HUMAN RESOURCE MANAGEMENT

Scenario:

A highly marginalized fish vendor was incarcerated and punished for violating ECQ. A high-ranking official of a law
enforcement agency keeps his post for BIRTHDAY FEAST amid ECQ.

Taking into considerations the perceived challenges of HR Management, how will you propose to address these disturbing and
conflicting scenarios so as to obviate DEMORALIZATION among those in the workplace as an off shoot of the same.

The two scenarios presented create a clear double standard in the application of rules and regulations. To address these
issues and prevent demoralization among employees, here are some proposals:

1. Review and revise policies: It is important to review and revise policies to ensure that they are clear, fair, and applicable to
all employees, regardless of their rank or position. This includes policies related to ECQ violations and employee conduct.
Here are some key considerations when reviewing and revising policies:
a. Clear and concise policies: Policies should be clear and concise, and written in a language that is easily understood
by all employees. This can help prevent confusion or misunderstandings about the rules.
b. Fair and consistent policies: Policies should be fair and consistent, and applied to all employees, regardless of
their rank or position. No exceptions should be made for any employee, as this can create an environment where
employees feel demoralized and resentful.
c. Comprehensive policies: Policies should be comprehensive and cover all relevant areas related to ECQ violations
and employee conduct. This can help ensure that all employees are aware of what is expected of them, and the
consequences of non-compliance.
d. Up-to-date policies: Policies should be regularly reviewed and updated to reflect changes in laws, regulations, and
best practices. This can help ensure that policies remain relevant and effective.
e. Communicate policies: Policies should be communicated to all employees through regular training, meetings, and
other channels. This can help ensure that employees are aware of the policies and understand their
responsibilities.

2. Clear communication of expectations and consequences: It is important to communicate the expectations and
consequences of violating the ECQ regulations to all employees. This should be done in a way that is easily
understandable, and in a language that is accessible to all employees. This can help prevent any confusion or
misunderstandings about the rules. Here are some key considerations when communicating expectations and
consequences:
a. Clarity: The communication should be clear, concise, and easy to understand, and should avoid any technical
jargon or legal terms that may be difficult for employees to comprehend.
b. Accessibility: The communication should be accessible to all employees, regardless of their literacy level or
language proficiency. This may involve using multiple languages or providing translations.
c. Frequency: Communication should be done regularly, and not just at the start of the ECQ period. This can include
reminders, updates, and reinforcement of the rules and consequences.
d. Channels: The communication should be delivered through various channels, such as email, posters, newsletters,
or company intranet. It is also important to consider the possibility of verbal communication, such as team
meetings.
e. Clarity of Consequences: The communication of consequences for violating ECQ regulations should be clear and
consistent. Employees should be made aware of the consequences for violating the rules, which can include
disciplinary action, fines, or imprisonment.
f. Encouraging reporting: Employees should be encouraged to report any violations of the ECQ regulations they
observe, without fear of retaliation. This can help ensure that everyone is held to the same standards.
3. Investigate: An investigation should be conducted to determine the circumstances surrounding both cases. This can help
identify any systemic issues and ensure that the appropriate action is taken. Here are some key considerations when
investigating:
a. Objective investigation: The investigation should be objective, impartial, and free from any bias or influence. It
should be conducted by a neutral third party or an internal investigation team.
b. Gather evidence: The investigation should gather all relevant evidence, including witness statements, documents,
and other supporting materials.
c. Analyze the evidence: The evidence should be analyzed to determine the facts surrounding each case and identify
any possible violations.
d. Identify systemic issues: The investigation should also identify any systemic issues that may have contributed to
the double standard. This can include policies that are not clear or inconsistent, or a culture of favoritism or
discrimination.
e. Take appropriate action: Based on the findings of the investigation, appropriate action should be taken to address
the issues identified. This may include disciplinary action, policy changes, or training and awareness-raising
activities.
f. Communicate the results: The results of the investigation should be communicated to all employees, along with
the actions taken. This can help build trust and transparency and prevent rumors and speculation.

