Assessment 1 (40572/04) 7LMP


Question 1

  • Practical Steps taken to increase levels of trust and employee engagement at Snap-a-Dap

As noted in CIPD (2018), the process of trust is established through putting in place an open, friendly and accommodating practice. The report indicate that recognition of the employees assists the employees in improving their engagement and also assisting building of trust. In the case of Snap-a-Dap organisation operations, it had been characterised by a declined performance owing to issues of trust and engagement issues. This is despite the proprietor of the business operating articulately, energetically and impetuous levels. In order to improve the employee trust and employee engagement, the practical steps include;

  • Step 1- Ensuring all the employees are in the right place– Currently, most of the employees in Snapa-Dap lacks a precise positioning in their operations and in right place. The existence of a them and us culture leads to unclear role category which can be achieved by ensuring the employees are appropriately positioned. This view is supported by Stokker and Hallam (2009) noting that there is a need of adopting appropriate technical skills, behavioural and soft skills by prioritising on a candidate positioning.
  • Step 2: Giving employees freedom in enrolling in a trade union– Employees increase their trust and level of engagement in their organisations when offered with a freedom of enrolling in their trade unions and also having a bargaining power in their organisation. This is since they feel that they are secure in their job functions and also being provided with appropriate and competitive wages in their operations.
  • Step 3: Practicing consistent and transparent communication– Part of the communication process is ensuring that the employees are provided with appropriate grievances and disciplinary procedures in the organisation. The policy would be informally integrated based on varying hunches and personal prejudices. This would have a positive implication in reduction of the employees turnover level and warehouse staff in specifically the much less well-engaged as opposed to the past.
  • Step 4: Producing opportunities for involvement– trust and the engagement of the employees is reduced at a time where the involved stakeholders make decisions without their input. This can be achieved by ensuring that children are not involved in working in the dirty and unsafe working conditions. Appropriate working hours would be worked with all requirements being achieved without negative compromises.
  • Step 5: Mitigating any harassment and organisation values– It is evident that Snapa-Dap organisation has been negatively impacted by the issues of sexual harassment at the social events organised by the organisation employees. This can be established by setting appropriate legislations for avoiding the harassment issues and setting appropriate values to be adopted in line with the organisation expectations. The values would have to start by being set by Shawn himself by avoiding controversial issues such as being seen drank as he is the carrier of the brand.
  • Step 6: Transparency about the company– This can be achieved by Shawn being transparent in regard to their current approach in improving the trust levels and engagement. This is by implementing thematic meetings by engaging different individuals in active discussions and sourcing for solutions for an entity encountered issues (Pro Sky, 2020).

Question 2

  • Ensuring good, basic standards of employment practices are adhered to by its Major Suppliers in India

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