Paper Example on Responsibility and Control

Introduction

Responsibility and control areas are pertinent for any organization. In order to ensure good flow of business, both the internal and external stakeholders of the firm have to be involved and their needs incorporated. Of greater significance is the ability of the human resources office to ensure that the employees carry on their tasks in a responsible, efficient and productive manner that is geared towards driving the company agenda. It is important that employees uphold their duties and obligations in a manner that is appropriate and which protects the interests of the company. Companies invest in policies, codes of conduct and rules that govern control and responsibility issues at the organization. In this analysis, I talked to Beth Galetti, the head of HR at Amazon e-retail Company, to understand how the company manages some issues relating to control and responsibility.

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From the interview, I deduced that organizations have changed over the last few years and this has seen a lot of liberalization of the workplace. In the old system, for instance, employees were expected to take orders from their superiors. In the current system, employees are expected to be responsible, autonomous and use their brains. One of the ways that human resources ensures that the employees understand the vision and goals of the business. Walmart has sought to ensure that all its employees understand the business goals and what is expected from them. In addition to understanding the organizational values, the employer has built an organizational culture such that the employees understand that excellence is expected from them.

From the interview, it was clear that while the company has grown over the years by aligning the HR goals to the company vision, goals and values, the company has also faced a number of issues relating to responsibility and control. The first issue identified is that of conflicts at the workplace. Many employees at the company often found themselves in conflict with each other or their bosses. Some of the causes include allegations of favoritism in job allocation by the managers, or a lack of cooperation by some employees. The HR officer acknowledges that most of these issues are a common occurrence and are always bound to happen at any given firm. To remedy the situation, the HR office has included modalities and channels of dispute resolution in their codes of conduct. In addition to defining the procedures and rules that allow for resolution of the disputes, the company has strived to create channels where the employees can voice their issues such that they are resolved amicably and internally.

Another issue that has engulfed the HR department is that of attendance and punctuality. It is the responsibility of every employee to ensure that they adhere to strong attendance as this ensures that they remain highly productive to the organization. The firm faced incidences of employees absenting themselves from the job without due reason or permission. When employees leave the assigned areas early or without any permission from the supervisors, this amounts to irresponsible business practice. The end problem is that the company struggled with outputs and meeting its business goals. If the employee is tardy and misses work, their level of performance is affected. In order to ensure that such occurrences are minimized, the issue was clearly included in the company's employee handbook and code of conduct. It became necessary for the company to include an elaborate attendance policy which defines absence and all the aspects related to attendance. At the same time, the company defined elaborate consequences for any unexcused time away from work. With elaborate consequences, the company has been able to deal with the problem decisively such that it does not affect the company's performance immensely. From this aspect, it is clear that the HR department has to enforce policies that force employees to understand the essence of high levels of attendance as this ensures fluidity of business flow.

In addition to that, the company saw the need to put in place an anti-harassment policy in order to contain the many incidences of harassment that occurred in the firm. Employees often face a myriad of harassments from different factions and it is prudent to make it clear that such practices will not be tolerated. One source of harassment at the organization emanates from the supervisors, the directors, managers, fellow employees and even from customers. At the same time, the risk of sexual harassment as well as harassment based on aspects such as race, color, sexual orientation, religion, medical condition or other factors is always imminent. As a means of ensuring that all forms of harassment are contained and that they do not characterize the organization, the HR department has developed the anti-harassment policy where it is elaborated that harassment is unwelcome. The policy addresses the senior management and supervisors, making it clear that they cannot use their position to harass their juniors. At the same time, the rules specify the modalities through which harassment issues can be channeled and how they can be resolved. Harassment is objectionable and often demeans, humiliates, and harms individuals hence affecting their performance at the workplace.

Finally, it was noted that the company has strived to identify and solve many issues relating to responsibility and control. The firm has cultivated a sense of responsibility and ownership among the employees. The understanding that they are responsible for their actions makes and ensuring that this is clearly documented ensures that they understand there are consequences as well as the rewards. Defining policies, rules and regulations towards many aspects regarding responsibility and control is therefore essential.

