Keys to Success in Multinational Companies
Best practices policy is a list of practices developed to ensure business activities conducted by an organization follow high standards of safety, security, and ethics. Design and implementation of such policy is especially important when expanding business to foreign countries, since it allows better responding to challenges that might arise in foreign business environment. Best practices policy is developed for a food industry enterprise.
Best Practices Policy
Sanitation
Development and implementation of sanitation best practices policy at the food industry enterprise is of primary importance, since proper sanitation increases food safety and prevents spreading of foodborne diseases. Employees contacting with food products should wash their hands before contacting with food products, when changing tasks and after they engage in activities that contaminate hands, such as using the toilet, cleaning, or handling money. Employees are required to wash their hands thoroughly with soap and sanitizer. Hand-washing facilities have to be equipped with disposable paper towels, hands-free water tap and foot-operated refuse bin (AVA, n.d.) to prevent cross-contamination of clean hands. Before entering the toilet, employees have to take off their working uniform and leave it in changing room to keep it clean. If some disruptions in water supply occur, food production has to be stopped, while proper sanitation will be impossible.
Eating and Drinking
Food and drinks for personnel have to be kept in tightly closed containers in separate refrigerator not to contact with the food prepared for consumers. Eating and drinking should occur only at the company’s kitchen for employees during their lunch time, and the dishes used have to be washed and put away immediately afterwards. Eating and drinking at workplaces is not allowed. Trash and leftovers have to be properly and timely utilized.
Conflict Resolution
Conflict resolution policy is developed to promote safe and healthy working environment by encouraging open communication and ensuring timely and fair settlement of conflict issues. Employees have a right to involve in informal and formal complaint process, and all complaints have to be filed not later than in five days after a conflict arose. Informal conflict resolution implies that an employee approaches their immediate supervisor and discusses the problem with them. If not sufficient, employees are free to express their complaints formally in written form. Complaints have to be addressed to their supervisor or HR manager. The latter are obliged to find a solution and reply in writing within five working days. If the issue is complicated, mediation method is applied that implies involvement of a third party in conflict resolving to support effective communication and enhance reflection (Brubaker, 2014). Mediator has to be chosen among HR staff that has been trained on conflict resolution.
In-House Teams
To keep in-house employees informed, promote communication and improve motivation, staff meetings are conducted once in a month during not less than two hours. The meetings are conducted at the beginning of each month to analyze the results of the work done in the previous month, celebrate …
