HANDLING WORK ENVIRONMENT

THE FIRST STEPS OF AN EMPLOYEE

The underpinning knowledge of the strategic theory is gone through practical skills which is trained by the HR and it helps them to understand all aspects of leadership and it is a key component of providing quality care to individuals to handle a range of environments and settings within the Organization (Taylor,2016).

• IDENTIFICATION OF ISSUE: Little to no enthusiasm
  
• APPLIED THEORY: McGregor’s Theory X and Theory Y
  
• PRACTICAL THEORY: Most people resist change
  
• LINKED THEORIES: Theory X Theory Y & Maslow's Hierarchy of needs
  
• SOLUTION: Communication process and identification of characters

Theory X management assumes that work is distasteful to most people, and motivation occurs at the physiological and security levels of Maslow's hierarchy of needs. It suggests that employees are self-centered, resistant to change, and gullible. The hard approach to motivation relies on coercion, implicit threats, and tight controls, while the soft approach seeks harmony and cooperation. McGregor argues that neither approach is optimal, as the basic assumptions of Theory X are incorrect.(Henkelman, Arnaldsson, and Jónsson 2006)

Theory Y management focuses on higher-level needs of esteem and self-actualization, which are ongoing and never completely satisfied. It assumes that work can be as natural as play, people will be self-directed and creative, and commitment to quality and productivity objectives is based on rewards that address higher needs. The capacity for creativity spreads throughout organizations, and most people can handle responsibility due to creativity and ingenuity(Minch et al. 1999).

In conclusion, McGregor suggests that a steady supply of motivation is more likely to occur under Theory Y management, as it aligns personal goals with organizational objectives and encourages employees to be self-directed and creative(Coase 1937).

THE PAST EXPERIENCE HIGHLIGHTED 

Recruitment and selection of employees play a major role in organizations and according to Wernerfelt 1984 employees are one of the attractiveness of the organizational resources and human resource which attains  such as managerial skills could be analyzed much like technological leads towards the betterment of the organization(Marr and Hildreth 1980).

The general attractiveness of an employee and human resource is understood as its capacity to support a resource position barrier through employee resourcing strategy according to the first steps of an employee its a huge task to the HRM to develop the mindset of the practices in the company (Wernerfelt,1984)

Onboarding is the process of providing new employees with the necessary resources to transition into their new role, enhancing job comfort, establishing a positive first impression, and increasing job satisfaction, typically conducted by a human resources department(Bauer, Derwall, and Hann 2009)

The onboarding program for an employee depends on the company's industry, culture, objectives, and team. It typically includes compliance and safety training, procedures and best practices, technical skills training, soft skills training, a company culture overview, and technology and systems training. This includes training on workplace safety, OSHA protocols, company policies, benefits, PTO, and sick time information(Cully, Oreilly, and Dix 1999). 

A reliable employee is a trusted one. Reliability is an important factor in knowing that the job will get done and it will get done well. Reliable employees are valuable in the workplace because they prove that they can finish their tasks without much supervision.Becoming a reliable employee includes:

• Showing up to work-related events
• Coming to work on time
• Consistently meeting deadlines
• Producing high-quality work
• Showing eagerness to take on more significant responsibilities
• Taking initiative when needed

Before onboarding a new employee, send them an introductory email with necessary information, such as new hire paperwork, start date, schedule, and company dress code. Prepare their workspace and work with the IT department to ensure computer and email functionality. Gather a welcome packet with company-branded swag as a gift(Matlay 1999).

Gather a tour of the office and workspace to familiarize them with the environment. Make introductions to colleagues and team members, either in person or through video chats. Have lunch with the team or manager to get acquainted and form better working relationships(Wanous and Reichers 2000).

After lunch, set up their workspace and log into their computer with company account information. Have their manager review job description and expectations, set goals, and ask questions for clarification. Schedule a follow-up meeting to discuss the new employee's progress and ensure they feel comfortable in their new role. This will help them adapt to their new environment and avoid losing their confidence(Wanous and Reichers 2000).
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Reflection 

Hostile work environments are detrimental to both employees and organizations, as they can significantly impact productivity. To handle such situations, it is essential to understand the nature of the environment, speak with the perpetrator, report the misconduct to a supervisor, be persistent, get a support system, respond professionally, take legal steps if necessary, and consider quitting the position. Hostile work environments are often caused by abusive, intimidating, or discriminatory conduct by colleagues, supervisors, or team members. To address such environments, it is crucial to speak with the perpetrator, report the misconduct to a supervisor, be persistent, get a support system, respond professionally, take legal steps if necessary, and consider quitting the position if the hostile environment is difficult to tolerate. By following these steps, you can help protect yourself and avoid harmful situations in a hostile work environment.A company's policy can significantly influence its operations, promoting positive activities and preventing unhealthy workplace conditions. It should include a list of prohibited actions and consequences, making it easy for employees to report such conduct. Open communication is crucial for employees to feel safe to report any uncomfortable situations. Regular training helps staff understand the behaviors that can create hostile work environments and how to handle them. Being firm and consistent with executing the policy is essential for employees to take it seriously. Enforcing the policy at all times shows dedication to maintaining a healthy work environment and fosters trust between employees and management. To avoid hostile work environments, research the organization before applying, ask questions during interviews, and review the employment contract. A simple, straightforward, and clear complaint process is a sign of a healthy work environment.

Referencing 

             H. (1999) “Employee Relations in Small Firms”. Employee Relations [online] 21 (3),       285–295. available from <https://doi.org/10.1108/01425459910273125>    

          J.P. and Reichers, A.E. (2000) “New Employee Orientation Programs”. Human                Resource Management Review [online] 10 (4), 435–451. available from <https://doi.org/   10.1016/s1053-4822(00)00035-8>

           M., Oreilly, A., and Dix, G. (1999) Britain at Work: As Depicted by the 1998 Workplace        Employee Relations Survey [online] available from <http://ci.nii.ac.jp/ncid/BA4414746  

            R., Derwall, J., and Hann, D. (2009) “Employee Relations and Credit Risk”. Social     Science Research Network [online] available from <https://doi.org/10.2139/ssrn.1483112>