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HRES2101 Individual Research Assignment

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HRES2101 Individual Research Assignment

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Course Code: HRES2101
University: Bow Valley College

MyAssignmentHelp.com is not sponsored or endorsed by this college or university

Country: Canada

Question:

Reflecting on personal experience and researching articles, think about three different types of change that can occur in a workplace.  Referencing a minimum of three different sources, you will be expected to explain each change, and the management rationale or the reason why this change should proceed.  You will be expected to identify at least one employment law that should be reviewed prior to each of the three changes being implemented.  Provide justification of the type of force that is causing the change to be implemented.
Assignment Sections:

Identify three different changes that can occur in the workplace that will impact the employees.

a.Reference more than one source, when researching these changes.
b.Ensure that you understand what impact the change will have within the workforce.
2.In your own words, explain each of the three changes and the impact on the organization.
a.Who in the organization will be affected by the change?
b.Provide one pro and one con for each of the changes.
c.Suggest why the leadership team would support implementing the change.
d.Using a metric, justify why this change should be implemented.

Research the different employment laws, summarize one that applies to each of the recommended changes.

a.Reference and describe the specific sections of the employment law that will support the proposed change.
b.Apply the employment law to the change and explain how it will improve the workplace.
4.Research different forces of change and select the appropriate force for each of the three changes.  
a.Explain the force that is driving the change to occur.
b.Illustrate, using metrics, how this change will increase the efficiency within the workplace.
c.Recommend one positive and one negative effect the change will have on the workforce.

Answer:

Organizational Changes
The three changes that should be brought about in the organization relates to maternity benefits, injury insurance changes and changes pertaining to sexual violence acts within the organization. A change that can be brought about in the organization relates to providing the crèche facility in the organization that can encourage the recent mothers to attend office without any kind of worries (Bolman& Deal, 2017). The employers within an organisation should share the liability in relation to workplace injury insurance.People should be provided with the opportunity to field accusations on the basis of what took place many years ago. There should not be any kind of two-year limitation period pertaining to instances of the sexual violence.
Explanation of the Changes and their impact on the organisation
The people who would be affected by the changes are the mothers who have children within 1-2 years of age. They would not have to worry about what their children are doing at home and whether the nanny is treating her in the right manner. An advantage of this change would be that it would help the new mothers to focus on their work and a disadvantage of the change would be that there may be some mothers who may have the support at home but still bring the children along to the office (Benn, Edwards & Williams, 2014). The leadership team would bring about this change as it may increase the productivity of the employees. A survey that has been conducted by Pro Eves has brought out the fact that 63 % of the women leave their jobs owing to childcare responsibilities (Bolman& Deal, 2017).
In the event of employers of an organisation sharing liability in relation to that of workplace injury insurance the workers become encouraged to deliver work in a more responsible manner. An advantage of this change would be that it would help in strengthening the employees of an organisation and a disadvantage of this change would be that it would be difficult to ascertain who all in the management should be paying pertaining to the workplace injury insurance (Cummings & Worley, 2014).  The leadership team would bring about the change as it can help in increasing the efficiency of the employees within an organisation. This measure has been implemented in Brock Solutions that has helped in increasing the profit of the company by around 20% (Goldberg, 2017).
The facility provided to the employees so that they can book accusations regarding what took place many years ago can inspire the employees specially the women employees to come forward regarding any kind of incident of harassment. An advantage of this change would be that it would encourage the participation of women in the workforce and a disadvantage of this change would be that there can be some employees who may misuse these changes in law (Benn, Edwards & Williams, 2014). The leadership team would like to implement this kind of changes as it would increase the propensity of the women to report regarding any incident of sexual harassment. This organisational change should be brought about because it has been found that young Canadians are more prone to the sexual assault. The Canadians who are of the age 15 to the 24 have 18 times more chances of experiencing sexual assault as compared to those who are of the age 55 and more than that (Smith,  2016). 
Employment Laws in Canada
The Canadian Charter of Rights and Freedoms state that fundamental rights along with freedoms should be provided to the Canadians. On the basis of Canada Labour Code policies should be provided that can act to the benefit of the women like providing the woman with crèche facility in an organization (Goldberg, 2017). Section 132 deals with the aspect of occupational health and safety which states that proper facilities should be provided to the nursing employees. There is an Ontario law that deals with the issue of workplace insurance called Work Place Safety and Insurance Act that protects the rights of the workers in an organisation. Section 122 Part II talks about the duties of the employers which states that the employers should be able to provide an atmosphere that can help the employees in working freely (Laws.justice.gc.ca., 2018).  The Criminal Code of Canada states that any one committing any act of sexual violence would be duly punished by the law. Section 247.1 deals with sexual harassment and it states that any kind of humiliation perpetrated on an employee would be duly punished by the law (Canada.ca., 2018).
Forces driving the changes
There are many nursing mother who join the workforce and the provision of crèche would be of great help for them. The nursing mothers would be able to continue working in the organisation and look after their children that can improve the organizational performance of the nursing mothers. There are many workers who gets injured when working in the factories and the employers sharing the liability in case of injury insurance would help the organization in making profits (Bolman& Deal, 2017). There are many kinds of sexual acts that comes to light many years after and the organisational changes would help to solve cases of these kind. The perpetrators of the act of sexual violence can be caught at a later stage and this can provide security to the female employees working within an organization.
References:
Benn, S., Edwards, M., & Williams, T. (2014). Organizational change for corporate sustainability. Routledge.
Bolman, L. G., & Deal, T. E. (2017). Reframing organizations: Artistry, choice, and leadership. John Wiley & Sons.
Canada.ca. (2018). Summary of part III of the Canada Labour Code – Canada.ca. Retrieved from https://www.canada.ca/en/employment-social-development/services/labour-standards/reports/code-summary-3.html
Cummings, T. G., & Worley, C. G. (2014). Organization development and change. Cengage learning.
Goldberg, S. (2017). Sexuality and Equality Law. Routledge.
Laws.justice.gc.ca. (2018). Canada Labour Code. Retrieved from https://laws.justice.gc.ca/eng/acts/L-2/index.html
Smith, N. M. (2016). Basic Equality and Discrimination: Reconciling Theory and Law. Routledge.

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