Managing Human Resource

TASK 1

New workplace practices introduced by the new yard manager

In a top trucking company after some time this is new manager is appointed but in that situation, existing employees are not comfortable with the new manager they always resist change management. In that situation, managers face so many problems in the workplace. But the new manager is participative, where they also show their contribution in their working practices. In that situation, there are various new working practices which may concern the new manager as follows...

Positive Attitude

A new manager gets to adopt pt positive attitude towards their working patterns. At this point, all employees also feel positive about such kind of working practices. A positive attitude creates a render impact on the whole organization. A positive attitude will help to create a positive environment for he said organization

Participative in nature

A new manager has to develop a participative leadership style in their workplace practices. They follow a participative leadership style. In this style, the existing employees will get help from the new manager and build healthier relationships with employees and managers.

Build healthier relationship

Managers focus on creating a healthy workforce environment in concerning organisation. A new manager is ensured to create a more effective organizational environment. Where each one of the employees is get freely with other ones.

Provide equality

A new manager has to develop policies about equality where the manger focuses on giving equal opportunities to each one of them to get motivated towards their work and grab new opportunities. They treated each one of them equally whether the employee was male or female.

No culture differences

A new manager has to be deop no cultural difference in their workplace. They treated each one of them equally whether they belonged to different religions and different cultures.
rewards and retention policies: A new manager has to develop their rewards and retention policies where manthe ger focfocuses the performance basis they give them some rewards and benefits to deserving employees. With the help of rewards and benefits, employee get motivated towards their working patterns. This technique will help to retain more and more employees in their workplace.

These are the various new workplace practices in Top trucking organizations. Whereas, with the help of new workplace practices existing employees felt comfortable and put their trust in new managers. Based on these practices, the manager is participative and helps everyone with their work. They will help with performance enhancement, and they also provide authority to put their views and ideas to create an effective organization.

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What are the risks of sustaining these changes??

As per the detailed study, it can be stated that several risks might affect the business entity's operations. Top trucking is focused on the application of change management but due to improper consideration of employees'' needs the risk has advanced. It is because any change that does not cover employee support cannot be employed effectively. Cost is one of the most critical aspects that can impact the overall development and change application. If a business firm does not have proper financial resources then it might be possible that a business firm can face issues in application.

If George and the yard manager are willing to move on with the changes they require step-by-step planning to implement it effectively. Without proper planning, changes may cause terrible losses instead of benefits. First, they need to understand that changes will take place and how those changes will occur. There is a need to assign the role to the individuals who are responsible for looking through the change process. Resistance to change is a common risk factor. People are usually reluctant to change what comes their way and probably afraid to adopt new procedures. The change in the organization requires leadership, so the one who managing the changes should have previous change management experience or should be adequately trained to meet the demands that may occur in the change process.

Lack of knowledge and experience may cause the reverse effect of the whole process. Operational disruption is another factor that generates risks in the organizational change process. The change strategies may vary depending on the size of the organization or project. Lack of consensus creates drastic problems at the time of the strategic change, everyone should be on board with the corporate change because there may be so many problems occurring in between the process. Communication of the guidelines about the probable changes should be properly spread among the organization, particularly if you are facing major changes. If other employees are not well-updated with the information then the change process will cause rreverse effects Changes can cause failure in integrating the plan into the culture, operations, and financial planning, which can cause the organization a drastic and terrible loss. The result of changes are not fully predictable, but the risk at the time changes occurred is that organizations become too ambitious only after assuming the positive result post changes, which can be harmful for the organization in the context that they can't focus on the change process and what disturbance it is causing in the current operations.

Workplace changes in Top transport company

As per the Case study Analysis

Top transport companies like Wollongong Yard Transport company were getting reputed and growth happened within the company and in the region too as it was high performance workplace. but the manager George person was a union leader and played an important role in transforming information throughout the company. The yard held a strong position in the market but it had a tough workplace to work. The yard manager was very autocratic and preferred to tell people rather than take their opinions and yell at them if it was a bad day. This family company was more reluctant to spend a huge amount of money on trucks. There were some drivers called bad eggs, and there were a lot of conflicts, lots of accidents, and lots of stoppages. 3 years ago this family company was bought by a big national transport group and the old yard manager was retired. The new owner had enough capital to spend on trucks and maintenance drastically. They cleaned up the yard and brought new uniforms to drivers. The new computer system was installed in the yard and an even new manager was appointed. This time new manager was very firm and gentlemanly and used his managerial qualities to take situations in control. He began to talk to the driver and union leader and then things began to change. This man was not like the previous manager who was shouting at workers rather he was more concerned to ward workers. He first listens to the problem and finds solutions rather than shouting at them. earlier it had some major issues with union leader George with some short strikes but after he realised that the manager had genuine reasons and points of view for his problem. Some workers who were bad eggs started to pull out support from their leader and started working in their proper way. Managers started sharing problems with workers and workers were not treated as children now. So Manager the personally discussed it with the union leader and then things changed. The result was that the company won several new contracts in the next few years and companies performance increased. They started to get visits from the head office and other areas of the country to observe their way of operations.

Views

Blue-collar unions like transport working unions are more likely to engage in the workplace than the public or private sector. Union leaders play a major role in transforming and creating the working environment as their name they are the leader of all workers. So they have duties and responsibilities toward their workers. Whatever mistreat happens to the worker is the responsibility of the union leader and whatever changes in rules and policies form companies side circulate it should be informed by the union leader. So in my opinion union leaders are more engaged in workplace changes like this in the private sector as compared to the public or service sectors because in the public sector government rules are followed and the government always gives requirements as per the needs of employees.

I found out if I was right by taking this case study after analyzing the situation before and after the manager changed and the working environment changed. So this indicates that managerial behavior is the core key to success. When the previous manager improperly behaved with workers huge conflicts, strikes, and other things took place. So After the company was owned by the National Transporting Group and this company invested in improving working conventions and also moimportantlyger the whole thing changed. The new yard manager was kinder and more skilled than the previous one. He listened to the problem carefully and changed working conditions. So Firstly union leader opposed but he agreed with the manager that it had a genuine point of view on the problem. The working area was computerized. A new uniform was given to workers. they listened to the problem of the manager and they felt involved in the company. So because of this company won many contracts and Growth.

Conclusion

Blue-collar unions are as important for their organizations asa white-collare collar in the administration department for their organization and the same important place for the pink-collarhe service sector. Every worker is important to the organization. & union leader have to be responsible and involved in working conditions for their workers. They link as a communicator between management and the organisation or company. So their responsibilities are graters for their colleagues.
If a favorable working environment is given to employees productivity of the firm can be increased. Leadership skills are ma ust for managers.

References

• Carr, J.C., Gregory, B.T. and Harris, S.G., 2010. Work status congruence's relation to employee attitudes and behaviors: the moderating role of procedural justice.Journal of Business and Psychology,
• Cascio,W.andBoudreau,J.,2010.Investing in people
• Jackson,S.E.andet.al.,2011..
• Jackson, S.E., Ones, D.S. and Dilchert, S., 2012.Managing human resources for environmental sustainability
• Knowles, M.S., Holton, E.F.andSwanson, R.A.,2014.
• Koster, F., De Grip, A. and Fouarge, D., 2011. Does perceived support in employee development affect personnel turnover?The International Journal of Human Resource Management
• Kusluvan, S., Kusluvan, Z., Ilhan, I. and Buyruk, L., 2010. The human dimension: A review of human resources management issues in the tourism and hospitality industry.Cornell Hospitality Quarterly,
• Mendenhall, M.E., 2012.Global leadership: Research, practice, and development. Routledge.

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