Refer to the following scenario for the next 3 questions.A midsized manufacturing company sells products directly to consumers, hires employees primarily from its local area, and aggressively opposes all employee efforts to organize or to form a union. Shortly after a new HR manager joins the company, an employee claiming to speak on behalf of other employees demands that the new HR manager change employees’ working conditions and threatens to organize if employees’ requests are unmet. The HR manager shares this interaction during a meeting with the HR director. The HR director informs the HR manager of the companys current struggles with productivity and its inability to manage or settle any labor disputes. The HR director also advises the HR manager that although employees have made similar threats in the past, those efforts to organize did not take place. The HR director provides the HR manager with data describing the financial performance deficit the company is experiencing and advises the HR manager to quietly manage employees’ complaints. After the meeting, a reporter in the local news media contacts the HR manager regarding communication with an employee of the company concerning poor working conditions.
Given the repeated threats to organize as a union, which action is best for the HR manager to recommend to prevent similar threats from occurring in the future?
AnswersEncourage employees to openly share concerns with company leadership.Revise the hiring process to select candidates capable of working in the current conditions.Resolve all concerns regarding the working conditions indicated by the employee.Provide financial incentives to top-performing employees.
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