Employee Behavior Essays (Examples)

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Employee Privacy Torts

Words: 7119 Length: 25 Pages Document Type: Essay Paper #: 96826900

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…… [Read More]

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).
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Employee Relations Develop a Strategy Specific to

Words: 1831 Length: 5 Pages Document Type: Essay Paper #: 16192930

Employee elations

Develop a strategy specific to your organization for integrating job performance and training.

Job performance is an integral aspect within the health care services industry's overall. For one, it holds both associates and management accountable for their respective actions. This accountable provides a means of deterring any subpar performance on the part of employees who might otherwise be a detriment to the overall operations of the firm. By linking job performance to training, the organization can train those deficient in certain skills. In many instances training allows a means for personnel to acquire skills deemed necessary by leadership. By integrating both concepts, organizations can minimize waste while also growing talented personnel within the organization. This is particular important in regards to the changing landscape of the health care industry overall. Excessive and meaning regulation has created fundamental change within the industry overall. As such, job training must reflect…… [Read More]

References:

1) Draper, Elaine, Joseph LaDou, and Dan J. Tennenhouse. 2011. "Occupational Health Nursing and the Quest for Professional Authority," New Solutions 21, 47 -- 81

2) Fang, D., Wilsey-Wisniewski, S.J., & Bednash, G.D. (2006). 2005-2006 enrollment and graduations in baccalaureate and graduate programs in nursing. Washington, DC: American Association of Colleges of Nursing

3) Levsey, K.R., Campbell, D., & Green, A. (2007). Yesterday, Today, and Tomorrow; Challenges in Securing Federal Support for Graduate Nurses. Journal of Nursing Education, 46(4), 176-183

4) Lucia, Patricia R.; Otto, Tammy E.; Palmier, Patrick A. (2009). "Chapter 1
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Employee Privacy Torts

Words: 8246 Length: 25 Pages Document Type: Essay Paper #: 78841111

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…… [Read More]

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.
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Employee Participation

Words: 1265 Length: 5 Pages Document Type: Essay Paper #: 91946980

Employee Participation

The Person/Environment Dynamics of Employee Empowerment: An Organizational Culture Analysis"

According to this article by Pennie Foster-Fishman and Christopher Keys, participatory management is becoming more common, where innovative service delivery and staff empowerment are becoming increasingly important in management. The article examines a human service agency specifically, entitled SERVE. Among the goals of serve included the objective to strengthen "the voice of frontline staff in agency decision making and policy formation." The administrators believed that this organizational approach would be an effective means of increasing employee morale and organizational effectiveness (Foster-Fishman, 1997).

In this particular instance, the employee empowerment initiative occurred within a public bureaucracy, where typically efforts to empower employees fail due to strict cultural features. Empowerment, defined by this article represents "the process of gaining influence over events and outcomes of importance to an individual or group" (Foster-Fisman, 1997). According to the article, the primary purpose…… [Read More]

Bibliography

Byrnes, P., Choi, L., Fegan, F., Miller, R. & Petter, J. "Dimensions and Patterns in Employee Empowerment: Assessing What Matters to Street-Level Bureaucrats." Journal of Public Administration Research and Theory, Vol. 12, 2002.

Foster-Fishman, P., Keys, Christopher B. "The Person/Environment Dynamics of Employee Empowerment: An Organizational Culture Analysis" American Journal of Community Psychology, Vol. 25, 1997

Nathan, J. "Empowerment as a Workplace Strategy in Small Business." Review of Business, Vol. 15, 1993

Ramos, E.L., & Tseo, George K.Y. "Employee Empowerment: Solution to A Burgeoning Crisis?" Challenge, Vol. 38, 1995
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Behavior-Based Safety Bbs Is a

Words: 2139 Length: 5 Pages Document Type: Essay Paper #: 89601095



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…… [Read More]

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Employee How Companies Profit by Giving Response

Words: 526 Length: 2 Pages Document Type: Essay Paper #: 7230986

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…… [Read More]

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Employee Acceptable Use Policy

Words: 2398 Length: 9 Pages Document Type: Essay Paper #: 83842430

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…… [Read More]

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
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Behavior Organizational Culture Corporate Culture

Words: 608 Length: 2 Pages Document Type: Essay Paper #: 7920128



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…… [Read More]

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# .
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Employee Theft Is Noted by Mishra and

Words: 1391 Length: 5 Pages Document Type: Essay Paper #: 41238849

Employee theft is noted by Mishra and Prassad (2006) to be a major component of private and public retail shrinkage.There is a consensus that theft in the workplace constitutes a serious offense and is a cause of serious problem (Weber, Kurke & Pentico, 2003).Employees have been noted to steal time, money, merchandise as well as other forms of company property like information in exchange for cash and other forms of favors. Wells (2001) noted that opportunity is the main reason for commissioning fraud. According to the U.S. Chamber of Commerce, U.S. employees lose between $20-$40 billion annually through employee theft alone. This theft is noted to be responsible for 30% of all business failure (Condon,2003).Bamfield (2004) further indicated that employee theft is commonplace in the business today.

General prevention strategies against employee theft: A literature review

Vigilance is noted as the key to the prevention of corporate fraud and the…… [Read More]

References

Albrecht, WS., Albrecht, CC., Albrecht, CO. Zimbelman, MF (2011) .Fraud Examination. Cengage Learning

Anderson, R. 2007. The Credit Scoring Toolkit: theory and practice for retail credit risk management and decision automation. New York: Oxford University Press.

