BUSM3054: People, Work, Society Case Study Assignment Help
Question
BUSM3054: This is a Western Sydney University Business assignment that demands the student to imagine themselves in the role of a Human Resource NSW Manager for a large healthcare organization, and apply their learnings from the course to analyze the past year’s experiences which accompanied that role and answer the questions related to every scenario. Three scenarios have been provided to the Business students for which they are supposed to answer the corresponding questions. Many students demand PWS case study assignment help for Western Sydney University, for which OAS has provided quality-assured help by subject matter experts.
Solution
While providing HRM assignment help to WSU, our experts have demonstrated a thorough understanding of various module learnings and the practical application of these learnings as HRM managers for AZ company. If you are also looking to buy Business assignment help in Sydney, you are at the right place!
This case study solution presents the answer to each of the questions relating to the case scenarios presented. You can read some parts of the complete solution below:
Scenario 1
The first scenario demands the student to address the problem of turnover staffing in the company. Following increasing concerns related to the issue, various aspects have been identified which might have led to the issue.
Question 1
The first question assesses the student’s knowledge related to the theoretical background and its application in the present scenario. You can also get Bachelor of Business assignment help in South Wales, Australia.
According to the provided scenario, Firstly, Robin Smith might have subconsciously or consciously categorized employees into two groups based on their place of birth: employees from a CALD background (ingroup) and non-CALD background (outgroup) employees. This can be justified by Social Identity Theory (SIT) which is based on the idea that people define their own identities in relation to social groupings (Islam 2014) and categorizing the social environment is a natural and unavoidable human impulse. (Harwood 2020). Secondly, it is possible that while reflecting on the employees, Robin Smith might have felt a sense of belonging to his ingroup rather than his outgroup as SIT mentions that when a person gives his affiliations some thought, he realizes that he is not just a member of the groups he belongs to, but that these groups are also a part of him.
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Question 2
Through an exploration of the case, our experts have offered solutions to any possible issues that may arise from the circumstance by applying similarity attraction theory, social identification theory, and social categorization theory as applicable to the case.
The potential problems that could arise from the given scenario are a negative impact on job performance and further damage to the public image of the firm. Additionally, social categorization leading to discrimination and favoritism at work can lead to legal action being taken against the facility. Thus, it is critical to foster a productive and just work environment for the well-being of employees and the good performance of the facility (International Business Magazine 2023). The possible solutions for the problem could be applying the given suggestions.
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Scenario 2
The second scenario revolves around the depletion in work performance by one client-compliant employee following the introduction of the policy restricting study time for people enrolled in TAFE only. IU, the employee, is working as a part-time employee for four years, which is why steps need to be taken to address the issues faced by him due to the policy change.
Question 1
For the first question, our experts have outlined the various reasons behind IU’s declining level of performance at work. If you want BUSM3054 Case Study Assignment Help as well to know all the reasons, reach out to OAS.
According to the given scenario, the work performance of IU might have become less than satisfactory because he might have felt that his expectations from the facility are not aligning with what the facility expects from him and thus not able to effectively commit to his work and role. This can be explained by the Psychological Contract (PC) theory which mentions that an employee’s level of work satisfaction, effectiveness in their role, dedication, and loyalty to organizational goals will depend on how closely their expectations of what the company owes them and the company’s expectations of what it will “give and get” match (Coyle-Shapiro et al. 2019).
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Question 2
In the next question, the solutions for this problem have been proposed. Many students want to buy Business assignment help in Sydney from OAS as our experts provide well-researched and comprehensively written solutions supported by scholarly article studies.
The solution to the given problem can be the following initiatives. First, the facility should focus on ensuring accountability and transparency as it is a prerequisite for managing psychological contracts effectively. The firm can easily grasp the actual situation and, consequently, eliminate the apparent contract infringement once high standards of accountability and transparency are established (Dilan 2022). Therefore, the facility should maintain transparency while implementing the new study policy and resolve the possible doubts of IU regarding the policy to reduce the feelings of PC breach. Second, the facility should enter into a renegotiation process with IU when it has been recognized that some promises made cannot be practical because of changing rules and regulations, circumstances, and policies (Nosiri & Njemanze 2017).
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Scenario 3
In this last scenario, it has been remarked that the company’s work credit card has been used by the General Manager of the company many times for private purposes. It has been suggested that the manager has been employed for more than five years with the company, and has delivered satisfactory work for the company.
Question 1
Based on a thorough analysis of the complete case, the disciplinary actions that should be taken against the GM are highlighted here.
From the perspective of the Human Resources (HR) manager, the following actions could be taken against the GM for breaching company rules. Firstly, a strong and explicit verbal warning can be given to GM for using the work credit card of the company for private purposes. It will be explained to GM why the action was inappropriate. Further, it will be conveyed to him that the company hopes that the same behavior will not be repeated again in the future (Ghosh & Shum 2019). Secondly, a written warning could be given to GM explaining the problem in detail.
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Question 2
The supporting reason for taking such actions against the General Manager needs to be provided in this last section. Our experts assure that they provide the best Bachelor of Business assignment help in South Wales, Australia by providing supporting reasoning derived from credible sources.
There are several reasons for taking the above-mentioned actions. Firstly, since GM has been a good employee for 5 years and always performed his work in a satisfactory manner. Therefore, a verbal warning will be given to GM to remind him that he must modify his conduct or else face official disciplinary action (Tsaur & Tang 2013). Secondly, A written warning letter is more detailed and mentions repercussions that could be faced by an employee when the mentioned behavior or issue is not addressed or improved within a given timeframe (Warning 2022).
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