Introduction
It is vital for any organization to develop a culture that suits its operations for purposes of ensuring its success increases by the day. While there are so many factors that determine the success of any organization, employee relations are among those that top the list since humans are critical intangible assets. The rising of conflicts is inevitable but with a proper workforce plan, it is possible to create conducive work environment that is not only suitable to its personnel but also to the entire community who gain from the services they provide. In the case of a police organization, the stakeholders involved are subjected to considering the security of the entire area in which they are deployed. Inability to ensure an existence of understanding amongst staff members can result in a decline in security primarily because of the lack of teamwork. As the newly appointed director of the human resource management for the police department of a city in the northeastern United State, I will be compiling a report on the workforce planning and the employee relations for the organization in question. The core issues highlighted include the current issues that affect the organization, its causes and possible solutions.
Causes of Workplace Conflict
According to the Memo that was presented to the City Police Commissioner of Maria Valdez, the region has been experiencing a high series of crime that resulted to the Mayor’s decision of hiring more police officers (Haines, 2014) . Their core duties include patrolling the entire region and ensuring that the incidences of crime are discouraged and minimized through working longer shifts and extra hours that attract increased pay for the overtime. The cause of conflict in the police department in the city is the miscommunication between the Mayor’s office and the police management on the order to slush and discourage overtime working of officers. The decision made was as a result of a disclosure of the police annual salaries that exceeded that of the Mayor. Most of the police officers relied on the overtime pay for the extra financial benefit, which they made use of to make other investment and engaging in a lavish lifestyle.
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Besides the lack of communication and consultation to the police department, the Mayor made a decision to hire more police officers mostly through employee referrals in order to ensure that the long working hours and shifts are reduced immensely. As mentioned earlier, the finances earned from the overtime was mostly used by the officers to access desired things securing a home for their family, setting up businesses, or acquiring higher education among others. Ideally, the issue of overtime is legal according to the Fair Labor Standards Act of 1938 and the contract with the United Federation of Police Officers which indicates that all officers who work over forty hours weekly should be entitled to a pay rate of 1.5 times their current hourly wage. Another significant concern is the fact that experienced officers will have to be placed among rookies in case the order of hiring twenty-five police is implemented. According to the police commissioner, this move will only jeopardize the security of the regions at which these police officers will be deployed more so because of the lack of experience and expertise.
Another conflict that is evident from the incident is the deterioration of employee relations since the access to overtime pay has for a long time been considered an entitlement. Moreover, since it was placed in the police contract, it is an element that would not have crossed the minds of the officers that it will be cut off.
Possible Short-Term Outcomes if the Conflict is Unresolved
Like most of the other conflicts in any organization, if the issues in the police department remain unresolved, there will be immense outcomes. For instance, as observed earlier, cutting off of overtime pay will force the officers who have loans to strain financially, placing them on a tight budget with their families. While this may be personal problems for each officer, they have a direct influence on their performance which in most cases may affect the entire department. Also, the hiring of newer officers will influence the inability to collaborate with the older ones especially if there is a lack of experience and skills in them (Haines, 2014) . Such occurrences are risky to the duties assigned to the officers in question.
The motivation for any employee is essential in making sure that they perform to their best for the success of their career and the organization. Consequently, the move to cut off overtime pay that has become a culture for the police officers without a doubt will tamper with their morale. Not only will it interfere with their performance but it will trigger the increase of crime considering there will be no officer interested in curbing vices in the region.
Possible Long-Term Outcomes if the Conflict is unresolved
Teamwork is an essential element in any organization. In case the issue is unresolved, it is possible for the affected police officers to create a rift with the newer ones which will enhance hatred and disrespect. With such occurrences, it is impossible for them to work as a team and collaborate making it difficult for all units to reach the outlined and desired goals. Furthermore, corruption might grow and become rooted in the police department since the officers will find other ways of earning more as they used to. It is for these same reasons that police officers engage in criminal activities or collaborate with felons, and ask for bribe among other vices which in turn contribute to the increase in offenses in the designated regions.
Possible Actions for Resolving the conflict on Overtime Pay
One of the most essential actions geared towards resolving the issues of overtime pay in the police department is setting up a meeting with the Mayor. It is fundamental for the Mayor to understand the reasons and background of the issue of overtime pay for the officers. Having a discussion with the Mayor will be an action that will help in resolving the misunderstandings that will further help in settling the existing conflicts (Kelly, 2014) .
