Riordian Benchmarking
Running Head: RIORDAN MANUFACTURING INC. BENCHMARKING
Riordan Manufacturing Inc. Benchmarking
University of Phoenix
MBA 530
Riordan Manufacturing Inc. Benchmarking
Riordan Manufacturing Inc. is plagued with motivation issues, (Riordan Scenario, 2007). The infestation has some workers pointing fingers, others actively engaged in an effort to control the problem and yet others headed towards employment resignation. In order to plan a successful strategy in controlling the problem, this paper will examine 10 benchmark cases. Analyzing and using the cases as a research guide, a plan will unfold to design an effective employee relations program. The outline of the career development-planning model will emerge and the examination of compensation and motivation practices will seek to explore better options. Finally the impact of ethics as related to compensation and rewards will provide the cornerstone in the implementation of change. The right plan, crafted and selectively executed will terminate the infestation and present a clear vision. This will renew Riordan, a company whose employees will be enriched with enthusiasm, feeling good and spirited with confidence. They will know that their contributions are considered and appreciated which in turn will transcend into a motivated workforce in support of the company mission.
Design Elements of an Effective Employee Relations Program
"Employee Relations involves the body of work concerned with maintaining employer-employee relationships that contribute to satisfactory productivity, motivation, and morale. Essentially, Employee Relations is concerned with preventing and resolving problems involving individuals who arise out of or affect work situations." (OHCM, 2001) Employees who are rewarded and recognized for their accomplishments are better satisfied employees and in turn are more productive and efficient workers.
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