Practical Case Human Relations
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ScribdTranslationsPractical Case Human Relations
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ScribdTranslationsCase study
In this case, it is about a company where the conflict exists, and how the
employees are trying to solve it.
A service company, with significant internal problems caused by a
high turnover rates in low and mid-level positions decides to investigate what
pass.
The human resources department proposes to the company's management to carry out
a workplace climate survey to find out what aspects concern employees
workers who make them leave in order to try to provide a solution.
This is where it all begins, as human resources workers carry out
the survey, convincing the other workers to participate in a way
anonymous, and that the results of these surveys will be sent to the address of
the press to solve the problem.
And so it was.
Human resources presents this report to management and they become angry upon seeing the
results and informs human resources that they do not plan to change anything and that at
if you don't like it, you know where the door is. Of course, the overall results
they were never made public by express order of the management board. The
the human resources department was discredited and the environment still
it worsened among workers in addition to not improving the turnover trend
within the company.
Personally, I believe that the company, first of all, had a very bad
organization within the company, since it never thought about the staff, who are the ones that
they carry out the activities. And if the staff is not satisfied in the area
Labor issues affect their work, their activities, and this in turn harms the company.
This problem is not only due to that, but also to the behavior that it has.
company towards the worker. How is it possible that the company does not manage the
values, has no respect for its employees, does not handle trust and much
except for being honest.
All of this creates a conflict in the company which leads to the failure to meet the
established targets and the only result obtained will be the loss or the closure of the
company. Only if it does not change or seeks solutions to stop the conflict, because
There are many conflicts, but the right thing to do is to try to reduce them and seek solutions.
Solution:
1.- Identify the communication barriers that arise.
The communication barriers that arise in this case are barriers of
administrative communication and psychological communication barriers since in the
first, what is it?
Administrative issues due to lack of good planning and budgets.
clarifications, semantic distortions, poor expression and bad communication
among the executives of upper management and human resources.
Psychological barriers are due to the particular psychological situation of the sender.
the receptor of information, sometimes caused by pleasure or rejection towards it
receiver or sender which in this case was the rejection of senior management.
2.- Identified problem
The poor communication by upper management, as they did not meet the established requirements.
towards their workers. Upon seeing the results of the survey.
3.- Description of how to achieve assertive communication.
First of all, find a way to communicate with senior management in order to achieve
an agreement and the ability to talk to understand the main reason for your displeasure
results of the surveys and make them see that if there is still a high turnover of positions
This will generate a future disarray in the organization itself that will affect the
company at the time of delivering its products as they will not arrive on time and in the right manner
to its destination due to the lack of workers that will generate high turnover of positions.
After making them see this, they will be able to reach an agreement among themselves to be able to do
a general meeting with the executives of senior management and taking a spokesperson from the
workers with the necessary qualities of assertive communication and power
reaching agreements between the senior management and the workers' representative.
Once an agreement is reached, put each and every one of those agreements in a
written where both senior management and the workers' representative
they can be held accountable for their agreements in case of a
non-compliance.
Test the agreements and give them continuous follow-up.