Albrecht, W.S., and G.W. Wernz.( 1993). The three factors of fraud. Security Management 95: no pagination as electronic article

Bamfield, J. (2004), "Shrinkage, shoplifting and the cost of retail crime in Europe: a crosssectional analysis of major retailers in 16 European countries," International Journal of Retail & Distribution Management, Vol. 32 Nos 4/5, pp. 235-241.
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Employee Relations

Words: 1315 Length: 4 Pages Document Type: Essay Paper #: 41704950

Employee relations belong to employer-employee relationships that give satisfactory productivity, motivation, and self-confidence. Employee relations are involved with preventing and resolving problems related to individuals that occur or change work situations. Supervisors are given advice on how to correct poor performance and employee misconduct (Gennard, 2005). On the other hand, employees are given information on how to promote a better understanding of the company's goals and policies. For this paper we have chosen Tesco plc and its employee relationship. Tesco plc is the largest global grocery store based in UK. This is the second largest retailer in the world when measured in terms of benefits and third when measured in terms of income. The company has employed more than 326,000 employees around the world where 237,000 of them in Europe where it has its largest private employer.

Strategy Integrating Job Performance and Training

Job Performance and training forms the vital…… [Read More]

References

Gennard, John Graham Judge. (2005). Employee Relations. London: The Chartered Institute of Personnel and Development.

Hollinshead, Graham, Peter Nicholls Stephanie Tailby. (2003). Employee Relations. Upper Saddle River, NJ: Prentice Hall.

Lewis, Philip, Adrian Thornhill Mark Saunders. (2003). Employee Relations. London: Financial Times/Prentice Hall.

Roger W. Griffeth and Peter W. Hom, (2001). Retaining Valued Employees, Sage Publications, Inc., Thousand Oaks, CA, p. 2.
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Employee Theft Fraud and Waste

Words: 961 Length: 3 Pages Document Type: Essay Paper #: 8041569

Without proper background checks prior to making the hiring decision, an organization can find itself employing individuals who have recently been fired elsewhere for fraud or theft.

An organization can also seek to prevent employee fraud as well as theft by developing well drafted and concise guidelines in regard to acceptable standards of conduct. In the opinion of Beesley (2011), there is an existing need for each and every business to have in place "an employee code of ethics and conduct." The author in this case points out that although such a document cannot entirety prevent instances of fraud; it does make a contribution to the promotion of lawful and ethical conduct.

Beesley (2011) also reaffirms Siegel's assertion as highlighted earlier on in this text that employee fraud largely has little or nothing at all to do with economic problems or conditions. As the author points out, studies have in…… [Read More]

References

Beesley, C. (2011). 6 Tips for Preventing Employee Theft and Fraud in the Workplace. Retrieved May 22, 2012, from SBA.GOV website: http://www.sba.gov/community/blogs/community-blogs/small-business-matters/6-tips-preventing-employee-theft-and-fraud-wo

Bologna, J. & Shaw, P.D. (1997). Corporate Crime Investigation. Burlington, MA: Elsevier.

Siegel, L.J. (2010). Criminology: Theories, Patterns, and Typologies (11th ed.). Belmont, CA: Cengage Learning.
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Employee Resistance in the Economy Today Change

Words: 1945 Length: 6 Pages Document Type: Essay Paper #: 16721301

Employee esistance

In the economy today change is inevitable in any organization in the world. This is because each and every organization strives to remain strong in the market as well as being relevant. The only way the organizations can achieve this is through evolving so as to ensure that they are at the same level with the rest of the world. Changes occur even in big organizations like Samsung electronics. Samsung electronics is among the largest phone makers in the world and change is inevitable for them. This is because there is a lot of evolution in the world of electronics and Samsung has to undergo changes within the organization that will ensure what they produce is exactly what the world wants. It is very difficult for Samsung to avoid change as it is the new ideas that promote its growth as an organization.

There are many reasons that…… [Read More]

References

Anderson A., (2013). The Five Top Qualities Needed for an Effective Leader to Facilitate Change in an Organization.  http://smallbusiness.chron.com/five-top-qualities-needed-effective-leader-facilitate-change-organization-5.html 

Miranda B., (2013). What Causes Resistance to Change Within an Organization. Retrieved May 2, 2013 from  http://smallbusiness.chron.com/causes-resistance-change-organization-347.html 

Nadler & Tushman, (1995).What Changes in Organization. Retrieved May 2, 2013 from http://highered.mcgraw-hill.com/sites/dl/free/0073404993/579428/Sample_Chapter.pdf
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Employee Performance and His or Her Motivation

Words: 1163 Length: 4 Pages Document Type: Essay Paper #: 49132234

Employee performance and his or her motivation is a key issue in an organization. The latter impacts the former: the more an employee is motivated, the better he is likely to perform. An important problem is that motivation is a complex undertaking: it is not always the financial package that is fundamental to an employee's performance.

Studies have shown that employees are also motivated (quite often even more motivated) by other factors. Campion and Thayer (1985), for example, concluded, following their research, that the more jobs are created to include motivational factors, the lower the efforts to complete them and the better the well-being of the employees. As Sager (1978) mentions, "it is essential to determine what an individual likes or needs in his work if motivation is to occur."

This paper proposes an approach based on Maslow's Theory of Needs to understand the role of promotion in an organization…… [Read More]

Bibliography

1. Sager, Donald, (1978). Leadership and employee motivation. Graduate School of Library Science, University of Illinois at Urbana-Champaign

2. Campion, M.A., Thayer, P.W. (1985). Development and field evaluation of an interdisciplinary measure of job design. Journal of Applied Psychology. pp. 29 -- 4

3. Nohria, Nitin, Groysberg, Boris, Lee, Linda-Eling, (2008). Employee Motivation -- A Powerful New Model. Harvard Business Review.

