Behavioral Integrity
Davis and othstein (2006) conducted a meta-analysis about the effects of perceived behavioral integrity of managers on employee behavior. Their analysis only included 12 studies, which is small for a meta-analysis, illustrating perhaps that this is a thinly-studied subject. They found that in these studies there was a "strong positive overall relationship between the perceived behavioral integrity of managers and the employee attitudes of job satisfaction, organizational commitment, satisfaction with the leader and affect towards the organization" (p407). They also identified in their study a couple of potential moderators for this relationship, including the gender of the employee and the distance between employee and leader in the organizational structure, and considered that future studies could examine these moderators further.

Kottke & Pelletier (2013) looked at how to measure the perceptions of supervisor and top leader ethics in an organization. Their exploration sought to build on prior work (of Pelletier), using…...

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References

Cohen, J. H., Foglia, M. B., Kivong, K., Pearlman, R., & Fox, E. (2015). How Do Healthcare Employees Rate the Ethics of Their Organization? An Analysis Based on VA IntegratedEthics® Staff Survey Data. Journal Of Healthcare Management, 60(3), 169-185 17p.

Davis, A. L., & Rothstein, H. R. (2006). The Effects of the Perceived Behavioral Integrity of Managers on Employee Attitudes: A Meta-Analysis. Journal of Business Ethics, (4). 407.

Kennedy, K. (2012). An Analysis of Fraud: Causes, Prevention and Notable Cases. University of New Hampshire Scholars' Repository. Web.

Kottke, J., & Pelletier, K. (2013). Measuring and differentiating perceptions of supervisor and top leader ethics. Journal of Business Ethics, 113(3), 415-428. doi:10.1007/s10551-012-1312-8

Hostile Work Environment
The term "hostile work environment" has a wide range of meanings and definitions. Obviously, how precisely it is defined would vary based on the role or position of the person involved, their opinion about things employer rights, employee rights and unions and one's general feeling about what is and is not acceptable when it comes to general or work-based interactions with others. Others still may cast too wide a net when they define the word "hostile." egardless, litigation can and does happen relative to these events, either isolated or continuous, and union-related situations are often decided by the NLB. The author has been asked to find a NLB case that involves a hostile work environment, suggest risk management strategies that could mitigate or prevent situations from becoming lawsuits or NLB cases and offer other relevant analysis. The American Showa/Teamsters case proves that even if an employee provably and…...

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References

EEOC. (2016). Pre-Employment Inquiries and Arrest & Conviction. Eeoc.gov. Retrieved 19 June 2016, from  https://www.eeoc.gov/laws/practices/inquiries_arrest_conviction.cfm 

HR Specialist. (2016). Unions in the spotlight: What employers can and can't do - HR Specialist. Thehrspecialist.com. Retrieved 19 June 2016, from  http://www.thehrspecialist.com/36119/Unions_in_the_spotlight_What_employers_can_and_can_t_do.hr?cat=tools&sub_cat=white_paper 

NLRB. (2016). American Showa w / Teamsters. National Labor Relations Board. Retrieved 19 June 2016, from  https://www.nlrb.gov/case/08-CA-031106

Employee Privacy Torts
Issues relating to employee privacy have been at the forefront of businesses for many years. This has been fuelled by the dynamic workplace which changes constantly and also by employees and employers being more litigation-conscious. Technology has also spurred on employee privacy issues with e-mail and the internet being related to heightened concerns about vulnerability of employers to litigation. Many employers have thus exacerbated their concerns relating to employee privacy and especially monitoring of employee behavior. Employee privacy is respected in many of the large corporations. However, there still exist some breaches in employee privacy. Small business owners are at most risk as a result of their increased monitoring practices and close employer-employee interaction.

Historical background

oberson v. ochester Folding Box Company

One of the major cases that brought employee privacy to the limelight was oberson v. ochester Folding Box Company

Franklin Mills Co. decided to appeal the decision. The appellate found…...

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References

Anderson v. City of Philadelphia, 845 F. 2d 1216 (1988).

Borse v. Piece Goods Shop, 963 F.2d 611 (1991).

Burlington Industries, Inc. v. Ellerth, 524 U.S. 742 (1988).

City of Ontario v. Quon, 130 S.Ct. 2619, 560 U.S. (2010).

