1. Introduction.
It is important for organizations to ensure that there exist a good interpersonal relationship amongst the people. The relationship can be achieved through Human Resource Management, which performs a critical function in ensuring that a strong connection is built amongst employees. In line to the presented case study on the Unitel telecommunication company, this paper aims at conducting an evaluation on the human resource case scenario on the already mentioned firm. Moreover, the fundamental Employee Relationships and Human Resource issues will be outlined. Appropriate recommendations to the stated concerns shall be provided inclining to the ER and HRM principles and theories. Therefore, detailed information and explanation shall be provided in this report.
2. The Emerging Fundamental Issues.
As outlined, the Unitel telecommunication firm was initially state owned but later on, it became a private organization. Privatization made the Unitel Company to face a stiff competition both on a local and foreign scale. Product and service innovations, the aggravated competitiveness and automation are the basic features that are evident in this telecommunication corporation. The trending aspects have made the senior administration to realize that the firm needs to maintain its market niche at the same time the continual maximization of profits.
Thus, the high-ranking management proposes that the prevailing cultural requirements need to be improved in order to ensure that telco is hardening off to the maintained change developments in the market. So, the senior management coined a fresh corporate strategic plan called the “Vision 2022”. The scheme aimed at warranting customer satisfaction, goods delivery, quality production of goods, and a maintained organizational image in the years to come. Furthermore, the vision is also geared towards transforming Unitel through the development of change and action teams who will inspire visionary thinking and promote customer values.
The Vision 2022 was welcomed by a section of the Unitel telecommunication company because it allowed for senior managers and the field staff to come together for the first time. Secondly, it permitted all stakeholders to have a say in the company’s matters and to offer a means of solving problems affecting the organization internally. Furthermore, the vision provided room for presentation and implementation of solutions to problems. Other company members opposed Vision 2022 despite of the cited merits, since it raised basic ER and HR concerns that were to affect the overall performance of the company.
The key Human Resource and Employee Relationship issues that emerged are stated and discussed in detail below.
2.1. Too much obsession and tenacious conviction in Vision 2022’s ability in saving Unitel.
As observed by one a senior technical official, a section of the staff and managers in Unitel are single-minded and fanatical towards believing that Vision 2022 is likely to save the firm. They are much obsessed in the initiated vision to the point of not listening to what the other employees might say. The single-mindedness will cripple teamwork, which is an essential factor in organizations that have more than one employee.
The obsession and the stubborn persistence from some employees will lead to active inertia. Active inertia refers to a tendency in which change within a business cannot be allowed since a portion of key stakeholders is satisfied with the existing marketing strategies. Therefore, active inertia is likely to drag the company behind hence, it cannot change to adapt to the varying marketing requirements and advancements in technology thereby impairing the normal operation of the firm. The business inertia is also likely to affect the competitiveness of the business. Rival business companies that do not experience active inertia are in a good position of being competitive since they are not limited to change.
2.2. Intolerance to other employees’ views.
There is a segment of key employees within the Unitel telecommunication company who have shown a strong intolerance for employees who do not take part in their line of thought. As marked out by one employee, stakeholders with dissenting views are spotted out and discriminated against. Discrimination within a business will affect the business competitiveness and operation.
2.2.1. Impacts to the organization’s operation and competitiveness.
Discriminatory practices can affect the motivation and job satisfaction of employees. The discriminated against employees lose the working staff morale thereby forcing them to be less productive in conducting their duties. They end up providing poor services to customers and even to their fellow employees. Customers to the organization might therefore opt for better services in rival corporations. Thus, the company will end up losing customers hence leading to its collapse.
Secondly, discrimination can lead to lack of commitment, high turnover levels and lack of loyalty from the discriminated staff. The employees who face discrimination are likely to vacate the organization thereby leading to increased turnover levels within the company. The firm might end up losing competent and skilled workers. Productivity of the organization will also be affected since the company shall be forced to recruit and train new employees, which is costly. Furthermore, the discriminated upon staff will be less invested in the operation of the business, meaning the employee will be less loyal and less committed in the organization. Thus, the overall operation of the business is affected.
In addition, discriminatory actions can also influence the firm’s standing in the region it serves. The discriminated employees may end up complaining to their families, friends and even potential customers to the business who are likely to shift their buying to a different company that is well reputed. Recruitment of new employees may be difficult due to the bad reputation towards the company. A firm with a staff that can express their discomfort to the public will scare away new recruiters and even cause the high-ranking candidates to apply elsewhere. Therefore, the organization may fail to get the required personnel crippling the normal operations within the firm.
2.3. Division amongst the Unitel staff.
The Vision 2022 has resulted in a rift between those who believe in the vision strategy and those who do not believe in the vision. In line to the comments from the regional manager, the Visionary initiative has worsened rather provided solutions to the pre-existing situations. It has destroyed teamwork among the employees.
2.3.1. Effects of disunity amongst employees to the organization’s operation and competitiveness.
Lack of teamwork amongst the staff members will affect interpersonal relationships. Factions are likely to rise at the work place and civility among the workers will take a nosedive. The respect accorded previously amongst employees is threatened hence resulting to hostility thereby hindering productive communication in the organization. Moreover, the shared responsibilities will no longer be given priority, as members will now make sure that they concentrate only on the responsibilities that directly affect them. As a result, the shared responsibilities are carried out poorly, begrudgingly and avoided.
The drift amongst the staff evident in the Unitel telecommunication company can further derail the staff motivation. Lack of a shared sense of responsibility and civility due to divisions within an organization, can result in lack of encouragement and support in the working organizational environment. In the case of teams facing difficulties, employees can draw their inspiration and support from their fellow employees, but in an instance where there is no teamwork, the staff members are forced to face the challenges single-handedly. Furthermore, shared employee visions cannot be met due to lack of coherence amongst the organizational staff. Engagement amongst employees is also affected. Worker engagement is critical to a company since it has great impact on the productivity and efficiency of a company. Destroyed teamwork hinders production in an organization. Consequently, the overall organization competitiveness and operation is negatively affected.
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