Employee Handbook

This employee handbook contains the rules, regulations and best practices that should govern the relationship between employees, supervisors, managers and even employers. It sets the control and responsibility guidelines that should be adhered to by all these stakeholders. These rules are a common best practice of other firms too as evidenced from their employee handbooks.

Rules and Regulations for Employees

Each employee must act as per the company laws, regulations, policies and guidelines that shall be applicable from time to time. They shall abide by the terms of contract that they signed upon employment and ensure that they abide by all the policies that the company shall introduce from time to time.

At the workplace, all the employees must strive to maintain high levels of decorum. Each employee has to conduct themselves in a manner that contributes towards advancing the interests of the company. They shall strive to promote high levels of operational effectiveness, productivity, and safety. At the same time, they must work to create a harmonious work environment for the employees and all the other stakeholders. Engaging in acts that can potentially harm the reputation of the firm will not be condoned. At the same time, engaging in acts that affect others' safety will lead to punishment.

Each employee has to ensure that they report to their work stations on time. Failure to come to work without permission from the supervisors or without a justifiable reason will result in warnings. Three consequent warnings will result in subsequent disciplinary action such as suspensions, fines and termination of the contract if so recommended by the company. Every employee will be expected to be at the appointed work place and fully ready to work at the time they are expected to. Irregular attendance will, thus, not be tolerated.

Employees intending to be late or absent from work have to inform their supervisors at least 2 hours before the normal starting time or else they will be liable to have broken rule (3).

Safety rules and regulations have to be maintained at all times. Safety wear has to be used when handling tasks where they are required.

In case of any dispute or conflict between employees, or with the supervisors or the managers, they have to be reported to the authorities. Disputes at work stations will be resolved by the supervisors in charge. In the event that the dispute is of greater significance to the company, they have to be promptly reported to the managers and the HR department for immediate resolution.

No employee shall report to work under the influence of alcohol. Consuming alcohol at the workplace is also prohibited. Any employee coming to work when under the influence of alcohol shall not be allowed to work and will be liable for disciplinary action. This also extends to operating company machinery or vehicle or any other equipment while under the influence of alcohol.

The company's dress code shall be strictly adhered to. All the employees are expected to wear the right clothing and uniform depending on their working environment. Each employee shall be expected to be neat and presentable whist on the job.

The company is a harrasment-free zone. The company shall not toleate any forms of harassment from employees, supervisors, management or even customers. Each employee is asked to report any forms of harassment-whether they are sexual harassment instances, or those based on race, color or nationality, or any other form of harasment-to the HR officer. All the complaints of harasment will be investigated thoroughly and promptly, and the process will adhere to the privacy and confidentiality rights of the victims.

Responsibility Towards Clients: How the Employees Should Work Properly With the Clients

Improving Customer Satisfaction

The company commits to always putting the interests of the clients first. The products and services will be tailored towards addressing the needs of the clients, and always ensuring that the clients are satisfied. Being able to guarantee high levels of customer experience and satisfaction is a fundamental part of any organization. This is underpinned in the fact that customers and other stakeholders play a pertinent role in the firm and they should always be respected. The company commits to strive and treat the clients excellently, respectfully and in a dignified manner. The employees are tasked with putting in all the efforts to assist the clients in every way they can. In their conduct, the employees will strive to keep and fulfill the promises made by the company. At the same time, it is prudent for the firm to continuously measuring the levels of customer satisfaction in order to understand areas to improve. Measuring the level of satisfaction of customers makes it easy to reduce the number of unsatisfied customers by working on all the areas that need improvement. For any firm, there is always an area to improve and the company has to continuously look for such areas. At the same time, the employees shall continuously seek to understand the client' views about the brand and the company. Deploying surveys and seeking customer feedback is the right way for the company to understand the clients. The employees shall also continuously monitor customer satisfaction on social media platforms. Continued dedication to high levels of customer service, striving to always listen to customer requests and always being reachable at all times is a fundamental commitment by the employees to the clients.

In order to enhance clarity about the issue of customer satisfaction, the following rules apply:

The customer interests come first and each employee shall strive towards improving customer satisfaction.

The employees shall be expected to engage in activities that enhance positive feedback from the customers. Engaging in activities that will leave the clients dissatisfied or unhappy is against the company requirements and such employees s...