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Employers May Require Psychological Examination

Labor management issues and strategies within an organization are an intricate affair requiring the participation of essential personnel, as well as the employees themselves. In today’s contemporary world, every facet of employee welfare is considered and analyzed on a microscopic level to ensure that all parameters are covered and that employees are not prejudiced when performing their duties and responsibilities both within and outside of the organization. One of the major issues affecting labor management involves the maintenance of sound behavioral conduct that constitutes a professional and morally upright individual. Therefore, this report will analyze the major challenges involved in psychological management of employees by the human resource officers to ensure that they maintain professional conduct and outline their behavior s to the organizations’ code of conduct.

According to the article by Mathew Neff, titled “Employers May Require Psychological Examination”, it presents a situation where a member of the top management is forced to take drastic actions in influencing a behavioral change in one of his employees (2014). The strategy suggested is the employee engagement with a counselor to perform a psychological examination and treatment for the employee’s emotional issues. A refusal by the employee to undertake this advice to seek counsel then results in their becoming relieved off their duties. A contest of this dismissal in court yields a verdict from two different courts with different views regarding the employee’s dismissal based on her alleged ‘psychological breakdowns’. The higher court rules that this dismissal is prejudicial and unconstitutional since two incidents of misconduct should not be construed as a complete breakdown in psychology and one’s ability to perform their assigned tasks and duties.

One of the core principles of human resource management is ensuring that employees adhere to a strict code of conduct as provided for in the company mission, vision, policy guideline, and rules, laws, and regulations of the company (Kouzes and Barry, 2011). A contravention of any of these would be construed as disrespect of the organization and poor moral conduct that could warrant an assortment of punishments based on the veracity of the offence or contravention committed by the employee. In this regard, there are guidelines on how employers can a set of steps to tackle a situation, rather than resorting to direct severe punishment of the employee. This is considered as giving the employee a second chance at reforming their conduct early and continuing in a manner that the company expects.

In retrospect, this strategy is important since dismissal of employees always results in the additional headache of beginning the selection, recruitment and hiring of new employees to fill the void that is left. This process is usually time consuming and expensive to the organization due to the training and education that is to be given to the new employees. Therefore, companies avoid this hurdle by ensuring that turnover rates are reduced through the employment of a set of measures aimed at maintaining the employees within the organization. The article is representative of this analogy since instead of outright dismissal of the wayward employee; an alternative measure is presented to the employee that could guide them towards changing the behavioral trends and encompassing one that is representative of the company’s code of conduct and safety standards (Neff, 2014).

Labor management also requires the adherence, understanding, and implementation of employees laws enacted under the constitution. There are different laws such as employee’s act, international labor laws, and environmental laws, among others that are used to protect the employee against unfair treatment by their employers. These laws have been crafted in a manner that ensures that the rights and freedoms of the employees are protected within the workplace without bias. A contravention of any of the outlined laws is considered a breach of the constitution and an assortment of adversities can be labeled and implemented on the employers depending on the law that has been broken and the veracity of the offence. In the case of the dismissal of the employee due to her conduct, the court considered this action as a breach of the law since the employee was victimized and unfairly treated for actions, which cannot be entirely considered as complete disregard of the organization’s code of conduct and safety standards (Neff, 2014).

Finally, providing a link between managing employees and managing their lives is an intricate affair that should be handled cautiously to avoid impeding on their privacy and freedoms of association, movement, and expression. In this context, human resource management should instead focus on analyzing employee work output and providing avenues through which employees can be able to use to improve on their work and lives. Some of the methodologies being used in the contemporary world are such as provision of counseling services, and education and training of the employees on stress management, better work output, and skill improvement. The human resource management could also promote a cohesive culture within the organization that ensures that employees share their feelings and emotions with each other.

References

Kouzes, J. M. and Barry, Z. P. (2011). Credibility: How Leaders Gain and Lose It, Why People Demand It. London, UK: John Wiley & Sons.

Neff, M. (22 September 2014). Employers May Require Psychological Examination. Society for Human Resource Management. Retrieved 13 April 13, 2015 from http://www.shrm.org/legalissues/federalresources/pages/employer-may-require-psychological-examination.aspx