please complete all elements of the prompt below:First, identify an article published in the last 12 months from a credible source (news, magazine, or industry journal) that details a specific employee relation matter occurring at a specific company. This employee relations matter can involve a single employee or a group of employees. A good amount of your time should go into finding the right article because you need to be able to answer the questions below. Please note “n/a” or a blank answer is not an option for this assignment. Your job is to find an article with enough detail to answer the prompt below wholly. You may need to review several articles to find one that works. You must include a link to your article in your post. If the article isn’t linked, no credit will be given.Please number your response and answer the following questions/items:1. Please provide a link to your article. 2. Summarize the article in 2 to 3 sentences.3. What employee relations is discussed in the article?4. Specifically connect the article to at least two terms or concepts discussed in module 2. You must demonstrate that you understand the concept discussed in the lecture and can relate it to this specific scenario.
Personal Challenges and
Individual Performance
MODULE 2, TOPIC 1
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On to Module 2!
We have
Defined Employee Relations and discussed how it relates to Human Relations
Explored why the topic matters more now than ever and what the impact can be on individuals
and businesses
Discussed the lifecycle of an Employee Relations Matter
Introduced four considerations by which we can examine or review nearly all Employee
Relations matters.
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Whats on the Agenda?
Reminder of the importance of human considerations or the human element
Introduce common individual performance ER matters
Discuss identification of individual performance ER matters
Explore possible drivers
Review guiding principles and tips
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What ER Matters Are Included in Personal
Challenges and Individual Performance?
Anything that is caused by the actions or circumstances of the employee that impacts the
employees performance at work.
*We are excluding physical and mental illness
Dishonesty/Theft
Underperformance/
Low Productivity
Insubordination
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Excessive
Absenteeism/Tardiness
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2
Reminder? Human Considerations
The cause or impact of employee relations situations impacts human beings including
individuals and their lives outside of the office.
Work Performance
Spousal Relationships
Parenting
Community Involvement
Physical Health
Mental Wellness/Stress
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Not always what or who you expect
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Anything that impacts productivity or
performance
Attitude
Ability
Confidence
Productivity & Performance
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How Individual Performance Issues Are
Identified
Above the surface
Excessive tardiness or
absenteeism
Unusual behavior such as crying or
losing ones temper
A decline in the quantity
or quality of work
missed deadlines, failure
to follow directions, etc.
Decline or change in
appearance
Signs of physical harm or
unexplained injury
Trouble concentrating
Trouble sleeping
Depression
Loss of appetite
Below the surface
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Lets Practice
James appears to be easily
irritated in team meetings
when interacting with
peers.
Melissa has recently split
with her long?time
boyfriend and she has
fallen into a deep
depression.
Susan appears to have lost
significant weight and
appears tired all the time
as if she isnt getting
enough sleep.
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Potential ER Drivers Relating to Individual
Performance
Divorce/Marriage Problems
Family Violence and Domestic Abuse physical, emotional, verbal, or sexual abuse against a
family member. Abuse can also happen between unmarried individuals.
24% of women and 14% of men are abused at some point in their life
Financial problems including financial strain caused by additional expenses or a lack of
financial security. This includes compulsive gambling (inability to control ones betting habit).
Substance abuse? the continued use of psychoactive substances even though it is causing or
increasing problems in a persons life.
$442 billion is lost workdays and lower productivity as a result of substance abuse
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Common Causes
for Poor
Performance
Lack of
Ability
Lack of
Motivation
Resources
No Carrots
Obstacles
No Sticks
Skills
Burnout
Source: Bernard Marr/LinkedIn
Expectations
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Elizabeth was recently hired as a graphic designer at a local
marketing agency.
Poor Employee
Performance
Exercise
Using the 7 reasons listed on the
previous slide consider the
following:
1. How is each reason depicted
specifically in the story to the
right?
2. How could the company help
address this situation?
Elizabeth is expected to score high across various key
performance indicators or KPIs. These KPIs are goals that they
department in their entirety is expected to achieve which
includes customer satisfaction, on?time delivery, and her ability
to sell follow?on services. Elizabeth has scored low on all three
of these KPIs across the last month.
Elizabeth works with two other junior graphic designers that
support the same set of clients. Her team is understaffed and her
employees are working a full day but they are unwilling to stay
late to complete projects because they dont believe they are
paid sufficiently. As a result, Elizabeth has been working over 70
hours a week consistently and she appears to be quite exhausted
at work.