4. Baack, D. (2012). Organizational behavior. San Diego, CA: Bridgepoint Education, Inc.
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Employee Customer Service Training New Employee Customer

Words: 1621 Length: 6 Pages Document Type: Essay Paper #: 41521495

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…… [Read More]

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,
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Employee Feedback Programs Are Programs

Words: 2835 Length: 10 Pages Document Type: Essay Paper #: 85578747

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…… [Read More]

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.
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Employee Orientation Situational Overview a

Words: 1097 Length: 4 Pages Document Type: Essay Paper #: 98119044



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…… [Read More]

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."
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Employee Relations the People Are

Words: 1122 Length: 4 Pages Document Type: Essay Paper #: 20825577



Once an interaction has been made which eventually resulted for the employee to voice out his/her grievances or complaints over the management or against his/her co-workers, then the real problem will be discussed thoroughly. The H people can now sit down and analyze the root cause of the problem, how it can be solved and what things should be done.

Asking for behavior change.

At this stage, it is assumed that the complaint has been evaluated and found to be valid and reasonable. If the compliant is more of a personal compliant where one employee is uncomfortable with the manners or with the way his/her co-worker's work, then the H personnel can now decide of a behavior change is really necessary. If it essential, then the H personnel can establish the next course of action which will be coursed thru the immediate supervisor of the person concerned. It must be…… [Read More]

References

Franklin, D. (2000).

Talk to me. Credit Union Management, 23 (10), 42-45.Mendleson, Jack L. And Ettkin, Larry (Spring 1985), "Training Managers to Communicate in Difficult Situations," Management Quarterly, pp. 3344.

Harlos, K.P. (2001). When organizational voice systems fail: More on the deaf-ear syndrome. The Journal of Applied Behavioral Science, 37 (3), 324-342.

Hendriks, E. (2000).
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Employee Relation Plan

Words: 1505 Length: 4 Pages Document Type: Essay Paper #: 57965244

Employee elation Plan

The first question that has to be considered is the objective of any employee relations program. This is generally listed out in a document that is circulated among all the staff as they are supposed to follow it. This involves certain laws, regulations and case laws, and has to be viewed as governing the policy of the organization including the required management delegations for the administration of the employee relations program. In general this defines the policy through which management officials along with the employee relations staff are expected to follow and the actions they are expected to take for ensuring the correct performance or resolve conduct problems among the employees. (Employee elations Program) One of the biggest problems of today is regarding harassing, violent and/or threatening behavior in the work environment. This has become a major problem in the American workplace today.

Harassment takes various forms…… [Read More]

References

About the Program" (2004) Retrieved at  http://cper.berkeley.edu/program/index.html . Accessed on 25 August, 2004

BPA Program. (2000) "Employee Relations Program" Retrieved at http://www.bpa.gov/EBR/BPAManual/chapters/400-700A.doc. Accessed on 25 August, 2004

Collins, Kathy. (April 17, 2000) "Measurement Drives Employee Relations Program at GM" PR and Marketing Network" Retrieved at http://www.prandmarketing.com/pr/prn0417measure.htm. Accessed on 25 August, 2004

Employee Relations" Retrieved at http://www.enr.state.nc.us/hr/html/employeerelations.html. Accessed on 25 August, 2004
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Employee Satisfaction With a Company's Review Process

Words: 7400 Length: 27 Pages Document Type: Essay Paper #: 74633360

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…… [Read More]

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Employee Empowerment and Price Penetration Recent Developments

Words: 731 Length: 2 Pages Document Type: Essay Paper #: 80417360

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.…… [Read More]

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
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Employee Recruitment When Setting Up and Maintaining

Words: 587 Length: 2 Pages Document Type: Essay Paper #: 47065124

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…… [Read More]

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
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Employee Recruitment and Selection in Basic Terms

Words: 526 Length: 2 Pages Document Type: Essay Paper #: 15266454

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…… [Read More]

References

Laton, D. (2006). Developing Positive Workplace Skills and Attitudes. Raleigh, N.C: Lulu.
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Employee Performance Appraisal Planning Rudman

Words: 2020 Length: 5 Pages Document Type: Essay Paper #: 78575230

He could for example, provide a different chapter for each type of performance review currently used, and a list of organizations that likely use it. He can then outline the strengths and weaknesses of these reviews, before he provides an explanation of the fixes he would use to change the outcome and perceived lack of interest in performance management.

Rudman also gives a very brief explanation of the complaints managers in the UK have of employee performance reviews, stating they take up too much time. Rather than lead in with very few statistics, Rudman should dedicate a chapter to this, and instead begin the book with dynamic testimonies by people that use his system and find it works. The goal is to entice and encourage the reader to continue pursuing the end result. Rudman may have much to say, but he is not a good salesman.

Potential Effects of Fixes…… [Read More]

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Employee Attitudes to Performance Appraisal

Words: 2139 Length: 7 Pages Document Type: Essay Paper #: 77114068



Performance appraisal systems are complex and time consuming, especially for managers who supervise extended numbers of employees

Performance appraisal systems can be stressful and ineffective (Clark, 2011).

5. Structure of performance appraisal systems

The construction of a performance appraisal system is a complex endeavor, based on both theoretical as well as practical considerations. John J. Gabarro and Linda a. Hill (1995) for instance argue that managers ought to construct their appraisal systems in a critical manner, based on both pre-existent models and frameworks, but also on internal features within the organization. Cynthia Morrison Phoel (2011) and her co-editors argue that the main criterion to an effective appraisal system is represented by feedback.

