Reflective Report Essay Example | Topics and Well Written Essays - 1000 words - 1

Reflective Report - Essay Example The research that I have done deconstructed my view and my perception of what is Nike. The horrendous experience of the workers of Nike is no small thing. People do work and take jobs so that they can have a better life. It is not something that one will do and yet at the end of the day one turns out to be more miserable; more miserable because one has experienced becoming less of a human and be treated as machine whose sole purpose is to produce. One can argue, as Bhagwati (2007) claims that Nike workers are better off, but that is not true. Hand to mouth survival is not human survival. It is the way animals in the jungle live. Unfortunately, this reality is experienced by the workers of Nike because the salary that Nike gives is not enough to feed and provide semblance of a good life to its workers, while Tiger Woods has been given millions of dollars. The injustice that Nike perpetuates in its factories bears witness to the deplorable condition of third world workers, who bounded by poverty and structural corruption in their own countries, have no better alternative in improving their lives. It is like the choice is between two evils – you suffer in the quagmire of poverty or work in Nike and hopefully one can have something to eat (even just a little). Workers’ stories show the other side of Nike, its dark side. I cannot help but be emphatic with the unethical working condition in Nike. As a student of management, the stories of the workers of Nike has shown me that management can really do something in making the lives of the workers better. The management is in the position to carry out company policies that will make the working conditions and the workers’ status improved, healthier and humane. This is our function and our vision as managers – as we try to gain profit for the company that we are servicing, we should never forget that there are also stakeholders of the company whose interest should also be upheld. The companyâ €™s stakeholders are as important as its shareholders. Their interest should be protected and addressed as the way to the present and future of management and of the organisation is finding the balance between shareholders’ interest and stakeholders’ interests. I believe that this is difficult but I also think that is the way management ought to be – responsive to both the shareholders and stakeholders concerns. I believe gone are the days when firms exist for profit and profit alone. It is not the way how the market responds now. The market is the people who see the importance and value of human rights, labour rights and corporate social responsibility. In fact, they are willing to pay more for products that hold up causes that they support and, at the same time, they are willing to withdraw support to products and corporations who have been unethical and abusive of their workers, of the environment and of their stakeholders. This is what happened to Nike. Some of their regular buyers refuse to buy their products anymore. I am one of them. Moreover, the research has opened to me the reality of the challenge that management faces in the current period. I think the unethical behaviour of Nike toward its workers is the standard of what should not be done. What has happened to the workers of Nike is not the norm in management and workers relation but it is that which should be avoided. Others may find me idealistic but the reality of the

HR Essay Example | Topics and Well Written Essays - 1000 words

HR - Essay Example However, this change in organizations has been met with resistance from the employees within the organization. This resistance in organizations takes place when the employees realize that they do not want a change and protest. Sometimes, this resistance may be unknowingly, where the employees express their resistance though their actions, words they use to delineate the change, and the tales they tell at the working stations (Holland 62). As organizations change in order to be competitive in the contemporary business environment, resistance has been attributed to poor communication, a feeling of exclusion, self-interest, lack of the necessary skills and lack of trust. Transitions in most organizations have been resisted by employees since they require learning of new skills, for instance, adoption of new technology. On the other hand, trust plays an imperative role in adoption of transitions and the success of organizations ( Holland 65). It is challenging for human resource personne l to institute any changes in the organizations if the workers do not trust each other or if they do not trust the primary decision makers. In some instances, employees have attributed the transitions to numerous negative reasons or may presume that they will ultimately lose their jobs. Resistance to change by employees can have numerous adverse effects on an organization. These effects are far reaching and affect the progress of the company and motivation of the workers. Resistance to change can impede the accomplishment of human resources managers and the success of the organization as a whole. Needless to say, protest among the employees can influence the pace at which innovation is espoused ( Holland 71). It affects the sentiments, feelings and attitudes of the workers at all phases of the espousal process. When employees protest a change in their work stations, they may experience a decrease in their optimism and hopefulness on their professional prospect within the organizatio n. This may take place particularly if there is little or no communication about the transition (Holland 73). This can, therefore, result to widespread decrease in employee motivation, which can sequentially raise issues in the retention of employees. Resistance to change also affects the productivity of the personnel and their associations. Low and reduced productivity results when employees spend more time protesting change within their workplaces and less time on the operations of the organization. This results to deceased efficiency and productivity among the workers, which impacts the organization’s bottom line. In reality, decreased levels of productivity will jump unswervingly to the surface of the basis for the transitions, as transitions are always aimed at increasing productivity and effectiveness of the organization (Holland 73-5). Resistance to change may trigger or cause a disorderly work setting. The staff members protesting against transition may cause upheaval s with flare-ups concerning the transitions or develop a confrontational attitude towards the company management. This may be spread to the other workers within the organization, inspiring them to embrace similar acts and deeds, which can subsequently cause immense agitation among the workers. It is, therefore, imperative for the human resource professionals to spot resistance to change among the employe