Workforce Planning of Human Resources

Changes in policies may lead to miscommunication, ambiguity, and conflict. For instance, the mayor of a city in the northeast has violated the overtime regulation, which has angered the police officers. The police union has expressed their dissatisfaction with the new police's adoption. They have grown emotionally connected to the overtime pay, and utilizing the kitty, they have dramatically raised their level of living. They feel cut off from the advantages they have accrued over time as a result of the mayor's move. This policy shift has resulted in a dispute between the mayor's office and the police force. Various workplaces have a diverse people, and they may have varying life values. The differences in the values may result in disagreements and eventually conflicts. The newly elected mayor can be viewed as egoistic since she did not like it when an officer earned more compensation than them. This personal attribute resulted in the termination of the overtime payment schedule. This led to a conflict with the police procurement officer and later, the mayor sacked the officer. Different people should professionally handle their personal differences and resolve them amicably to reverse any conflicts that may arise.

Conflicting Needs

The employees may disagree on the sharing of the available resources which has the potential to degrade into a conflict. The needs of the city management conflicts with those of the police officers. While the management feels the need to increase the number of officers, the police think that this will threaten their overtime earnings which, to them, is an entitlement. The different perceptions of issues have resulted in a conflict between the two entities which has threatened the existing peaceful working environment.

B

Work Slowdowns

The police officers are cognizant of the fact that a strike would require legal permission. They would, therefore, start with a more accessible option by reducing their vigor at work. This gesture would be intended to communicate their displeasure to the city's management regarding the reduction of overtime earnings. The action has the potential of compromising the working of the police officer resulting in a lower security situation. The situation, is, however, what the police officers need so that they can push the city management into dialogue.

Increased Absenteeism

Employee motivation is critical to ensuring high-performance and productivity among the employees. The police officers feel that the city's management has deprived them of their overtime entitlement. Additionally, there is a feeling among the officers that the administration has neglected them and failed to appreciate their effort. In the memo, they have candidly indicated that the actions taken by the mayor undermines their effort to patrol and guarantee security in the city. This feeling among the employees is detrimental to the security of the city. Consequently, this action would result in low attendance among the police force which would compromise the security situation of the city.

C

Deterioration of Security Situation

There already exists an impasse between the management and police officers which has created an unconducive working environment. The officers may decide to rebel by refusing to attend to their duties competently. In their memo, they indicate that they may consider refusal to train the new police recruits which may worsen the security situation in the city. The city’s requirements dictate that the new officers are trained by the experienced officers after which they graduate after one year. Any deviation from this tradition would negatively affect the normal working of the police officers.

Legal Action

The police officers may decide to take the city's management to court to resolve the issue. They may petition the court to allow them to participate in a legal strike to show their dissatisfaction with the administration. This form of action will push the city's management to engage in dispute resolution mechanisms. If it fails to act, the city's security situation will worsen.

D

Collaborating For a Mutual Compromise

The disagreement is resulting from conflicting views on the overtime payment issue. The city's management needs to discuss with the representatives of police officers to ensure that they reach a fair balance. This method is ideal since it would allow the police officers to get involved in the problem resolution. Consequently, the solution would be agreeable to both parties. The police officers will, most likely, lower their demands and allow the city's management to reduce overtime remuneration but not abolish them entirely leading to a win-win situation.

Compromising

This is a situation where one of the party gives up a factor contributing to the conflict. The overtime impasse can be resolved if the city's management is willing to drop some of their demands. It should, however, create a conducive environment. Both managements should then outline their issues and agree on what to adopt leading to a compromise and resolution of the problem.

Effective Communication Mechanism

The company should develop working structures to allow free flow of information. The primary reason leading to the overtime conflict is poor communication between the two parties. The management should create structures that will enable the police officers to air their grievances. This way, the administration will tabulate the issues affecting the police officers and result in efficient resolution.

E1

Interactive Communication

The employees should be free to engage the management on the issues affecting them. This can only be achieved through stable communication structures that enable a free flow of information. Policy changes are one of the leading cause of conflict in any organization. Any change in the organization's policies should involve all the affected parties to guarantee a universal acceptance of the systems.

Written Rules, Policies and Agreements

If the company has clear roles and expectations, the conflict can quickly be resolved. These agreements, policies, and rules are contained in a handbook that is given to every new employee. Before their confirmation, the employees are required to thoroughly go through the manual to read and understand the terms. The employees should then sign the agreement before assuming their roles which makes it clear on what is expected of them. Any change of the policies should be subjected to the decision-making process that involves the employees.

E2

Additional Requirements include:

1. Must be tolerant of other people's views and opinions. The ideal candidate should be patient to listen, understand and resolve arising workplace conflicts.
2. Must have the ability to understand the feelings of other employees. The employee must demonstrate the ability to accommodate different views and personalities.

E3

1. Have you been involved in any work-related conflict? If yes, narrate the experience and discuss the resolution mechanism that was adopted. How do you rate the effectiveness of the mechanism?
2. Assuming that you have been asked to lead a team in performing a specific task. The members of the group have sharply disagreed on the method to use to achieve the mission successfully. The different views have led to a conflict that threatens the success of the team. What actions would you take to guarantee a smooth performance of the task?
3. There have been rising cases of conflict between the employees and management regarding the adoption of new policies. Considering that the company has an open-suggestion mechanism, describe the possible solutions you would recommend to the management to end the problems.

F

Number of Grievances Filed in a Period

The employees' satisfaction can be tracked by recording the number of grievances reported over a given period. The higher the number of grievances recorded, the higher the dissatisfaction levels. This method offers numerous benefits including the ease and accuracy of the records. It gives the management an opportunity to understand the problems affecting the employees and work towards resolving the situation. Any company should aim at significantly reducing the employee's complaints which will enhance their performance.

Average Close Time

This is a measure of the effectiveness of problem resolution method adopted by the management. The organization should aim at using the shortest time possible to develop working solutions to the existing problems. This technique is beneficial to the company since it helps in measuring the employees'' satisfaction levels. Additionally, the method is critical in evaluating the organization's dispute resolution mechanism. If the company realizes that the laid structures are not working, there is need to revise them and enhance its efficiency.