Employee Privacy Torts
History of Employee Privacy

Changing Trends of Employee Privacy

Impact of Innovative Technology on Employee Privacy

ole of Social Media towards Employee Privacy

Impact of Changing Community/Society on Employee Privacy

Adaptation to the new Environment pertaining to Employee Privacy

Employee Monitoring and Surveillance

Laws and Employer Policies for Text Messaging and Social Media

Electronic Communication Privacy Act

Monitoring of Employee Conversations over Telephone & Email

ecommendations for creating Effective Policies

Future Implications of Employee Privacy

As years have passed and the human race has penetrated into the epoch of twenty first century, the technological advancements have conquered almost every facet of human life, especially the workplace. The widespread platform of the internet has become the integral part of a person's life, in the same manner as businesses are employing technological advancements to perform numerous activities like internet infrastructure, maintenance of computers and so on. It means that the human race is residing in a magnificent era where the flow of…...

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References

Baker, D., Buoni, N., Fee, M. & Vitale, C. (2011). Social Networking and Its Effects on Companies and Their Employees. Retrieved from:  http://www.neumann.edu/academics/divisions/business/journal/Review2011/SocialNetworking.pdf 

Bergh, N.V.D. (2000). Emerging Trends for Eaps in the 21st Century. Haworth Press, Incorporated.

Campbell, D. (2007). The Internet 2007: Laws and Regulatory Regimes. USA: Lulu.com.

Cate, F.H. (1997). Privacy in the Information Age. USA: Brookings Institution Press.

7. Fenn, P., & Ashby, S., 2004. Workplace risk, establishment size, and union density. British Journal of Industrial Relations, 42, 461 -- 480.

8. Griffin, M.A., & Neal, A., 2000. Perceptions of safety at work: A framework for linking safety climate to safety performance, knowledge, and motivation. Journal of Occupational Health Psychology, 5, 347 -- 358.

9. Neal, A., Griffin, M.A., & Hart, P.M., 2000. The impact of organizational climate on safety climate and individual behavior. Safety Science, 34, 99 -- 109.

10. Hechanova-Alampay, R.H., & Beehr, T.A., 2001. Empowerment, span of control and safety performance in work teams after workforce reduction. Journal of Occupational Health Psychology, 6, 275 -- 282.

11. Kaminski, M., 2001. Unintended consequences: Organizational practices and their impact on workplace safety and productivity. Journal of Occupational Health Psychology, 6, 127 -- 138.

Turner, N., & Parker, S.K., 2004. The effect of teamwork on safety processes and outcomes. In J. Barling &…...

Employee: How Companies Profit by Giving
Response

I think the confusion might arise from the fact that the way in which the author is using the terms 'motivation' and 'recognition' are very specific to the workplace. While it is true that children may 'act out' to get negative recognition, this is much rarer for employees, or at least not to the same degree because workers have the pressures of obtaining a paycheck. However, sometimes workplaces can unintentionally reward asocial employee behavior, thus motivating employees to continue to undermine overall productivity. A very competitive workplace may have a policy of praising employees who are extremely cutthroat and give these workers bonuses. But ultimately, this undermines a cohesive sense of organizational mission and creates a group of employees who pursue their own interests, not the interests of the company.

Response

I would have to very respectfully disagree with your assertion that employees do not care…...

Acceptable Use Policy
Employee Acceptable Use Policy

E-mail Policies and Procedures

INSTANT MESSAGING

Instant Messaging Policies and Procedures

NETORK AND INTERNET

Personal Responsibility

Permitted Use and Term

Availability and Access

Content and Communications

Privacy

Downloaded Files

Confidential Information

Prohibited Activities / Prohibited Uses

Compliance

Noncompliance

SOFTARE USAGE

Software Usage Policies and Procedures

ACKNOLEDGEMENT OF UNDERSTANDING

Acknowledgement of Receipt and Understanding (Spectorsoft, 2005, pp. 3-8).

ELECTRONIC ACCESS POLICY

The Company provides some, if not all, employees with electronic access, consisting of an e-mail system, a network connection, and Internet/Intranet access. This policy governs all use of the Company's network, Internet/Intranet access, and e-mail system at all Company locations and offices. This policy includes, but is not limited to, electronic mail, instant messaging, chat rooms, the Internet, news groups, electronic bulletin boards, the Company's Intranet and all other Company electronic messaging systems.

