Open Door Policy
Open door policy is one of the management techniques that are seen to have worked for too much organization. Here the command puts the employees at the center of everything. They value the wellbeing and the critical welfare of the employees. As it stands, most companies have realized that the workers form the backbone of every institution (Findlay, & Xin, 2015). They are therefore at the center of every activity that happens in any firm. Over the years, open door policy has been viewed as the way to go regarding employee inclusion. This paper looks at the various tenets of the open door policy that makes it unique and acceptable to various stakeholders in a workplace (Swansburg, & Swansburg, 2002). Instinctively, we would consider the nature and the value of the reporting lines in case of any situation at hand for this policy in an organization.
Additionally, a closer look at the statement of encouragement will be done to give much attention to the very existence of pillar for this policy stands. What should be reported to these incidences will also be discussed here. The persons that are designated to be reported to are also mentioned here for clarity and better understanding. Additionally, the central tenets on the reproach and victimizations on the reporting lines are given much priority here (Bohlander, & Snell, 2010). The priority is given to expound on the real advents of how the report will be received and given attention to. Lastly, we look at the response of the management and the timeliness of the response that guarantees satisfaction of the same.
Statement of importance
In open door policy, the management values each and every employee. Every work has the right to information and knowledge of the company. It is an astounding fact that the management cannot inculcate its policies without the employees. This policy seeks to include the employees in the decision making and ensures that they participate at all times. In so doing the company geared towards ensuring that the opinion and the interest of everyone are heard and taken into consideration (Van, 2005). The nation is given much attention because the employees are the biggest revenue drivers in the company. For this reason, we believe that the employee effort in the inception of every activity is taken care of as and when it occurs. The company will give attention to any claim, pressure or concern on an equal basis (Findlay, & Xin, 2015). This treatment is one of the ways of appreciating the actual value of the employees and assuring them that they deserve to be in the company and that they are the most fundamental part of the firm.
Communication is the most vital determinant factor in the prosperity, growth and development of the whole company. It should be noted with concern that most productive interactions always occur due to effectively stratified communication. With the open door policy in place, the firm is in a good position to set the reasonable ground for discussion. The flow of information from the top t bottom and from the bottom to the upper part of the organization is very vital for the growth of the same. Without communication, most of the arms of the firm are incapacitated (Findlay, & Xin, 2015). The incapacitation can only be removed through the inculcation of the open policy.
Some of the tenets of communications that open door policy brings on board are: even as the employees communicate various issues to the management; they are expected, to be honest, and carry out themselves with a high sense of integrity. The integrity brings on board the advent of sincerity and reporting without any malice or ill intentions (Findlay, & Xin, 2015). The employee should also exude empathy to their safety and the safety of their colleagues. For example, if one of the employees get injured in their line of duty, the partner should be responsible for them. The member should leave any production process that they were doing and attend to the fellow. We believe that the workforce is a system. If one of the employees is down and cannot perform well, the resultant effect will be the whole system crumbling down (Van, 2005). It is also expected that employees and manager value each other professionally and education wise. This notion helps the company growth in a wholesome manner. It is due to this stance that most companies embrace this kind of policy because it does not discriminate anyone.
Reporting and the reporting lines
Every firm understands the nature and the impact of reporting lines and the value of authority in a company. As it stands now, open door policy experts and every associate to report all matters as and when they arise. This notion is important because it gives courage to any individuals in the firm who has a burning issue to raise it a give a resounding reason they feel it is a matter that needs to be addressed (Van, 2005). Additionally, the company recognizes that the reporting should be done to any person at the management level. This connotes that if one the line managers to who you are supposed to report to is not there, it is important to escalate the matter to the higher authorities so that it can be acted upon immediately. When reporting an incident, it also recommended that you report to the safety representatives who may of much help as and when the need arises (Findlay, & Xin, 2015). It is also important to note that under this policy, the reporting is without any fear of reprisal. Passing on of grievances will not in any way cause victimization. The incident report is as outlined below.
The managers are quite aware of their responsibility and how to handle any challenges that have been leveled at them by their subordinates. This notion is not withstanding that fact that every employee is expected to act with a high level of professional integrity and honest (Findlay, & Xin, 2015). In line with these connotations, the line manager is supposed to exhibit the high sense of maturity in handling various cases that might affect the productivity of the employees. Their role in this stance is to give the correct directions as and when they asked by their subordinates. There are some issues that the outlined to be raised by the workers in their line of duty as they carry out their activities (Roussel, 2013). These include the questions about their area of work, the suggestions brought forward that could be helpful to the company, critical incidences that the employee might feel very necessary to bring to the book.
Additionally, we have the injuries and the critiques leveled by the employees on their fellow employees or to their managers. To maintain high-level privacy, anonymous suggestions are always allowed in the company. The primary aim of the anonymous reporting is to bring on board the advent of reduction of victimization that might occur in the business. Additionally, we value the autonomy of the employee even as they report these safety cases to the management. With the introduction of the suggestion boxes, it will be a better way of getting honest information from the employees that would help the firm to improve in the areas that have vulnerability (Findlay, & Xin, 2015).
Treatment of the reports received
In it indicated according to the open door policy that if an officer gets a report from any of the subordinates, timelines should be exuded. This notion means that the personnel concern should hit the road running by addressing the concern immediately. The immediate response is required to reduce the level of anxiety and loss of time as a resource (Bohlander, & Snell, 2010). The persons receiving these safety reports are expected t o file these reports and deliver them to the safety department. The turnaround time for these responses should be almost immediate to reduce the incidences of losses that are uncalled for. If the turnaround time is not met, the officer in charge is expected to give a detailed explanation as to why such discrepancies happened. The risk assessment form to be used as shown below.
In accordance with this policy, the management has very critical responsibilities to uphold. One of them is to treat all the reports and injuries professionally and seriously. This notion is to defend the professional integrity and reputation of the company (Aswathappa, 2005). Additionally, the management has the responsibility of communicating effectively so that all the bases are covered within the context of regulations. A proactive response is also required to be exhibited by the management even as they address these issues and suggestions. After the assessment of the risks and the correct measure taken, the following certificate should be issued accordingly.
Aswathappa, K. (2005). Human resource and personnel management: Text and cases. New Delhi: Tata McGraw-Hill.
Bohlander, G. W., & Snell, S. (2010). Managing human resources. Mason, OH: South-Western Cengage Learning.
Findlay, C. C., & Xin, L. (2015). Management not motivation: Questions and answers about China’s open door policy. Canberra.
Roussel, L. (2013). Management and leadership for nurse administrators. Burlington, MA: Jones & Bartlett Learning.
Swansburg, R. C., & Swansburg, R. J. (2002). Introduction to management and leadership for nurse managers. Boston: Jones and Bartlett.
Van, G. B. (2005). Managing workplace conflict: Alternative dispute resolution in Australia. Annandale, N.S.W: Federation Press.