4. Hold accountable those who violate policies: Hold accountable those who violate policies, regardless of their rank or
position. This can help ensure that policies are applied consistently and fairly. Here are some key considerations when
holding employees accountable for policy violations:
a. Consistency: All employees who violate policies should be held accountable in the same way, regardless of their
position or seniority within the organization. This ensures that policies are applied consistently and fairly.
b. Transparency: The process of holding employees accountable should be transparent and clearly communicated to
all employees. This can help build trust and maintain the integrity of the organization.
c. Investigation: Any alleged policy violations should be thoroughly investigated to ensure that the facts are clear,
and that appropriate action is taken.
d. Consequences: The consequences for policy violations should be clearly defined and communicated to all
employees. This can include disciplinary action, termination, or legal action if appropriate.
e. Documentation: All instances of policy violations and the actions taken in response should be well-documented.
This can help ensure accountability and provide a clear record of the organization's response to policy violations.
f. Training and prevention: Preventing policy violations through training and awareness-raising activities can help
reduce the need for disciplinary action. It can also help ensure that employees understand the policies and the
reasons behind them.

5. Training and awareness-raising: It is important to provide training and awareness-raising activities to all employees to
ensure they understand the importance of complying with the ECQ regulations, and the consequences of non-compliance.
This can be done through workshops, seminars, and regular communication through internal messaging channels. Here
are some key considerations when conducting training and awareness-raising activities:
a. Content: The training and awareness-raising content should be relevant, comprehensive, and tailored to the
needs of the organization and the employees. This should include information about the ECQ regulations, the
reasons for their implementation, and the consequences of non-compliance.
b. Delivery: The training and awareness-raising activities should be delivered through various channels, such as
workshops, seminars, and regular communication through internal messaging channels. It is also important to
consider the possibility of online training or e-learning modules.
c. Frequency: The training and awareness-raising activities should be conducted regularly, and not just at the start
of the ECQ period. This can include reminders, updates, and reinforcement of the rules and consequences.
d. Engagement: The training and awareness-raising activities should be engaging and interactive, to ensure that
employees are actively participating and retaining the information. This can include role-playing, case studies, or
group discussions.
 e. Monitoring: The effectiveness of the training and awareness-raising activities should be monitored regularly. This
can be done through feedback surveys, observations, or other evaluation methods. Any issues or gaps should be
addressed promptly.
f. Reinforcement: The training and awareness-raising activities should be reinforced through regular
communication and reminders. This can help ensure that the information is retained and put into practice.

6. Ethical leadership: Leaders must set a good example by following the rules and regulations themselves. They should be
held accountable for any violation and be subject to the same consequences as any other employee. This can help build
trust and respect among employees and ensure that the workplace is a fair and just environment for all. Here are some
key considerations when it comes to ethical leadership and promoting a positive workplace culture:
a. Leading by example: Ethical leaders set a good example by following the rules and regulations themselves. They
are role models for their employees and demonstrate the behaviors and values that are expected in the
workplace.
b. Encouraging transparency: Ethical leaders encourage transparency by promoting open communication and a
culture of honesty and integrity. This helps build trust and respect among employees and ensures that everyone
is working towards the same goals.
c. Fostering a culture of respect: Ethical leaders foster a culture of respect by promoting diversity, equity, and
inclusion. They treat all employees with dignity and respect, and they do not tolerate any form of discrimination,
harassment, or abuse.
d. Holding themselves and others accountable: Ethical leaders hold themselves and others accountable for their
actions. They do not make exceptions for themselves or anyone else and ensure that the rules and regulations are
applied consistently and fairly.
e. Encouraging feedback: Ethical leaders encourage feedback from their employees and are open to constructive
criticism. They use this feedback to improve their leadership skills and to make changes that benefit the
workplace.

By implementing these proposals, an organization can address the double standard created by the two scenarios presented
and prevent demoralization among employees. It is important to create a workplace culture where rules are applied
consistently, and where all employees are treated fairly and with respect.