EMAIL

2. E-MAIL POLICIES AND PROCEDURES

The Company's e-mail system is designed to improve service to our customers, enhance internal communications, and reduce paperwork. Employees using the Company's e-mail system must adhere to the…...

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Works Cited

Armour, S. (2006, February 20). Companies keep an eye on workers Internet use. USA Today. Retrieved October 30, 2011 from:  http://www.usatoday.com/tech/news/internetprivacy/2006-02-20-internet-abuse_x.htm 

Arnesan, D.W. & Weis, W.L. (2007). Developing an effective company policy for employee internet and email use. Journal of Organizational Culture, Communications and Conflict (11)2, 53-65. Retrieved October 30, 2011 from:  http://www.alliedacademies.org/Publications/Papers/JOCCC%20Vol%2011%20No%202%202007.pdf#page=59 

Case, C.J. & Young, K.S. (2002). Employee internet use policy: An examination of perceived effectiveness. IACIS Issues in Information Systems, 82-88. Retrieved October 30, 2011 from:  http://www.iacis.org/iis/2002_iis/PDF%20Files/CaseYoung.pdf 

Danchev, D. (2003). Building and implementing a successful information security policy. Retrieved October 30, 2011 from:  http://www.itrevizija.ba/materijal/security-policy.pdf

As mentioned above, communication issues are frequent in this company in the case of top-down communication. This is probably because managers do not appreciate the importance of communication, or they prefer not to include their subordinates in the decision making process. The availability of top managers for their subordinates is another issue that must be modified in order to develop a fair organizational culture.

The Glaser test has also revealed some interesting facts about my company that I did not manage to observe previously, probably because of the involvement in the company's processes. For example, the rather high score in the teamwork and conflict scale reveals that the company is characterized by frequent conflict. Although the atmosphere at work is a rather friendly, collegial, and supportive one, small conflicts tend to develop quickly. This can be attributed to the reduced level of control exerted by the managers as a result of…...

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Reference list:

1. Moss, N. (2001). Quiz: What Is your Corporate Culture? Retrieved March 4, 2011 from  http://www.inc.com/articles/2001/08/23312.html# .

However, it has been a struggle to make employees view that these employee feedback programs are not just a tool for the companies to comply with has been a losing battle eports 12.
The good news of the matter is that these employee feedback programs provide duly needed positive and negative feedback which helps the management re-strategize their decision making process.

Organizational culture and employee feedback programs

The culture of the organization must at the same time reflect these employee feedback programs Gupta, Govindarajan and Malhotra 206.

Organizational culture is the personality that is exhibited by an organization through its employees. Members of the organization slowly come to sense this culture and try their best to express it in their actions in various situations. There are several effects of an organization's culture. These include influencing the technologies applied, image of the organization to the public, strategies, services and products of the company and…...

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References

Bogardus, A. Phr / Sphr Professional in Human Resources Certification Study Guide. New York: John Wiley & Sons, 2009. Print.

Earl, Joanne, Melissa Dunn Lampe, and Andrew Buksin. "What to Do with Employee Survey Results." Gallup Management Journal (2008). Print.

Gomez-Mejia, L.R., D.B. Balkin, and R.L. Cardy. Managing Human Resources. London: Pearson/Prentice Hall, 2009. Print.

Gupta, Anil K., Vijay Govindarajan, and Ayesha Malhotra. "Feedback-Seeking Behavior within Multinational Corporations." Strategic Management Journal 20.3 (1999): 205-22. Print.

On the other hand, the comparative value of the real-time presentation must be considered in relation to the potential technical issues involved. Specifically, whereas pre-recorded presentations and self-directed learning online training programs can be tested and perfected in advance to ensure there are no technical problems with delivery, that is not necessarily the case with real-time presentations, especially those involving two-way communications. No matter how much preparation and troubleshooting is conducted in advance, live two-way presentations are notoriously susceptible to technical problems that can interfere with planning and lesson delivery. Moreover, the more computer terminals and office locations involved, the greater that potential for difficulties in execution.

