Almost Every Organization With More Than 200 Employee 248145
Almost Every Organization With More Than 200 Employees Has At Least On
Almost every organization with more than 200 employees has at least one significant conflicting HRM practice, which undermines the total performance of the organization at least marginally—examples abound. Discuss one or more conflicting practices you have experienced and recommend one or more alternative HRM practices that could appropriately minimize, or even eliminate, the conflict. Explain in detail. Present your views in 200 words or more in your discussion post. Use at least two scholarly source to support your ideas. customer service would be god like united or an airline
Paper For Above instruction
In large organizations, particularly within the airline industry such as United Airlines, conflicts between HRM practices can significantly impair organizational performance and customer satisfaction. One common conflict involves the tension between cost-cutting measures and the need to maintain high levels of customer service. For instance, airlines often implement policies aimed at reducing operational costs, such as staffing reductions or limiting employee wages, which can directly impact employees' ability to deliver exceptional customer service. This conflict arises because cost-efficiency measures may compromise the quality of service, leading to customer dissatisfaction and damaged brand reputation.
To address this issue, organizations should adopt integrated HRM practices that align employee well-being with organizational objectives. Implementing comprehensive training programs focused on customer service excellence can empower employees with the skills needed to provide "god-like" service despite resource limitations. Furthermore, adopting incentive systems that reward exceptional customer service can motivate staff to prioritize customer satisfaction, even under cost constraints. Research indicates that organizations with aligned HR practices tend to experience higher employee engagement and better customer outcomes (Schuler & Jackson, 2014). By fostering a culture of service excellence and aligning HR strategy with organizational goals, airlines like United can minimize conflicts between cost efficiency and customer care, ultimately enhancing overall performance.
References
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