The designers work closely with the account management team
who manage the client request. Sometimes the account
managers promise too quick of turnarounds and her team
refuses to meet them because they are impossible. As a result,
the projects are late and the clients are disappointed. Elizabeth
isnt sure when she should push back on the account
management team and refuse the deadline and when she should
do what is necessary to meet the deadline.
Elizabeth is only proficient in designs for websites but anything
for social media or print has to be delegated to the team so this
adds to her dilemma.
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Guiding Principles
Never accuse an employee directly, instead focus on the individual work performance
Have they been late/absent?
Have they submitted lower quality or/lesser work?
Have they had challenging interactions with co?workers or their boss?
Give them an opportunity to talk
Show empathy
Avoid trying to provide counsel but instead leverage the appropriate resources such as an
Employee Assistance Program, which is a company sponsored program to help address
substance abuse, marriage and family conflicts and financial difficulties.
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Tips to Minimize Individual Performance ER
Matters and Maintain (or increase) Productivity
Increase Morale
Provide Feedback
Consider Task
Maturity/Job Fit
Promote Time
Management
Educate Employee
re: Company
Resources
Improve the
Manager/Employee
Relationship
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Interpersonal Relations
MODULE 2, TOPIC 2
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Quick Review!
There are numerous ways that individual performance or individual actions can manifest
including underperformance on the job or low productivity, excessive absenteeism or tardiness,
theft, and insubordination.
Some of these items can be identified by visible symptoms but other items are below the
surface. Recall the iceberg image.
Various drivers can impact individual performance including marriage problems, family violence
or domestic abuse, financial problems, and substance abuse.
Remember the guiding principles related to how to address these items with employees.
There are ways to improve productivity even in the midst of employee relations challenges.
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Be careful when thinking about causation
Decline or
Change in
Appearance
Trouble Sleeping
Underperforming
Employee
Marriage
Problems
Financial
Problems
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Whats on the Agenda?
Discuss interpersonal relations
Explore a firms responsibility
Discuss good management
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What do we mean by interpersonal?
According to the Collins English Dictionary, Interpersonal is defined as relating to
relationships between people.
For this class, Interpersonal Relationships will mean relating to
relationships between people in the workplace.
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Interpersonal Relations Exercise
Brainstorm as many specific interpersonal relations matters that you may encounter in the
workplace.
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A range of interpersonal relationships
Reporting Relationship
Between a Supervisor and a
Direct Report
Coworker/Peer Relationship
Between two employees
that may work directly
together or indirectly
Social Relationship
Friendships that extend
beyond the office and could
be romantic
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What ER matters related to interpersonal
interactions?
More Formal Issues
Bullying
Discrimination
Overly Romantic
Fighting, Assault, and Harassment
Less Formal Issues but Equally Important
Distracting
High Pressure/Stressful Environments
Poor Communication
Low Self?Esteem
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What may cause Interpersonal Relations
Issues?
The individual(s)
Internal circumstances within the organization
External factors
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Connecting this to your book
Thoughts or beliefs.
How you feel as a result of
those thoughts or beliefs.
Your behavior or what you
intent to do/are inclined to
do
Stereotypes
Prejudice
Discrimination
Your thoughts or beliefs about
specific groups of people.
The outcome of prejudging a person. In
communication can be the
unwillingness to listen to members of
groups that the listener believes are
inferior.
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Your behavior or what you do
as a result of your stereotypes
and prejudice.
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What responsibility does the firm have?
Employee & Employee
Firm Responsibility:
?Hiring
?Identification/Reporting
?Culture Management
?Training
?Policy Creation
Employee & Supervisor
Department/Division/Group
Organization
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A simple (but important) example
An open member of LGBTQ
community joins a
consulting team and works
with three other team
members.
Two of the other three team
member have openly
expressed strong religious
views. It is assumed that
these views may lead them
to be prejudice against the
LGBTQ community.
The employee does not
receive a promotion. They
later find out that they
received low peer reviews
related to their project
work. The employee
believes that they are being
discriminated against.
What if it the outcome is more formal (they are fired) or less formal
(they are uncomfortable or request to change teams). How does
this impact the organizations responsibility?
