This theory posits that employee self-satisfaction holds the key to a peaceful workplace(Bruce, 2011). Autonomy in performing their daily work is a major ingredient in achieving employee satisfaction(Bruce, 2011). The primary job of management is to create an environment in which employees derive satisfaction from their involvement with the firm(Bruce, 2011). A primary way through which management can create that kind of environment is by ensuring employees influence the way they are governed. Management should also create opportunities for employees to improve their skills. While OHCI MD would like to believe that all the company’ s employees enjoy the same status, something that should contribute to their satisfaction, there is evidence that the contrary is happening: employees are getting more demoralized and quitting as a result (Anon. , n. d.).
As far as employee skills improvement is concerned, the company is doing virtually nothing. For instance, while the company is busy replacing old computers with new ones, the move is not accompanied with any training. As a result, many employees struggle to use the new machines (Anon. , n. d.). Human Resource Management Theory The essence of the HRM theory of employment relations is a collaboration between managers and employees to achieve the firm’ s goals(Itika, 2011).
The collaboration is achieved through the elimination of social classes in the work place and opening up of lines of communication between managers and employees. OHCI has made some strides in this area. For instance, there is no preference as far as parking is concerned; managers and staff alike use the same parking on a first-come-first-served basis(Anon. , n. d.). However, the configuration of OHCI’ s head office tends to propagate class segregation; while production and dispatch are located on the ground floor, management occupies the upper floors.
In the area of communication, OHCI performs poorly; in the past years, there have been only three personal letters by the two MDs addressed to staff.
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