Section A Case Study

Watson Public Ltd Company is well known for its welfare activities and employee-oriented schemes in the manufacturing industry for more than ten decades. The company employs more than 800 workers and 150 administrative staff and 80 management-level employees. The Top-level management views all the employees at the same level. This can be clearly understood by seeing the uniform of the company which is the Same for all starting from MD to floor level workers. The company has 2 different cafeterias at different places one near the plant for workers and others near the Administration building. Though the place is different the amenities, infrastructure and the food provided are of the same quality. In short, the company stands by the rule of Employee Equality.

The company has one registered trade union and the relationship between the union and the management is very cordial. The company has not lost a single man day due to strike. The company is not a paymaster in that industry. The compensation policy of that company, when compared to other similar companies, is very less still the employees dont have many grievances due to the other benefits provided by the company. But the company is facing a countable number of problems in supplying the materials in the recent past days. Problems like quality issues, mismatch in packing materials (placing material A in the box of material B) incorrect labelling of material, not dispatching the material on time, etc

The management views the case as there are loopholes in the system of various departments and hand over the responsibility to the HR department to solve the issue. When the HR manager goes through the issues, he realized that the issues are not relating to the system but it relates to the employees. When investigated he come to know that the reason behind the casual approach by employees in work is

The company hired new employees for a higher-level post without considering the potential internal candidates. The newly hired employees are placed with higher packages than that of existing employees in the same cadre. Employee Equality is not the need for every hour. In the above-said case, Watson Ltd had provided all facilities to employees at each grade in an equal manner. But still, the employees started creating certain issues like materials are meeting the quality supply schedule is not met etc. and the HR manager said that the policy of hiring new employees for the higher post without considering old potential employees is the major problem.

Employee recognition VS Employee equality. As the HR manager states that employees are not been recognized for the potential rather the company has gone for new recruitment. Because of which the company faces problems.

The points rose by the HR manager as the reason for the latest issues in the organization is justifiable or not. Yes, the points raised by the HR manager is justifiable because Human beings are social Animals as popularly said by many Human resources Scholars. So human minds demand social recognition, self-respect, consideration, etc for their work and performance.

In the above-said case, even the company provides and stands by the concept of employee equality when it fails to recognize the potential talents of existing employee, they felt dissatisfaction towards the organization and they showed in the way of quality issues and slow down production. Related HR concept practiced in the organization are as follows.

Slow down Production:

The concept of slow down production is a type of strike done by an employee. The Industrial Relations sates that when the employee wants to show their dissatisfaction to the management but dont want to go for strike they follow slow down strike. The impact of which will be understood after a particular time period

Employee Recognition:

Human beings can be easily motivated by Rewards and recognition than that of money. In this case, also the employee is not satisfied even after all facilities just because of the reason that they are not recognized.

Hawthorne Experiment:

In the four types of tests conducted by Elton Mayo, the remarkable hike in production is recognized in the stage when they consulted the employees for the management decisions regarding them. The same thing was missing in Watson Ltd. Before the new hires if the management consulted the employees both management and employees would have avoided this issue.

Hygiene Factor:

The theory of hygiene factors states that there are certain factors related to employees the presence of which will not create a major impact but the absence of such things will lead to a de motivation to the employees.

Questions 1

With reference to the above case study analyse the practice of the rule of employee equity and how such practice brings about sense of positive morale in an organization.

Question 2

As a HR Director evaluate on the evidences in the case study that shows the casual approach by employees of the organization. 10 Marks

Question 3

With reference to all the human resource concepts underpinned in the case study analyse their implication in an organization and how each of them benefits into better performance from the human resource.