Staffing Organizations Term Paper

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Staffing Organizations- Part I

Staffing Organizations

Type of employment relationship between the coffee shop and employees from a legal perspective

The success of any organization depends on the relationship it has with its employees. A cordial relationship where employees feel that they are respected by the management is a recipe for success. I will put this aspect into consideration when establishing a relationship with my employees in the coffee shop. While striving for success, I will ensure that employees are aware of their rights and those, which must be upheld at all times. Employees performing beyond the expectations of the management will also be rewarded accordingly. All actions relating to employee appraisal and rewards must be done in accordance with the law. It is important to keep in mind that some actions may be considered as bribes, yet they might be bonuses or rewards to employees for exemplary work. This may spark some serious legal issues in the organizations (Hernandez & O'Connor, 2009).

While trying to uphold the legal frameworks in the coffee shop, the management will specify all the job descriptions for all employees. This will go beyond identifying the risks associated with a given job. This will ensure that employees are aware of the risk and the covers of such risks as provided by the organization. In doing so, the coffee shop will prevent possible court battles that may arise in situations where employees have not been compensated for damages arising from executing their duties. Employee promotion within the organization will also stick to merit. Instances where favoritism may arise will be eventually tackled. All these measures are aimed at ensuring that the organization and employees can limit possible legal battles from arising (Caruth et al., 2009).

Ways to avoid claims of disparate treatment

The coffee shop respects the diversity of its employees. When establishing this coffee shop, we are aware that all employees can perform to their best if they do not feel they are discriminated at any instance. The organization can limit the possibilities of discrimination and other acts of disparate treatments by ensuring that it handles its employees with utmost professionalism. This is achieved by ensuring that federal laws relating to discriminations and other Acts like EEOC are followed accordingly by all HR departments. All employees must be subjected to same hiring, selection procedures, and not favoring anyone. This will play a critical role in subduing any feelings of disparate treatment thus encouraging employees to work optimally (Bechet, 2008).

Disparate treatments will also be eradicated if the organization rewards and appraises its employees in terms of merit. This will encourage employees to strive to offer the best for the organization. Instances of disparate treatments and discrimination can also be minimized by ensuring that employees are aware of all the code of ethics within the organization. It is important to note that disparate treatment may also occur amongst employees. Some employees may discriminate against physically challenged employees. They may also discriminate an employee because of their color, gender, or age. The organization can manage such a situation by ensuring that employees understand the code of conduct that they must uphold within and outside its premises. Those who break such codes must be punished, as they deserve all in the efforts of creating a working environment that fosters equality and discouraging disparate treatments (Hernandez & O'Connor, 2009).

External influences that could hinder staffing, and how to address them

The process of staffing is critical to the organization because it ensures employees with the required skills are acquired. However, external factors can influence staffing and could mar the integrity the process. While some of these influences can be avoided, the organization must ensure that its principles are not subdued. Some of the external influences could be educational, socio-cultural, economic constraints, or political. The external influences may also include industry characteristics, unions and the demands of the labor markets. These are the factors that the organization cannot avoid and could affect its staffing process positively or negatively. The external factors may affect staffing processes like training, performance management, and compensation (Bechet, 2008).

The coffee shop can respond to these external factors be being sensitive and oriented towards the needs of the employees. The educational factor may require all employees to be technologically knowledgeable, and the organization will have no choice but to observe this aspect. Labor unions may demand that employees be members of the same. In case the staffing process does not allow for such, discussions may be held with the employees and decisions made to permit them to join such unions. Such a factor has a process may affect the staffing process because employees who do not to be members of such unions to be recruited. The organization may be forced to follow all rules stipulated by EEOC and federal laws and may have to alter its staffing process to be in line with this. This may also apply to the industry characteristics in terms of remuneration. It may have to increase the pay for the workers if the nature of the industry requires so; it may lose employees if it fails (Hernandez & O'Connor, 2009).

Plan to deal with employee shortages and surpluses

The possibility of having employee shortages and surpluses is bound to occur since this is a new shop. To tackle such a circumstance, the organization will plan its timetable for employees to follow. The timetable will take into consideration the time when clients are many and when they are few. Evidently, the business will strive to balance between the models of performance together with the rate of growth of the business. Since the coffee shop will be near a college, the management will sync its employee arrival and departure to the time when college students are entering and leaving their classes. In doing this, the organization will have managed to limit the instances where employees are too idle or too overworked.

Defining the roles of the employees and creating the departments for the coffee servers and managers is essential. This is an option of exploring the possibility where the coffee shop can perform optimally. The organization may also explore the option of employing workers on short-term and contractual basis. Such employees will be useful during peak hours whilst ensuring that the organization can maximize its earnings. There are instances where employees on a contract basis are cheaper to remunerate compared to full time employees. The organization will also consider rewarding hard working employees and this will encourage constant employee participation in the workplace (Bechet, 2008).

Strategy for workforce diversity

Our organization appreciates the need to have a diverse workforce. Some of the benefits arising from a diverse workforce include the benefits of diverse skills, enhancing understanding amongst employees, and encouraging employees to respect and appreciate their differences. In order to attain maximum diversity in the workplace, the organization will ensure that its hiring and other staffing procedures are geared towards achieving the same. The strategy adopted will make the company managers aware of the dangers of discrimination whilst appreciating their cultural prejudices. This will ensure that managers can limit their tendencies of exhibiting elements of discrimination (Bechet, 2008).

The plan will then focus on developing a communication system within the workplace reinforcing employee commitment to the principles of diversity. All departments created in the organization will strive to exhibit the existing diversity amongst the employees. Lastly, the management will develop a management system to monitor whether the principles of diversity are being followed. Employees will be trained and empowered about the same system in the efforts to foster the realization of diversity goals (Hernandez & O'Connor, 2009).

Job requirements and analysis for managers and coffee servers in order to identify tasks, KSAQs, and context for positions

The job requirements for the different departments…[continue]

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