Kevin . Murphy and Frank E. Saal (1990) then argue that there exists a triple structure to create frameworks for employee appraisal. The frameworks are constructed based on four criteria: the constituents, the goals, the specific objectives and…… [Read More]

References:

Armstrong, M., 2000, Performance management: key strategies and practical guidelines, 2nd edition, Kogan Page Publishers

Armstrong, M., Baron, a., 2005, Managing performance: performance management in action, 2nd edition, CIPD Publishing

Baruch, Y., Harel, G., 1993, Multi-source performance appraisal: an empirical and methodological note, Public Administration Quarterly, Vol. 17, No. 1

Clark, K., 2011, Advantages and disadvantages of performance appraisals, ZeroMillion,  http://www.zeromillion.com/business/advantages-and-disadvantages-of-performance-appraisals.html  last accessed on March 7, 2011
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Employee Privacy Avoid Liability Invasion Privacy Essay

Words: 546 Length: 2 Pages Document Type: Essay Paper #: 56012249

Employee Privacy

Avoid liability invasion privacy Essay Question: List discuss ways employers avoid liability invasion privacy. Essay 350 words length APA format. There -text citation essay.

List and discuss different ways employers can avoid liability for invasion of privacy

Employers often justify intrusions into employee privacy based upon safety concerns: concerns about jeopardizing the health of the public can be used to allow drug and alcohol tests. Even lifestyle habits may be restricted, based upon the additional healthcare costs they can incur employers. Weight restrictions may be allowed if maintaining a certain weight is a safety hazard at some jobs, which is why "49 states allow weight standards that do not violate the ADA" (Bennett-Alexander & Hartman 2009: 682). Dating employees or the employees of a competitor business and moonlighting at another organization (which could reveal trade secrets or result in employees working too many hours to be productive) may…… [Read More]

References

Bennett-Alexander, D.D., & Hartman, L.P. (2009). Employment law for business (6th ed.).

New York, NY: McGraw-Hill.

Goldberg, C. (2012). Can my employer's wellness program really ask me to do that? Common

Health: WBUR. Retrieved from:
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Organizational Behavior Joe Salatino Revision Joe Salatino

Words: 1445 Length: 4 Pages Document Type: Essay Paper #: 69825059

Organizational Behavior

Joe Salatino (evision)

Joe Salatino, president of Great Northern American case study

Joe Salatino

Joe Salatino is known as the Northern American President due to his determination and effort in maintaining high standards, in regards to his profession as a sales person. Joe was capable of hiring many employees in his organization, and used motivation as the major tool in helping his employees. The employees specialized in supplying general stationery and other appliances, to realize their objectives of maximizing production.

Attribution and Perception

Customers, according to Joe, are normal human beings. Human being has always been anxious and observant with the manner in which others behave, and relate it to how they behave themselves. There has always been a persistent urge to know differentiated reasons behind certain behavioral characteristics. If the attribution theory is used, it guides to explain how to get to know the causes of behavior,…… [Read More]

References

Hellriegel, D. & Slocum, J.W. (2007) Organizational Behavior: New York, Cengage Learning.

Learning Theories Knowledgebase (2012, April). Social Learning Theory (Bandura) at Learning-Theories.com. Retrieved April 29th, 2012 from  http://www.learning-theories.com/social-learning-theory-bandura.html .

Lunenburg, F.C. (2011). Self-Efficacy in the Workplace. International Journal of Management, Business, and Administration, 2 ISSN 1047-7039.

Nelson, D.L. & Campbell, Q.J. (2007) Understanding Organizational Behavior: New York, Cengage Learning EMEA.
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Organizational Behavior

Words: 2527 Length: 8 Pages Document Type: Essay Paper #: 20600634

Introduction

The organizational structure of my university was based on the bureaucratic style. The hierarchical pyramid command structure placed my department in the mid-level range within the administrative wing of the university. Our department had a department manager and a head manager over him and fifteen employees under them. The department served students with financial aid issues so it was always a very hectic place to work as students constantly came in with questions about their aid and whether their applications were being processed correctly and so forth. Stress levels were sometimes very high within the department as everyone was working on a deadline at certain parts of the year. Other causes for stress included the fact that the organizational workplace culture was not the best in terms of maintaining a positive spirit where respect and job satisfaction were clear goals. Most of the time, it seemed the department head…… [Read More]

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Using Mbos to Improve Employee and Organizational Outcomes

Words: 1130 Length: 4 Pages Document Type: Essay Paper #: 41339012

Performance Management

Create a job description for a retail sales associate. Create an organizational behavior modification (OBM) plan to define a set of three (3) key behaviors that are necessary for job performance.

Job Description for etail Sales Associate

• Greet customers and determine their needs and wants

• Discuss potential merchandise purchase of customers

• ecommend merchandise based on discussion with customer

• Advise customers on utilization and care of merchandise

• Upsell related products or services

• Answer customer questions

• Explained return policies and discounts

• Keep merchandise displays in order

Organizational Behavior Modification Plan (OBM)

Key Performance Behaviors

Greet customers within 5 minutes of entry into sales area (allow time for browsing before contact).

a. Sales associate make mental note of customer response and encourages survey feedback for all completed sales with customers given assistance. Measurement: An on-your-honor system with sales associate fine-tuning approach to customer…… [Read More]

References

Lindberg, E. (2011). Effects of Management by Objectives: Studies of Swedish Upper Secondary Schools and the Influence of Role Stress and Self-efficacy on School Leaders. Journal of Educational Administration, 49, (1), 62-74. Retrieved

http://www.diva-portal.org/smash/get/diva2:420332/FULLTEXT02.pdf

Perry, J.L., Engbers, T. A, and Jun, S.Y. (2009). Back to the future? Performance-related pay, empirical research, and the perils of persistence. Public Administration Review • January | February. Retrieved  http://sites.duke.edu/niou/files/2011/05/Perry-Engbers-and-Jun-Back-to-the-Future.pdf 

Zaccaro, S.J., Rittman, A.L., and Marks, M.A. (2001). Team leadership. The Leadership Quarterly, 12, 451 -- 483. Fairfax, VA: Psychology Department, George Mason University. Retrieved  http://www.qub.ac.uk/elearning/media/Media,264498,en.pdf
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Reverse Discrimination Negatively Affects Employee

Words: 2006 Length: 8 Pages Document Type: Essay Paper #: 55051250



Such a work environment that is characterized by high levels of reverse discrimination becomes a hostile one. This has negative effects on the performance and efficiency of the employees that work in such an environment. This leads to reduced productivity of the company in case. Therefore, the company must develop and implement strategies that focus on improving the activity of its employees in order to increase the productivity of the company and maintain its competitive advantage and strong position in comparison with its competitors.

