Employee Safety in the Workplace

Organizational Behavior "World of work" Drawing from chapter 9 of the class reading, there is no equality in work, and it will never be. Male have dominated top leadership positions while women are left to do care taking jobs in the society, such as taking care of the elderly. These are mere wage jobs that need less time. This chapter also presents the issue of interest as many young women have not realized that being in a career such as engineering, can also be a "helping" occupation.

As such, the society has not only lost talented women from the world of work. It has also lost talented men in the domestic world. Men have the potential to be excellent caregivers as studies indicate the significance of fathering four children (O'Brien, 2007). Based on the equal right to employment code, the right to "equal treatment pertaining employment" defends women in all areas of employment, such as applying for a job, training, recruitment, transfers, terms of apprenticeship, promotions, dismissals, layoffs, and terminations.

It also includes rate of pay, work conduct, hours of work, overtime, vacations, benefits, shifts, performance assessments, and self-discipline. An essential starting point when adhering to all the code is to have a workplace where human rights are respected (O'Brien, 2007). Organizations must design a world of work so that anyone irrespective of sex, gender, or family status can work without feeling discriminated.

When establishing up new policies, rules and procedures, buying new equipment or developing workstations, companies should take decisions and choices that do not create limitations for individuals covered under the code. For example, people can ignore sex, gender, or family status and hire people because they are qualified. This means that employers should take a practical approach, integrating a human rights attitude into all that they do.

Because discriminatory limitations to access to the world of work remain for vulnerable groups such as women and the disabled, recognized by the code, the society's efficiency and ability to contend need that such individuals be included. Therefore, there is a need to ignore race, age, and gender and hire people because they are qualified. In addition, employers should tap the potential of the youth, older persons, women, aboriginal people, and the disabled that are underused in the provincial labor market.

Therefore, human rights in the world of work are not a minor issue of interest only to some companies, especially on the hardworking women. Rather, human rights in the world of work are a significant issue affecting all workers, potential workers and companies at different levels (O'Brien, 2007). Applying the measures defined in this section will help companies on the path to a diverse and inclusive world of work. Such a world of work calls for organizations to put a lot of emphasis on collegiate knowledge, for both women and men.

My rationale is that collegiate knowledge is a crucial business source providing a sustainable competitive advantage in a dynamic and competitive economic system. To obtain a competitive advantage, companies must depend on staffing and training techniques that selects workers with the desired knowledge, abilities, capabilities, or competencies. Alternatively, the strategies may assist workers in obtaining the competencies. Organizations must also consider how to exchange knowledge and skills from professionals who have it to beginners who need to know.

This means that companies need to insist and exploit knowledge-based sources that already are available within the organization (O'Brien, 2007). Many professionals and companies have identified the commercial importance of hiring women: and the idea of the diverse organization has been a main orienting point in this. Authors have desired to recognize ideal forms, which actual companies could.