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Highlight? The Managerial Relationship is
Key!
https://www.huffingtonpost.com/alexander?kjerulf/1?cause?of?unhappiness?at?
work_b_8590416.html
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It is all connected
Reputation for
Workplace Diversity and
Inclusion
Minimizes Legal Risk,
Increases Productivity,
and Decreases Attrition
Invest in Protocols and
Measures to Identify
and Enforce Good
Practices
Recruit Top Talent
Have Policies That
Communicate Culture
and Standards
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Workplace Safety,
Health, and Underlying
Drivers
MODULE 2, TOPIC 3
1
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Quick Review!
Individual
Interpersonal
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Workplace
Safety & Health
2
2
1
Whats on the Agenda?
Explore potential issues within Workplace Safety & Health
Introduce OSHA
Review Five Main Categories
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When we say Workplace Safety & Health
we mean
Any health (mental or physical) or safety (fear of violence or
violence) matter that impacts a single employee, group or
employees or entire company. It may be accidental or
intentional. The company may be liable or may not be
liable.
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Five Categories of ER Matters
Workplace
Conditions
Workplace
Safety
Physical
Health
Workplace
Violence
Mental
Health
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What is the
Governments Role?
OSHA
Part of Department
of Labor
Assures safe and healthful working conditions for
working men and women by setting and enforcing
standards and by providing training, outreach,
education and assistance.
Covers most private
and all public
employees
Created in 1970
through the
Occupational Safety
and Health Act
Source: https://www.osha.gov/about.html
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Employee Rights Under OSHA
Be trained in a language you understand
Work on machines that are safe
Be provided required safety gear, such as gloves or a harness and lifeline for falls
Be protected from toxic chemicals
Request an OSHA inspection, and speak to the inspector
Report an injury or illness, and get copies of your medical records
See copies of the workplace injury and illness log
Review records of work-related injuries and illnesses
Get copies of test results done to find hazards in the workplace
https://www.osha.gov/workers/index.html
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Workplace Violence
Workplace violence is any act or threat of physical violence, harassment, intimidation, or other
threatening disruptive behavior that occurs at the work site. It ranges from threats and verbal
abuse to physical assaults and even homicides.
https://www.osha.gov/SLTC/workplaceviolence/
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Physical and Mental Health
Increased responsibility of businesses to care
about and provide for physical
conditions/ailments.
Stress at work is becoming an increasingly
important topic. This is because stress can be
linked to a large host of topics including physical
health problems and workplace violence.
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From Reactive to Proactive
Reactive
Incentivize and Promote Access:
Employee Benefits
Make Resources Available:
Employee Resources
Monitor Performance:
Assessments &
Engagement Tools
Proactive
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https://www.salesforce.com/blog/2018/02/salesforce-fortune-100-best-companies-to-work.html
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The goal is for individual
and organizational
attitudes and values to
be in sync or similar but
this is only so
controllable.
Individual
Attitudes/Values
Organizational
Attitudes/Values
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What do all three have in common?
Workplace
Safety &
Health
Interpersonal
Relations
Individual
Performance
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They are all influenced by individual
and organizational factors
Individual Values,
Attitudes, and
Personalities
Organizational Culture
Workplace
Safety &
Health
Interpersonal
Relations
Individual
Performance
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The factors also can impact one another
Individual Values,
Attitudes, and
Personalities
Workplace
Safety &
Health
Interpersonal
Relations
Individual
Performance
Organizational Culture
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ER Matters can also have an impact
Individual Values,
Attitudes, and
Personalities
Workplace
Safety &
Health
Interpersonal
Relations
Individual
Performance
Organizational Culture
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Balance is always the goal but there should be similarities as well between the individual and organizational values
see below.
Individual
Attitudes/Values
Organizational
Attitudes/Values
Honesty
Transparency
Cheerfulness
Encouragement
Respect
Fairness/Equity
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How do you achieve balance?
INDIVIDUALS
ORGANIZATION
Hire, promote, and encourage individuals with Establish meaningful values and identify
the right values while still caring about
behaviors and experiences that will reinforce
individualism, personal freedoms, and
these values.
diversity.
Individualism
Shared
Mission
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Closing Thought: Not Mutually Exclusive
& Could Be A Progression
Individual
Performance
Workplace
Safety &
Health
Interpersonal
Relations
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