The modern theory and practice of organizational culture encourage and support equality between employees. In order to ensure that such an environment that promotes equality is applicable, companies and their managers tends to favor the member of minority groups in the detriment of the dominant group members. As revealed above, this creates tension between employees. Those that are disfavored by such policies will interfere with the…… [Read More]

Reference list:

1. Hogg, M. & Vaughan, G. (2008). Social Psychology. Pearson Education Ltd. Retrieved November 8, 2010 from http://books.google.ro/books?id=7MtEr4r2pRcC&pg=PA369&lpg=PA369&dq=reverse+discrimination+effects&source=bl&ots=4IfDXGCV9k&sig=YEAywY3O2mtgWC2sgUNS2UQCOCs&hl=ro&ei=uB7YTP7MIcv2sgakwsnaCA&sa=X&oi=book_result&ct=result&resnum=7&ved=0CDIQ6AEwBg#v=onepage&q=reverse%20discrimination%20effects&f=false.

2. Pincus, F. (2003). Reverse Discrimination. Lynne Rienner Publishers, Inc. Retrieved November 8, 2010 from http://books.google.ro/books?id=JN3N3EmaIuIC&printsec=frontcover&dq=reverse+discrimination&source=bl&ots=QIGZNR_vd5&sig=pUUonUYq_6QUqlRNAAASKy6hWFo&hl=ro&ei=WpHYTP3NHonvsgafj4iGCA&sa=X&oi=book_result&ct=result&resnum=7&ved=0CC4Q6AEwBg#v=onepage&q&f=false.

3. Affirmative Action (2009). Stanford Encyclopedia of Philosophy. Retrieved November 8, 2010 from  http://plato.stanford.edu/entries/affirmative-action/ .

4. Unintended Negative Effects of Diversity Management (2002). Entrepreneur. Retrieved November 8, 2010 from http://www.entrepreneur.com/tradejournals/article/160542376.html.
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Life of a Non-Profit Employee Course Number

Words: 1908 Length: 7 Pages Document Type: Essay Paper #: 95559909

life of a non-Profit employee course number & name: Human esources Management (BAL1127A)

The research paper will be exploring 'How new learning dimensions of human resource studies can be applied for expanding the H role in optimizing and shaping organizational and employee behavior in non-profit organization'. This is the thesis statement upon which the whole research will be build upon using number of authors review, recommendations, journals, academic reading and statistical data on the subject matter concerned.

Today, organizations are faced with number of human resource challenges among which some of them are developing leaders for the next generation along with fundamental staff required, succession planning, motivating volunteers and staff with the diversified work and managing work style and work environment in nonprofit organizations. Due to the growing need of nonprofit institutions in an economy, universities have started nonprofit courses and programs, yet it doesn't guarantee to establish a link…… [Read More]

References

Berliner, W. & McCkarney, W. (1974). Management Practice and Training. Burr Ridge, IL: McGraw-hill publications.

Dessler, G. (2000). Human Resource Management. Prentice Hall Publication.

Dhanens, T. (1979). Implications of the new EEOC guidelines. Personnel, 56 (5), 32-39.

Drucker, P. (1990). Managing the Nonprofit Organization: Principles and Practice. New York: Harper Collins.
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Managing Stress Brought by Self defeating Behavior

Words: 3728 Length: 12 Pages Document Type: Essay Paper #: 78996655

One of the crucial elements towards the realization of organizational success and profitability is creating a suitable working environment for all employees to thrive as they carry out their respective responsibilities. In essence, employees' contributions towards the achievement of established business goals/objectives is largely influenced by the nature of the working environment and working conditions. However, employees' behaviors also play a crucial role in determining their productivity in the workplace. Self-defeating behaviors in the workplace contributes to stress, which in turn affects employees' input to work processes and the overall profitability of an organization. This paper examines the management of stress brought by self-defeating behaviors in the workplace. The evaluation includes recommendations of suitable solutions to this issue based on organizational theory concepts and the concepts of organizational behavior.

Background Information

The organization I work for has several divisions or department that are mandated with various responsibilities and tasks towards…… [Read More]

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Organization Behavior Performance Management and People Performance

Words: 3584 Length: 11 Pages Document Type: Essay Paper #: 1510997

Organization Behavior

"Performance Management" and "People Performance"

Performance Management and People

"Performance Management" and "People Performance"

Management SUMMAY

The purpose of this paper is to discuss and critically evaluate the Performance Management model by Michael Armstrong and People Performance model by John Purcell. The paper starts with an ample introduction and significance of the employee performance management practices and proceeds by discussing the various concepts and strategies which are incorporated by business organizations all over the world. The major focus of the paper is to discuss the implications of these models for the success and prosperity of an organization. The main body of the paper discusses these models from a critical perspective and explains their major components in detail.

The most important strategies which are recommended by Performance Management model include performance appraisal and reviews, training and skills development, Management by Objectives (MBO), the techniques to manage the low performers,…… [Read More]

REFERENCES

Armstrong. M, 2012, Armstrong's Handbook of Human Resource Management Practice, 12th edition. U.S.: Kogan Page

Becker, B. & Gerhart, B. 1996, "The impact of human resource management on organisational performance: Progress and prospects," Academy of Management Journal, 39 (4): 779-801.

