Conflicts Between Supervisors, Employees and Human Resource Department

Subject: Employee Management
Pages: 3
Words: 1002
Reading time:
4 min
Study level: Master

Abstract

The provision of different working conditions to employees with the same qualifications becomes the cause of conflicts between employees and representatives of the company’s management. There are different motives and signs of discrimination, such as age, gender and many others. To combat this, various measures are used, such as government involvement and strategies from the company’s HR department.

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Introduction

Nowadays, we live in a modern world where employees working in most commercial or public organizations come from completely different backgrounds and have different cultures, races, nationalities, skin colors, sex, age, and many other characteristics. Every person wants to have the same opportunities for growth, development and advancement. One of the biggest sources of conflict between employees and management and other departments is equal opportunity.

Discrimination

One example of discrimination is the elimination of candidates by age. While the law allows a person to work at some age and an employee has all the necessary qualifications, in some cases, companies only accept employees over a certain age. As per the ethics, logic and the Scripture, people are born equal (English Standard Version Bible, 2001). Discrimination causes social discontent, ignorance, complaints, stereoptimism, intolerance and much more.

The prohibition of discrimination in employment is one of the most important principles of modern labor law. In 1866, in the United States of America, a confrontation began for equal human rights in employment (Noe et al., 2017). As a result, there is a legal framework that restricts the possible actions of the management and Human Resource department of companies in the selection of candidates. Equal employment opportunity (EEO) is a government action system to protect every individual’s rights (Noe et al., 2017). Government involvement allows for the development of policies and oversight at a broader scale.

Legislation

The legislation includes the recruitment of pregnant women, Vietnamese veterans, people with certain disabilities who are still able to work, and many other characteristics that, however, make it difficult to get a job. There are also legislative bodies, such as the Occupational Health and Safety Administration (OSHA) in the US that monitor the implementation of these acts, guidelines, and policies in force. Any person who believes that a company has demonstrated discrimination against him or her can contact the Equal Employment Opportunity Commission (EEOC), which will review the case and take appropriate measures regarding the company if it is confirmed that unequal selection is indeed manifest (Noe et al., 2017).

However, not only the involvement of government regulators is important, but also the participation of the HRM, which performs one of the most important functions in regulating unequal treatment in any company (Lahey & Oxley, 2021). Supervisors and HRs should consider only an employee’s professional and business qualities when working for a company or during the hiring and selection process.

Theories of Discrimination

There are existing theories of the extended definition of discrimination identified by academics, such as based on the intentions shown, employer’s defense, plaintiff’s rebuttal, and monetary damages (Noe et al., 2017). People with the same qualifications are assessed differently in cases where different treatment occurs. Moreover, those who carry out this treatment may have different motives or a mix of them. Each of such motivates a well-developed and tested approach.

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Modern Issues

One of the most current pressing issues is sexual harassment in the workplace. To combat this, there are specific measures, such as raising awareness of the problem through various tools and a specific list of the rights of workers of any institution. There are the most current pressing issues, such as sexual harassment in the workplace. To combat this, there are specific measures, such as raising awareness of the problem through various tools and a specific list of the rights of workers of any institution (Noe et al., 2017). The HRM function is not only about recruiting staff and gathering information regarding their problems but also about creating a healthy and safe work environment that promotes any skills and talents without restricting employees in any actions and not allowing the supervisor or senior management to go beyond the work behavior and standards.

HR Strategy

The company’s strategy for attracting personnel to the company should not limit the participants in this process, except for those business qualities that are directly related to the quality of work performance. Thus, applicants can pass tests for personal, physical (if necessary), mental, and other qualities in an objective manner (Vitanski, 2019). Such processes should be monitored by both the HR department and management and applies not only to the selection process but also to employees who work in the company or who meet the criteria for dismissal. The implementation of professional strategies and standards for each job position can be made additional tools for recruiting and handling in-house issues. Objective criteria and anti-discriminatory policies allow any company to safely refuse to hire or fire existing employees if they do not meet standards.

A strategy should also be developed to combat discrimination within the company if a violation is found. Actions against anti-discrimination policies should be overlooked. In some cases, a dialogue with an employee who has shown such an attitude will be enough, in other cases, it is necessary to involve legal authorities. Any action can be assessed in different ways by various people; therefore, clear guidelines of behavior are needed that will guide and limit both the staff of the HR department and those in managerial positions (Mara et al., 2021). The policies should guarantee equal chances for being hired, wages, and tasks performed. Since it is confirmed that violations can be serious, it is important to involve government authorities who will delineate acceptable behavior at the global level.

Conclusion

In conclusion, unequal attitudes lead to conflicts between company employees, management, and the HR department. Currently, government bodies are actively participating in the development and control of regulatory policies. Helpfully, HRM fulfills one of the most important roles in every company for respecting and promoting the equal rights of candidates for the position and employees of the company.

References

English Standard Version Bible. (2001). ESV Online. Web.

Lahey, J. N., & Oxley, D. R. (2021). Discrimination at the intersection of age, race, and gender: Evidence from an eye‐tracking experiment. Journal of Policy Analysis and Management, 1-4. Web.

Mara, L. C., Ginieis, M., & Brunet-Icart, I. (2021). Strategies for coping with LGBT discrimination at work: A systematic literature review. Sexuality Research and Social Policy, 18(2), 339-354. Web.

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Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource management: Gaining a competitive advantage. McGraw-Hill Education.

Vitanski, D. (2019). The concept of equal opportunities for employment, affirmative measures and “positive discrimination” in the public administration. Knowledge International Journal, 31(1), 345-350. Web.