Besides talking to the Mayor, the police officers are also supposed to be approached and explained to why these steps are taken. While slushing the whole rate of overtime pay may be detrimental to all of them, the department can opt to reduce the rate rather than doing away with the whole extra hours' pay. On the other hand, it is possible to minimize the number of police officers who take part in the long shifts in a day ensuring that every member gets a chance to participate in the overtime hours. Not only will the police department use the overtime shifts to boost the morale of its personnel, but it will also promote good planning, a delegation of duties and enhancing enough rest to those who are not working overtime.
Workforce Plan to Create a More Positive Work Culture
Conflicts in any organization increase the chances of failure. One of the most essential tools that can be used to create a more positive work culture is open the channels of communication. The ability of personnel to communicate enables everyone to understand what is expected of them and what can be done in case of a crisis. Having the ability to listen to each other promotes connectivity and clarity in laying out decisions and options to given issues.
As highlighted by George Root (2018), other forms of reducing conflicts and enhancing a positive work culture are the ability to create consequences for misconduct. When team members are aware of what they can be subjected to in case they fail to meet the required standards, chances are high they will resort to doing what is right.
From the work specifications, some of the significant abilities that will be observed in relation to the officers’ capacity to resolve work conflict include their communication skills and potential to read, write and speak in English and Spanish. They also have to be computer literate and able to use a myriad of communication skills. Besides their expertise, these officers must be in a position to collaborate with others without any discrimination.
In the quest of finding a competent candidate with the skills, experience and ability to manage workplace conflicts, the following are some of the situational questions that will be used:
In case you are assigned a task of patrolling in a neighborhood where the highest ethnic group is not of your origin, your partner on the other hand is of the same ethnic group as the people of that location. You notice that your partner, who is also your senior and has been working for the organization for a decade has a tendency of taking bribe and letting go offenders who are of the same race as theirs. Your partner insists that, that it is the only way to make more money and create an understanding with the people of that neighborhood. What steps and actions will you take? Who will you chose to approach in case you decide to blow a whistle?
According to the job timetable, you are supposed to have a minimum of one day off duty on a weekly basis? It happens that your senior takes advantage of you and assigns you work even when you are expected to be off duty. Considering that the organization does not assign any pay to overtime, how would you handle this situation?
Considering that your colleagues have a tendency of discriminating their juniors and criticizing them even when they are not at fault, and misusing company’s resources including time. What kind of organizational culture are you in a position to initiate or improve?
From the listed situational questions, a candidate will qualify as competent in managing conflict if they depict possible experience by describing a similar case, what went wrong, the action they took, and the end results. Moreover, their confidence and ability to express in a genuine manner will illuminate their competence and authenticity in handling conflict within the workplace.
Methods for evaluating improvements in employee relations
Evaluation and analysis of improvements in any organization are important in identifying their growth and success. One of the methods that can be used to evaluate the improvements in employee relations in the city police department is by monitoring the collaborations among officers (Kelly, 2014) . The teamwork among officers can boost operations and save time and other essential resources. Furthermore, the decrease in crime is a clear indicator of the fruits of teamwork and employee relations. Clear communicated grievances help the management to understand what is required of them and indicate the freedom and confidence officers have on their seniors.
Conclusion
While the solutions to the conflicts in the city police department will help in the improvement of the organization, an understanding, and communication with other stakeholders is fundamental. For instance, ensuring that other departments like the office of the Mayor understand the needs of the officers will help in reducing arising conflicts.
References
Haines, O. I. (2014). Exhibit 4: Memo on Police Officers' Reaction to Planned Cuts in Overtime Pay. United Federation of Police Officers (Police Officers' Union).
Kelly, K. (2014, August 26). 5 ways for a Manager to improve Employee Relations within an Organisation . Retrieved August 9, 2018, from Leaders in Heels: https://leadersinheels.com/career/5-ways-for-a-manager-to-improve-employee-relations-within-an-organisation/
Root, G. N. (2018). Ways to Reduce Conflict in the Work Place . Retrieved August 9, 2018, from Small Business Chronicles: https://smallbusiness.chron.com/ways-reduce-conflict-work-place-1204.html