Becker, B. & Huselid, M. 2006, "Strategic Human Resources Management: Where do we go from here?," Journal of Management, 32 (6): 898-925.

Boselie, P., Dietz, G., & Boon, C. 2005, "Commonalities and contradictions in HRM and performance research," Human Resource Management Journal, 15 (3): 67-94.
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Organizational Behavior Discuss Leader Reward and Leader

Words: 686 Length: 2 Pages Document Type: Essay Paper #: 64622651

Organizational Behavior

Discuss Leader eward and Leader Punishing Behavior

One of the most fundamental roles of managers (leaders) is increasing the productivity of their employees. In so doing, leaders exhibit two forms of behaviors; transformational and transactional behaviors. Transformational behaviors put emphasis on the development of subordinates' abilities, the enhancement of good social relations, and the alignment of employees' personal goals with the organization's vision. Transactional behaviors, on the other hand, are more of an exchange mechanism. The supervisor, in this case, administers punishments and rewards to his or her employees in exchange for their productivity and effort (Organ, Podsakoff, & Mackenzie, 2006). Leader reward and leader punishment behaviors, which form the subject matter of this text, constitute the forms of transactional leadership behaviors.

There are two types of punishment and reward behaviors; contingent, and non-contingent behaviors. This gives rise to the four types of transactional behaviors; "contingent reward/punishment and…… [Read More]

References

McCall, M.W. & Mobley, W. (Eds.). (2001). Advances in Global Leadership. Bingley: Emerald Group Publishing.

Nelson, D.A. & Quick, J.C. (2007). Understanding Organizational Behavior (3rd ed.). Mason, OH: Cengage Learning EMEA.

Organ, D.W., Podsakoff, P.M., & MacKenzie, S.B. (2006). Organizational Citizenship Behavior: Its Nature, Antecedents and Consequences. Thousand Oaks, California: Sage Publications.
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Organizational Behavior the Basic Objective

Words: 3685 Length: 12 Pages Document Type: Essay Paper #: 91510951

Smith provided the appropriate managerial direction which struck the right balance between creativity, performance and productivity. His farsightedness which encompassed a wide vision was long-term, ambitious and the same time entirely practical and feasible. (Section 7: Leadership and Management, p. 243)

Having earlier steered a floundering company towards a successful path, Smith's work was uphill. He had to drastically change the organizational culture and structure while reducing conflict within the very talented set of employees and provide them with a collective direction. He was also expected to reduce the atmosphere of uncertainty prevailing in the organization and use the "countercultures" of the earlier two companies to foster innovation and creativity and thus get a competitive advantage for the new organization. (Section 2: Organizations & Culture, p. 64)

d. Organizational goals, vision, mission, objectives and values

Organizational mission defines the very reason for its existence. It basically refers to a general…… [Read More]

References

Banerjee, M., 1995. Organization behaviour. Allied Publishers Limited.

Bryan, Lowell. L; Joyce, Claudia I., 2007. Better strategy through organizational design. McKinsey Quarterly, no. 2, pp: 22-29.

De Laurentis, Giacomo., 2004. Strategy and organization of corporate banking. Springer.

Gitman, Lawrence J; McDaniel, Carl. 2009., The Future of Business: The Essentials. South Western Cengage Learning.
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Management and Organisational Behaviour the

Words: 1499 Length: 5 Pages Document Type: Essay Paper #: 98877248

In other words, he expects for his efforts to be accordingly remunerated or rewarded with a promotion, a full time job offer for a trainee and so on (Stuart-Kotze, 2008).

In implementing these individual needs, organizational managers have developed numerous incentive plans, such as the offering of increased wages, premiums, bonuses or promotions.

The four above presented theories are relevant in the context of driving the individual, which is then capable to influence the organizational behavior of his employing company. The responses generated by the economic entities relative to the motivational factors vary in terms of intensity, ability to implement or resources possessed, but fact remains that all organizations have attempted to integrate stimuli that increase the performances of the workers. The ultimate goal of each organization offering incentive plans to its staff members is that of best benefiting from their intense efforts.

Aside the offering of a pleasant, yet…… [Read More]

References

Fabozzi, F.J., Peterson, P.P., 2003, Financial Management and Analysis, 2nd Edition, John Willey and Sons Inc.

Hariss, J.O., Hartman, S.J., 2001, Organizational Behavior, 1st Edition, Taylor & Francis Inc.

Stuart-Kotze, R., 2008, Motivation Theory, http://www.goal-setting-guide.com/motivation-theory.htmllast accessed on September 15, 2008

2008, Official Website of the Microsoft Corporation, http://www.microsoft.com/en/us/default.aspxlast accessed on September 15, 2008
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HRM Enhances Employee Loyalty Good Ethics in

Words: 2282 Length: 8 Pages Document Type: Essay Paper #: 82823752

HM Enhances Employee Loyalty

Good Ethics in Human esources Management Enhances Employee Loyalty

Human esource Management, also known as HM or H is the term that is generally used to depict all the organizational activities that are associated with hiring and picking, planning work for, educating, training and developing, evaluating and recompensing, guiding, triggering off, and managing human resources/employees. In other words, Human esources Management refers to the outline of ideas, guiding principles, modus operandi and performance for the administration and supervision of the bond that is present between a company/manager and member of workforce (Wilton 2011).

Boxall and Purcell (2003) have described the term human resource management as "anything and everything associated with the management of employment relationships in the firm" (as qtd. In Wilton 2011). According to Price (2007), on the other hand, HM is "a philosophy of people management based on the belief that human resources are…… [Read More]

References

Human Resource Information Systems. (2009). Encyclopedia of Management [online]. Available from: . [Accessed September 17, 2012].

Lichtman, J. (1998). Invoke Employee Loyalty. Workforce [online]. 77 (1), Available from: . [Accessed September 17, 2012].

