Talent Management

Talent Management

Introduction

The aim of this study is to critically analyse the ethical and legal consideration in regards to right or wrong way of exiting employees from organisation (Nyberg et al., 2014). However, currently organisation is facing serious problem of employee increasing turnover rate and this occur due to presences of various factors that affect the employee satisfaction level in a adverse manner. So this study evaluates the reason of existing and based on this, ethics of organisation will be analysed.

Context

This section involves the factors which give rise the existing of employees and alongside, the ethics of business are also analysed. In regards to this, there are various factors present due to which employees existing from the firm.

According to Cloutier et al. (2015), the poor working environment is the major reason behind the employee exiting the organisation as there are various firms that include long working hours without any break can make the staff dissatisfied. Alongside, the lack of coaching and feedback availability also affects the employee personal development in a way to bring improvement in their skills.

Thus, limited presences of growth and development for the individuals also result into the employee turnover. This existing problem can be justified with the example of Amazon. Likewise, it is found that Amazon workers are so exhausted by long hours and infinite targets and this makes the employees to asleep on their feet.

Moreover, the employees of Amazon claimed that firm has set the time for toilet breaks and made it compulsory overtime of 55 hours week ahead of the Christmas period (Agerholm, 2017). Moreover, Amazon claimed that they provide positive working environment and job security of individuals. But in reality, the pictures are taken by the undercover reporter which captures the worker poor condition.

In regards to the WHS law, it is unethical practice which organisation performs in current scenario. WHS is the legal framework which is developed in concerning with protecting the health and safety of all stakeholders in workplace.

The purpose of this act is to provide the comfortable working environment which supports the employee satisfaction. But, the big firm like Amazon fails to incorporate ethical actions into the business as they offer restless job activities to employee which affects their health badly.

However, Haar et al., (2014) identified that improper work life balances tend to be another factor that influences the individual satisfaction level. this is because increased competition put pressure on firm to continue fulfil the demand of different customer group so this make burden on employees to contribute more efforts in the work performances.

It results in longer hours and weekend work. This affect the people personal lives and imbalances between professional and personal life give rise to the de-motivated employees which can’t be loyal for firm on longer duration.

The dissatisfaction usually leads to less retention of talent workforces. In respect to this case, John Lewis presents that retail firm focuses large on employee as staff consist of direct contact with the customer. This makes important for retail firm to satisfy the employee to a large extent (Nicholson et al., 2015).

That’s why despite the fact that the department store chain has cut bonuses for John Lewis and Waitrose staff for the fifth year in a row, the John Lewis top the UK best retailers to work. This is because employees will get compensate of less bonus through get the five percent bonus and 50% discount on stores.

These areas help the firm to achieve the loyalty of employee even if they fail to provide large bonus in particular year. Majorly, both large and small firm fails to fulfil the needs or expectations of individuals such as work life balance, pay, and job security and culture management and due to which employee exiting from the firm.

These limitations of organisation often considered as an unethical practice of business as they misusing the employee just for their betterment (Nabe-Nielsen et al., 2014). There are various firms that use abusive behaviour on employees as individuals like manager and supervisors possess enough power so they use their position to mistreat and disrespect workforces.

This area affects the individual physical and mental health and these types of action often undertakes as an unethical act and it affect the firm reputation. This is because if individual is not satisfied with firm acts then he/she spread negative word of mouth and this result in the poor performances of firm.

In the views of Leijten et al. (2013), organisation practice also consider as wrong one when there is instability in the workplace policies as management constant changing direction, terminate the employees for cutting the expenses and make the workplace environment rigid etc. These areas prove to be negative for the workforces as they don’t get the clear understanding about the firm goals and individual roles & responsibilities.

It influences their performances as without proper knowledge about the firm direction, employee never able to contribute well to the organisation. In support to this study, Zhu et al. (2013) analysed that poor employee selection is another area of exiting the employee as it is found that improper implementation of resourcing strategy is the major reason behind the selection of unskilled people for the job.

Sometimes, HR manager forcing match with an employee that is clearly not right for the firm culture or values. Likewise, sometimes firm hire those employees that are belonging to another culture so this area affect the firm when other employee does not gel with them. It directly builds the negative atmosphere of organisation in the form of increased conflicts due to cultural differences.

The theory cultural difference theory poised that organisation usually have a set perception that individual from different cultural group can never contribute well to firm as diversified cultural group consist of lack of knowledge and understanding about the behaviour and work pattern of different cultural values (Kouchaki and Smith, 2014).

That’s why, organisation usually take biased decision when it comes to select for the promotion or increment between two individuals one who belong to same culture or other has differ religion. Then manager chose the same cultured people. However, the biasness is not only stick towards the culture as it exists between the genders equally.

Thau et al. (2015) found that female employee still struggle hard to get high position and fair pay as compare to male one.

This unethical behaviour towards the females’ staff makes their morale low and this give rise to the high exiting of female workforces from organisation. However, leader of big firm often perform unethical action through give promotion or transfer on the basis of favouritism rather than performances.

