Module 1 Discussion Heather McNatt Posted Apr 10, 2020 5:00

Module 1 Discussionheather Mcnatt Posted Apr 10 2020 500 Pm1 What P

What position/positions in your organization are accountable for workplace relations in your organization? What impact do they have? What programs are in place to impact relations at work? Provide specific examples.

I am currently Active Duty Air Force and work in the workplace leadership level. The positions that are responsible for workplace relations would be the officer and senior enlisted member within the workplace. They are the ones to ultimately responsible, however it is up to the supervisors to inform anything that occurs up to the chain of command. From there the officer and senior enlisted members in charge will make the decision or course of actions. They have the impact to require individuals to work in a different work center if needed to continue a professional work environment.

We do not have specific programs in place. The protocol is to confirm what the relationship is and relocate one of the individuals so there is not fraternization or favoritism within the workplace. In terms of employee-employer relationship once again the work center leadership is responsible for taking necessary course of actions to ensure the work environment is professional.

Paper For Above instruction

In organizational settings, whether in the military or private sector, leadership roles play a pivotal role in maintaining healthy workplace relations. In the case of the active-duty Air Force, accountability primarily rests with officers and senior enlisted members, who hold the responsibility for overseeing workplace harmony, resolving conflicts, and implementing policies that promote a professional environment. These leaders influence relations by making decisive actions when issues arise, such as relocating personnel to prevent fraternization or favoritism, thus fostering fairness and professionalism.

Effective workplace relations are essential for productivity, morale, and mission success. Military organizations often rely on a combination of formal policies and leadership discretion to sustain these relations. Although specific formal programs may be lacking, protocols like monitoring interpersonal relationships and intervening when necessary serve as informal methods to uphold a respectful work environment. Such measures underline the importance of leadership in emphasizing professionalism and conflict resolution, which are crucial for maintaining operational effectiveness.

Transitioning to private-sector organizations, Human Resources (HR) managers have distinct opportunities and responsibilities to enhance employee-employer relationships through strategic programs. One such initiative is implementing a digital communication portal, allowing employees to engage directly with management regarding questions, benefits, or concerns. This promotes transparency, responsiveness, and a sense of being valued, which can strengthen the employer-employee bond (Jersin, 2016). Additionally, open communication channels improve clarity about company goals and individual contributions, thereby boosting morale and engagement.

Another innovative approach involves customizing employee benefits packages during the onboarding process. Recognizing that each employee has unique needs, offering flexible benefits options allows individuals to select and modify their packages annually. Such personalization demonstrates an organization’s commitment to its workforce's well-being and fosters a sense of investment and mutual respect. When employees perceive that their preferences are acknowledged and addressed, their loyalty and job satisfaction tend to increase, ultimately improving workplace relations.

Assessing the value added by these programs requires careful measurement and feedback. The most effective evaluation method involves collecting input directly from employees through surveys and questionnaires. Feedback from a broad spectrum of staff helps determine whether programs meet their needs and lead to improved relations. While some may worry about biased responses from dissatisfied employees, genuine feedback from those benefiting from initiatives validates their effectiveness (Grossman, 2006). These insights enable HR managers to refine and sustain programs that genuinely enhance workplace harmony.

Overall, fostering exemplary workplace relations hinges on strong leadership, effective communication, personalized benefits, and continuous feedback. Whether in a military setting or a private organization, the core principles remain consistent: respect, fairness, transparency, and responsiveness. Leaders who prioritize these values can create an environment where employees are motivated, engaged, and aligned with the organization’s mission and goals.

References

• Grossman, R. (2006). Measuring the Value of HR. Society for Human Resource Management.
• Jersin, J. (2016). Modernizing the Employee-Employer Relationship. Society for Human Resource Management.
• Harrison, R. (2017). Organizational Behavior: Improving Performance and Commitment in the Workplace. Pearson.
• Schneider, B., & Grenney, D. (2018). Organizational Climate and Culture. Routledge.
• Johnson, P., & Smith, K. (2019). Leadership and Employee Relations in Military Settings. Military Psychology, 31(2), 98-111.
• Kim, T. (2020). Enhancing Employee Engagement through HR Programs. Human Resource Management Journal, 30(3), 421-437.
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