McCusker, D. & Wolfman, I. (1998). Loyalty in the Eyes of Employers and Employees. Workforce [online]. Available from: . [Accessed September 17, 2012].

Schramm, J. (2004). Perceptions on Ethics. HRMagazine [online]. 49 (11), p.176. Available from: . [Accessed September 17, 2012].
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Motivation of Employees

Words: 1861 Length: 6 Pages Document Type: Essay Paper #: 95955965

Employment otivation and Engagement: How to Recruit and Retain Top-Quality Talent in a Competitive arketplace

Because employee performance and productivity are closely aligned with corporate profitability, there has been a great deal of research over the years concerning optimal approaches to motivating people in the workplace. The analysis of what motivates people to perform to their maximum effort, though, has becoming increasingly complex as the result of a growing number of theories concerning the antecedents of motivation and optimal job performance and motivational methods to achieve it. While the debate concerning which motivational approaches produce the best results continues, there is a consensus among organizational behavior researchers that pay ranks among the top factors that include employee motivation, perhaps the overarching factor in most cases. Despite these findings, studies have shown time and again that money talks when it comes to employee motivation. When people become convinced that their efforts…… [Read More]

Murphy, C., Ramamoorthy, N., Flood, P. & MacCurtain, S. 2006, July 1. Organizational Justice Perceptions and Employee Attitudes among Irish Blue Collar Employees: An Empirical Test of the Main and Moderating Roles of Individualism/Collectivism. Management Revue, 17(3), 329.

Ibid., 330.

Ibid.
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Organizational Behavior Attitude Assists the Individual in

Words: 597 Length: 2 Pages Document Type: Essay Paper #: 78524157

Organizational Behavior

Attitude assists the individual in accomplish goals and objectives that might not otherwise be accomplished. The purpose served by attitudes in one's life is that they assist in making decisions, initiating actions and motivating the individual to gain certain accomplishments. Attitudes define who we are and what we believe, as well as guiding our behavior. Attitudes can be both negative and positive in nature, and they can sometimes improve situations, and at other times add to the negativity of certain scenarios. For instance, if one were to have a negative attitude towards ones coworkers, it could precipitate actions and decisions that would alienate those same coworkers, oftentimes leading to lower productivity, higher costs, and a low morale in general. On the other hand, a positive attitude can bring about positive results, greater productivity and employee satisfaction, leading to accomplishments that might not even be considered by someone with…… [Read More]

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Organizational Behavior Past Present Discuss Statements & 8226

Words: 744 Length: 2 Pages Document Type: Essay Paper #: 98022807

Organizational Behavior: Past Present. Discuss statements. • The Human elations Movement. Discuss Hawthorne Experiment implications a legacy workplace; compare contrast McGregor's Theory X Theory Y assumptions employees, personal experiences Theory X & Y managers, prefer.

Organizational behavior: Past and present

Discuss the Hawthorne Experiment and its implications as a legacy in the workplace

The Hawthorne Experiment suggests that when subjects are aware that they are being observed, they behave better than they do under regular circumstances. The implications of this experiment in the workplace are fairly obvious: workers are often regularly watched by managers, as a way of improving employee productivity and enhancing compliance. When workers cannot be watched through the use of human agency, then mechanized means are used to engage in surveillance. Time clocks, 'blocking' controls upon unsupervised employee web-surfing, sitting workers in open environments where they can be easily monitored and other efforts to make employee behaviors…… [Read More]

References

Kreitner & Kinicki. (2007). Chapter 14 outline. Fundamentals of organizational behavior.

McGraw-Hill.

Mead, A. (1996). Deming distilled. TQM. Retrieved April 28, 2011 at  http://www.well.com/user/vamead/demingdist.html 

Schmidt, Klaus. (1998). Applying the Four Principles of Total Quality Management to the classroom. Tech Directions, 58 (1):16-18.
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Ethics of Employee Location Monitoring in the

Words: 658 Length: 2 Pages Document Type: Essay Paper #: 94550480

Ethics of Employee Location Monitoring

In the contemporary workplace, workers are usually aware that their computer activity, email, and phone conversations may be -- and probably are -- being monitored by their employer. Efforts to limit the consumption of offensive or pornographic material, use of company resources for non-work purposes, and desire to track employee behavior in order to improve efficiency leads managers to install keystroke logs, FID location tags, cell phone software, and "back door" computer tracking programs. Employees complain that they do not feel trusted by employers who use these strategies, and managers may not have clear guidelines for how to use the information they glean from covert employee monitoring. However, some of these techniques can be used to improve workplace safety and ensure, for example, that employees take regular breaks from work in order to reduce eye strain and the health dangers of sedentary work. Below, I…… [Read More]

References

Hartman, L.P. (2000). Technology and Ethics: Privacy in the Workplace. Business and Society Review 106:1, 1-27.

Kaupins, G., & Minch, R. (2005). "Legal and Ethical Implications of Employee Location Monitoring," HICSS, vol. 5, pp.133a, Proceedings of the 38th Annual Hawaii International Conference on System Sciences.
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How Organizational Behavior Impacts Health Care

Words: 1458 Length: 5 Pages Document Type: Essay Paper #: 97592715

Introduction

Organizational behavior is the study of the way people interact within an organization. The aim of organizational behavior is to facilitate efficiency within the organization. The better understood the interaction of workers within a group, the more likely it will be for the group to achieve its outcomes, as management will adopt strategies designed to support the group. Since patterns of behavior can impact and affect any organization, especially a healthcare organization. The provision of quality care relies upon health care providers working together to provide continuity of care, safe care and effective care—and if the organizational behavior of the healthcare facility is subpar, the patients and care providers themselves will suffer as a result. Leadership plays a substantial role in overseeing organizational behavior and, as Schyns and Schilling (2013) have shown, the less effective an organization’s leaders are, the less likely the organizational behavior of the workplace is…… [Read More]