Anticipated Problems

Beyond technical delivery-of-training issues, other anticipated potential problems associated with online employee training include lower levels of individual engagement and reduced opportunity for meaningful interpersonal exchanges. In that regard, even the best corporate instructors cannot implement all of the same teaching techniques across…...

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References

Leader-Chivee, L., Booz Allen, H., and Cowan, E. "Networking the Way to Success: Online Social Networks for Workplace and Competitive Advantage." Journal of People & Strategy. Vol. 31, No. 3 (2008): 27 -- 45.

Robbins, S.P. And Judge, T.A. (2009). Organizational Behavior. Upper Saddle River,

NJ: Prentice Hall.

Stevens, B. "Corporate Ethical Codes: Effective Instruments for Influencing Behavior."

Employee Satisfaction with a Company's Review Process
The following research examines the reason for a decline in employee satisfaction regarding the review process at XYZ, Inc. The results of the survey revealed that sample biases may have confounded the results and that the survey will have to be re-administered to reflect the true attitudes and results of the preliminary research leading up to the current survey. The result showed a high degree of satisfaction with the quality and quantity of management feedback. The results of this survey are inconclusive and further research will need to be conducted to eliminate the possible effects of sample bias.

Delimitations (See Leedy)

Premise

Hypothesis

Research question(s)

Evaluation Objective

Development Objectives

Participants

Researcher

Survey Group(s)

Assistants

Site contact

Timeline

Chapter II

A. Literature Review

B. Introduction

C. General Management Issues

D. Project Related Issues

E. Conclusions

F. Definition of Terms

G. References

H. Project Submission

Chapter III

A. Proposal

B. Introduction

C. Population

D. Sampling

E. Variables and Measures Used

F. Data Collection

G.

Data Analysis Procedures

H. Alternative Methodology (see last page of Chapter III)

I. Data…...

Employee Customer Service Training
New Employee Customer Service Training Plan

Justify the use of a needs assessment of your company's proposed employee customer service training, stressing five (5) ways in which such an assessment would expose any existing performance deficiencies.

The employees of an organization act like the 'driving force' which can either lead the organization towards success or can turn out to be the cause of its failure. A company's progress not only depends on an employee's individual performance but the way these employees communicate with the customers has its own significance. Thus, in order to run a successful organization, it is quite essential to monitor the correlation between the outcomes and the employees' input on a regular basis. To ensure employees' effectiveness, organizations usually remain concerned about training their employees.

Training means a methodical intentional process of changing behavior of organizational members in a direction which contributes to organizational effectiveness. (Hinrichs, 1976).

However,…...

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Bibliography

Eisenberger, R., Rhoades, L. & Cameron, J. (1999). Does pay for performance increase or decrease perceived self-determination and intrinsic motivation? Journal of Personality and Social Psychology, 77, 1026-1040.

Gerow, J.R. (1997). Psychology -- An Introduction. 5th Edition. New York: Longman.

Hinrichs, J.R. (1976). Personnel training. In M. Dunnette (Ed.), Handbook of industrial and organizational psychology. Skokie, IL: Rand MsNally.

Miller & Osinski (1996). Training Needs Assessment. Retrieved November 18,

Employee Empowerment and Price Penetration
ecent developments in the world of business offer strong examples of employee empowerment culture and penetration pricing.

Cultivating a culture of employee empowerment can increase a company's agility by freeing employees from the constraints of top-down bureaucratic decision making and decreasing the time it takes to identify and resolve customer problems. Electronics retail giant Best Buy's Twelpforce is an example of an employee empowerment concept that involves harnessing the power of online social media to identify and address customer service issues.

Customers often vent their frustrations concerning products and services online via social networking media. Twelpforce is a group of more than 2,500 Best Buy employees who have access to an employee-developed system that monitors social media feeds like Twitter and Facebook and alters the group members to posts that mention Best Buy. Twelpforce members are in positions throughout the company and around the nation. Together, compose a…...

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References

Bernoff, J., & Schadler, T. (2010). Empowered. Harvard Business Review, 88(7/8), 94-101.

