was unable to identify better ways of motivating the workers. In such a workplace, in a hotel or a restaurant, the work in the front office is very different from the tasks or the kind of duties that the people in the back office. It is as hard to gauge the performance in the back office, like how much the chef has cooked, or how the secretary has kept the records than to gauge the performance of the sales department in the front management (Baldwin and McLaren, 2016, p.138). Imbalanced levels of motivation and compensation benefits can cause employees conflict as they can consider themselves neglected and others considered. To avoid this problem, the managers need to consider equilibrium position of their workers compensation and motivation. Unplanned motivation strategies would instead demotivate the workers and result to employee turnover, internal conflicts and finally, poor performance (Cummings and Worley, 2014, p.437). Improvement Planning According to the made analysis, it shows that I made a mistake when I was making a list of promotions and compensations of the employees. I did not collect facts and a good criteria or a method that I would have used for the same. I did it so locally and informally that many of the people who were not motivated did not take it politely. In a similar situation, I would try as much as I can to avoid employees turnover, grudges and conflicts internally and externally which might be brought about my motivation and compensation benefits. Another change I would impose is on communication. It is always imperative that communication to be held key across the management lines. The lower management may be in good terms with the middle management and top management and resolve disputes and conflicts that may appear that way as soon as they arise (Wombacher and Felfe, 2016, p.93). As a human resource manager, it is my task to ensure that all the employees are treated with justice, fairness and equality. I would use it as a solution to such issues in Starbucks Restaurant, Australia. References Baldwin, M.L. and McLaren, C.F., 2016. Workers Compensation: Benefits, Coverage, and Costs. Wombacher, J. and Felfe, J., 2016. The interplay of team and organizational commitment in managing intergroup conflict in the organization. Academy of Management Journal. Cummings, T.G. and Worley, C.G., 2014. Organization development and change. Cengage learning. Clegg, S.R., Kornberger, M. and Pitsis, T., 2015. Managing and organizations: An introduction to theory and practice. Sage.