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The organizational goals used in writing this memo were job design:1)Job design- The process of defining the way work will be performed and the tasks that a given job requires (Steen, Noe, Hollenbeck, Gerhart, & Wright, 2013, p.9).2)Recruitment- The process through which the organization seeks applicants for potential employment (Steen et al, 2013, p.9).3)Selection- The process by which the organization attempts to identify applicants with the necessary knowledge, skills, abilities, and other characteristics that will help the organization achieve its goals (Steen et al, 2013, p.9).
CASE STUDY 16By choosing these organizational goals it allowed me to suggest possible modifications to policies while ensuring all legal requirements were met. Composing this memo allowed me to also encourage not just men but women of an older populace. People in the early two-thirds of working lives are focused on mobility, promotion, upward salary. People in the last third are focused on stability, something to do, reasons to be useful, and ways to interact. Work is about human interaction and community (McFadden, 2011). Using words like driven, dedicated and strong ability to work under pressure could be used in the interpersonal skills necessary for the job. These skills are non-gender biased but its aim is at experienced and mature candidates. As women are dominant in the business and changing the percentage of women could change the culture and ultimately the business model that has been making the company successful. The two audiences this memo is intended for is, of course, the manager and the management team who will be involved in making the choice to move forward with this recommendation, to reduce maternity leaves. Whether it would be a negative change to the company’s culture and overall productivity over time is unknown but management required an immediate remedy to increase instant profitability and shortage of workers due to 3 more female employees taking maternity leave this year.The company wants a stable work force but at what cost? If women see this as a possible punitive reaction to multiple maternity leaves the company could be considered in violation of their human rights and a potential complaint could be filed. The remaining work force must feel respectedand appreciated to perform their duties or production will decline due to sickness, absenteeism, and areduced wage-effort bargain.I had some unease with writing this memo on how to reduce the number of maternity leaves in the company. As a Human Resources Practitioner, I know that I am supposed to be a positive
CASE STUDY 17resource and policy advocate between employers and employees but I felt while composing this memo, as a woman with no children, I was somewhat siding with the manager. Even though I myselfdo not have children, I do fully agree woman are entitled to have families, just as they are entitled to have a long and rewarding career as their male counter parts. With the traditional role of women still viewed as the primary care giver, the mindset of many businesses and companies still lies with the position that woman are good with putting family before career. Women are still directly or indirectly being slowed down in their careers for having children. Sometimes woman are pushed out, by wanting to have a family. Employers view this as the woman is not as available as she once was to work additional hours, travel and manage her life work balance. Many families today still