Question

1) Which aspect of risk management (employee health, employee safety, or employee security) do you believe would be the most challenging to manage? Why?

2) Give some examples of how technology is creating employer-employee rights and policy issues. Then suggest some possible actions that may be needed.

3) Describe how effective employee relations techniques prevent the need for unionization.

Answer 1

1.) The aspect of risk management which is most challenging is employee health. The employee safety and security are apparent and can be more easily detected and managed than their health. For example, the employee safety can be managed by using good quality equipment, infrastructure, laying specific guidelines on do's and don'ts. Employee security can be managed by issuing card reading gates and issuing them to employees only. Also, employee security can be managed by providing drop services for employees working late. Employee health such as work stress, depression due to harassment are more subtle in nature and thus difficult to detect and prevent. 2.) Technology is creating employer-employee right and policy issue in following ways: Many companies use Surveillance equipment to monitor and record the telephonic conversation of employees. The company's argument is that its is for training and performance evaluation purposes. However, some employees consider it as violation of right to privacy. This causes policy issue on what calls to monitor, who has access to these recordings, should they be used to train others or only the employee who's call has been recorded. Internet is used by almost all employees. Companies have specific social media policies which prohibit employees from posting company related tweets or to show company in bad light. This is in conflict with right to freedom of expression. This causes policy issue such as should mentioning company name be strictly prohibited or some freedom should be given. Should company allow employees to show disappointment on social media regarding firm as it will create perception that company values its employee's opinion. Some possible suggestions include: To review policy's at regular intervals and change them according to employer and employee need. That is policy should have right balance of employee rights and company interests. To include employees in decision making process. This will make them a major stakeholder in policy formation and increase trust.

3.) Employee relation techniques used to prevent unionization area as follow: Have transparent and fair policies: this will increase the trust of employees for organization and they are less likely to for unions. Employers should respect employees and treat them humanely. When employees are respected, they feel less insecure regarding their job which prevents unionization. Employers should not use threats, interrogation and coercion as a method of getting work done. This creates fear and sense of insecurity among employees. Recognizing better performing employees, increases employee satisfaction and thus prevents unionization.