Moreover, manager also performs biasness in the compensation field and this wrong practice of management usually results in employee turnover.

In respect to such case, the sports Direct.com firm also face the problem of employee retention due to employees is not satisfied with firm policy and behaviour towards the staff.

However, the audit report of firm describe the reason behind of failing firm share by stating that sport direct not able to adhere its policy of treat all people with dignity and respect. It is justified with the examples which signified that firm promised the workers to provide the permanent contracts in exchange of harass them.

Besides that, poor working condition of sport direct make one individual into the blind stage. Thus, these allegations clearly present the firm unethical behaviour towards the workforces.

In respect to these factors and problems, Mbugua et al. (2015) recommended that organisation should start focuses on the ethical practices by including fairness, legitimacy and decency etc. it is important for firm to improve their communication channel between different stakeholders so that right employee requirements can be meet.

This can be done through use of different upgrade software such as ERP, SCM which assist to make proper flow of information. This allows to collecting the need of employees and according manager can guide them. It influences positively toward staff perception.

However, the limitation of improper coaching and feedback also need to address through include the weekly or monthly training & development session for employees so that they can bring necessary skills to adopt the changes. Furthermore, reward and recognition tend to another vital area to encourage the staff for contribute productive outcomes. So, manager should develop the reward system as per performances of personnel.

Moreover, the right resourcing strategy also proves to be effective for procuring talent into the workplace. In regards to this, there are six steps of resourcing strategy which assist to secure right personnel (Hosie, 2018).

It includes proper workforce plan, communicate about candidate about firm, develop job description and specification and advertise the roles in a right place etc. Thus, these steps could help to achieve the right personnel for the job which support the betterment of organisation.

Conclusion

From the above discussion, it is concluded that organisation unethical acts like poor working environment, improper resourcing management and inequality are the limitations which give rise to the low employee satisfaction level.

However, there are famous firm that also engages in the unethical area like Amazon and sports Direct which criticised for it’s ill-treat. Thus, it can be stated that exiting the firm due to presences of false practice would be right way for individual betterment.

References

Agerholm, H., (2017). Amazon workers working 55-hour weeks and so exhausted by targets they ‘fall asleep standing up. [Online] available at: https://www.independent.co.uk/news/uk/home-news/amazon-workers-working-hours-weeks-conditions-targets-online-shopping-delivery-a8079111.html (accessed on: 30-04-2019)

Cloutier, O., Felusiak, L., Hill, C. and Pemberton-Jones, E.J., (2015). The Importance of Developing Strategies for Employee Retention. Journal of Leadership, Accountability & Ethics12(2).

Haar, J.M., Russo, M., Suñe, A. and Ollier-Malaterre, A., (2014). Outcomes of work–life balance on job satisfaction, life satisfaction and mental health: A study across seven cultures. Journal of Vocational Behavior85(3), pp.361-373.

Hosie, R., (2018). John Lewis tops list of best UK retailers to work for. [Online] Available at: https://www.independent.co.uk/life-style/best-uk-retailers-2018-john-lewis-employer-work-for-indeed-lush-a8245751.html  (Accessed on: 30-04-2019)

Kouchaki, M. and Smith, I.H., (2014). The morning morality effect: The influence of time of day on unethical behavior. Psychological science25(1), pp.95-102.

Leijten, F., van den Heuvel, S., Geuskens, G., Ybema, J.F., de Wind, A., Burdorf, A. and Robroek, S., (2013). How do older employees with health problems remain productive at work?: a qualitative study. Journal of occupational rehabilitation23(1), pp.115-124.

Mbugua, G.M., Waiganjo, E.W. and Njeru, A., (2015). Relationship between strategic recruitment and employee retention in commercial banks in Kenya. International journal of business administration6(1), p.87.

Nabe-Nielsen, K., Thielen, K., Nygaard, E., Thorsen, S.V. and Diderichsen, F., (2014). Demand-specific work ability, poor health and working conditions in middle-aged full-time employees. Applied ergonomics45(4), pp.1174-1180.

Nicholson, L.M., Schwirian, P.M. and Groner, J.A., (2015). Recruitment and retention strategies in clinical studies with low-income and minority populations: Progress from 2004–2014. Contemporary Clinical Trials45, pp.34-40.

Nyberg, A.J., Moliterno, T.P., Hale Jr, D. and Lepak, D.P., (2014). Resource-based perspectives on unit-level human capital: A review and integration. Journal of Management40(1), pp.316-346.

Thau, S., Derfler-Rozin, R., Pitesa, M., Mitchell, M.S. and Pillutla, M.M., (2015). Unethical for the sake of the group: Risk of social exclusion and pro-group unethical behavior. Journal of applied psychology100(1), p.98.

Zhu, C.J., Cooper, B.K., Fan, D. and De Cieri, H., (2013). HR practices from the perspective of managers and employees in multinational enterprises in China: Alignment issues and implications. Journal of World Business48(2), pp.241-250.

 

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