Furtwengler, D. (2011, February 7). Penetration pricing: Good strategy or self-inflicted wound? Retrieved from  http://www.retailcustomerexperience.com/blog/5401/Penetration 

-pricing-Good-strategy-or-self-inflicted-wound

Gallagher, D. (2011, March 2). Wall Street analyst breaks down iPad price advantage. Wall Street Journal. Retrieved from  http://online.wsj.com/article/BT-CO-20110302-710065.html

Employee ecruitment and Selection
In basic terms, the behavioral interview model seeks to determine how interviewees respond to various challenges and situations. In that regard, questions likely to be asked in a behavioral interview have got to do with how the said interviewees have responded to specific situations in the past. In this text, I use the behavioral interviewing model to formulate a number of interview questions. The appropriateness and legality of the questions will also be taken into consideration.

The Behavioral Interviewing Model: Examples of Interview Questions

All the questions highlighted below seek to find out how interviewees handled specific situations in the past.

Question 1

Give us an example of an instance where you disagreed with a colleague at work and how you handled the disagreement.

Question 2

Tell us of a scenario where you were called upon to be an agent of change and how you went about it.

Question 3

Give us an example of…...

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References

Laton, D. (2006). Developing Positive Workplace Skills and Attitudes. Raleigh, N.C: Lulu.

Employee ecruitment
When setting up and maintaining the human resource files, confidentiality and privacy are always significant at workplace. Today most organizations are taking different steps of ensuring that the information within the organization remains confidential and private, however employees on the other hand are seen not to be concerned of this, therefore it is the work of the top managers to make their employees understand the importance of keeping files such as the human resource files as confidential. The human resources professionals should prevent misuse of personal information by safely storing them to avoid unauthorized access. Maintaining confidentiality of information in organization does not only protect the company from the legal hassles, but it improves the productivity of the employee while providing them with a safer working environment and security (Dogra, 2012).

Maintaining privacy and confidentiality for human resource files is important for varied reasons this is because, it is very…...

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References

Dogra, A. (2012). Confidentiality in the Workplace. Buzzle. Retrieved December 7, 2012, from  http://www.buzzle.com/articles/confidentiality-in-the-workplace.html 

ACAS (2012). Recruitment and selection Promoting employment relations and HR excellence Retrieved December 7, 2012, from  http://www.acas.org.uk/index.aspx?articleid=746

1. Implement monitoring and auditing tools to track and analyze employee behavior, such as network activity, file access, and email communications.

2. Establish clear policies and procedures for data security and access control, including restricting access to sensitive information on a need-to-know basis.

3. Provide ongoing training and education for employees on cybersecurity best practices, including the risks and consequences of insider threats.

4. Conduct regular security assessments and audits to identify potential vulnerabilities and gaps in security measures.

5. Encourage employees to report any suspicious behavior or unauthorized access to sensitive information, and establish a process for investigating and responding to such reports.

6.....

Observable Organizational Culture Elements of Nike

Dress Code: Nike employees are known for their relaxed and casual dress code, which reflects the company's commitment to innovation and creativity.
Physical Workspace: Nike's offices and campuses are designed to foster collaboration and creativity, with open workspaces, comfortable seating, and access to natural light.
Language: Nike uses a specific set of language and jargon that reinforces its values and goals, such as "Just Do It" and "Dream Crazy."
Rituals and Ceremonies: Nike has several rituals and ceremonies that celebrate success and build camaraderie, such as the "Shoe Dog" award and the annual "Innovation....

1. Clearly communicate expectations It is important for organizations to clearly communicate expectations to all employees, including subordinates who may be displaying counterproductive behavior. This can help set clear boundaries and make it easier to address any issues that arise. 2. Provide training and development opportunities Education and development opportunities can help address counterproductive behavior by providing employees with the skills and knowledge they need to succeed in their roles. This can also help improve overall performance and contribute to a positive organizational culture. 3. Offer constructive feedback and coaching Instead of simply reprimanding subordinates for their behavior, organizations should....

In conclusion, addressing counterproductive behavior within an organization is not merely a managerial task but a strategic imperative that influences the entire organizational culture and performance. Throughout this essay, we have explored various strategies to mitigate such behaviors, starting from understanding the root causes like personal dissatisfaction, lack of engagement, or misaligned incentives. Organizations must first recognize these behaviors through vigilant observation and feedback mechanisms. Implementing structured training programs that focus on emotional intelligence, conflict resolution, and team-building can significantly alter the workplace dynamics, fostering a more collaborative and less confrontational environment.

Moreover, the role of leadership in setting the tone....