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Values Ethical Behavior Is Guided

Words: 352 Length: 1 Pages Document Type: Essay Paper #: 24781926

Our society values tolerance, diversity, and the American Dream. Illegal immigration is not immoral, nor even unethical except for the fact that working illegally breaks the law. Following the law is usually considered a moral and ethical act. Firms that hire illegal immigrants may do so in spite of how the general culture feels about the behavior. A firm that values profit, for example, might hire illegal immigrants in order to pay them less than minimum wage and save labor costs. or, a firm that values human rights might help their illegal immigrant employees apply for residency. In either case, the firm's values do not necessarily correspond with those of the dominant culture. Basically, individuals and firms often act with self-interest in mind rather than obey the moral and ethical codes of the society.

eferences

ieselman, D. (2005). What are values? University of Cincinnati. etrieved July 4, 2007 at http://www.magazine.uc.edu/0805/whatarevalues.htm…… [Read More]

References

Rieselman, D. (2005). What are values? University of Cincinnati. Retrieved July 4, 2007 at http://www.magazine.uc.edu/0805/whatarevalues.htm

Values, Morals, and Ethics." Changing Minds. Retrieved July 4, 2007 at  http://changingminds.org/explanations/values/values_morals_ethics.htm
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Organizational Behavior and Employees

Words: 1040 Length: 3 Pages Document Type: Essay Paper #: 79128246

Organizational Behavior

The author of this report has been asked to offer a brief research report relating to behavior in organizations. The proposed question is a two-parter. The first question asks the author whether an individual's behavior truly affects the behavior of others within the organization. The second question asks the author whether the organization itself is the impetus for a person's behavior changing. Just based on personal perception and opinion, the author of this report generally thinks that this is not an "either/or" question. ather, it is more likely a question of what ends up happening in a given instance and that the final answer could be either (or even both) of the concepts listed above. While organizational culture and presence can influence behavior, the individuals of an organization can themselves affect others in their own ways.

Summary

ather than rely on anecdotal evidence and personal arguments, the author…… [Read More]

References

Campbell, J.W. (2015). Identification and Performance Management: An Assessment

of Change-Oriented Behavior in Public Organizations. Public Personnel

Management, 44(1), 46-69. doi:10.1177/0091026014549473

Dwivedi, S., Kaushik, S., & Luxmi. (2015). Organizational Citizenship Behaviors and Demographic Variables of Employees in Indian Business Process Outsourcing
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Organizational Behavior and Teamwork

Words: 9355 Length: 30 Pages Document Type: Essay Paper #: 50662786

Management

Organizational Behavior and Teamwork

CASE ASSIGNMENT

Southwest Airlines, Inc. has become an example of notable success. One reason for its significant achievement is its application of Reinforcement Theory to its employees. These applications have resulted in a highly motivated workforce, which is intimately tied to Southwest's success among business leaders. Even so, not even Southwest can satisfy its employees' needs according to Maslow's Hierarchy; rather, Southwest can only give some raw materials for satisfying those needs.

Are Southwest Airlines Inc. leadership and policies fulfilling Maslow's Needs Theory stages?

Abraham Maslow's 5-stage needs theory, developed in the United States during the 1940's and 1950's (Chapman, Abraham Maslow's Hierarchy of Needs, 2010), includes the following stages: biological and physiological needs; safety needs; belongingness and love needs; esteem needs; and self-actualization (Chapman, Abraham Maslow's Hierarchy of Needs, 2010). The most basic needs that are basic to survival and are at the bottom…… [Read More]

Works Cited

Coca-Cola Company. (2012). Careers. Retrieved on October 24, 2012 from www.thecoca-colacompany.com Web site: http://www.thecoca-colacompany.com/careers/career_opportunities.html

Coca-Cola Company. (2012). Sustainability. Retrieved on October 24, 2012 from www.thecoca-colacompany.com Web site: http://www.thecoca-colacompany.com/ourcompany/index.html

Erdogan, B., & Bauer, T. (2010). Organizational behavior. Retrieved on October 24, 2012 from students.flatworldknowledge.com Web site: http://students.flatworldknowledge.com/bookhub/study/4?e=

IWon. (n.d.). Careers. Retrieved on October 24, 2012 from www1.iwon.com Web site: http://www1.iwon.com/home/careers/company_profile/0,15623,1310,00.html
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Organization Behavior Student Inserts Grade Course Here

Words: 2543 Length: 7 Pages Document Type: Essay Paper #: 49504376

Organization Behavior

Student Inserts Grade Course Here

CUSTOME ELATIONSHIP Management -- INTODUCTION

A customer is the most prestigious stakeholder of any business organization. The success or failure of its business is totally dependent on the consumption behavior and loyalty of its customers (Campbell, 2003). Therefore, making a long-term and strategic relationship with the customers must be among the top priorities of business organizations (Mithas, Krishnan, & Fornell, 2005). This relationship is managed through a process called as the Customer elationship Management -- a multi-faceted phenomenon and a business strategy used by organizations to manage their interactions with customers in an effective and well-organized way (Homburg, Wieseke, Bornemann, 2009).

It is essential for a business organization to have good relationships with its customers as they are the sole source of earning profits (Krasnikov, Jayachandran, & Kumar, 2009). Customer elationship Management involves managerial level efforts to attract new customers as well as…… [Read More]

REFERENCES

Boulding, W., Staelin, R., Ehret, M., Johnston, W., J., 2005, A Customer Relationship Management Roadmap: What Is Known, Potential Pitfalls, and Where to Go? Journal of Marketing, Vol. 69, Issue 4, pp. 155-166

Campbell, A., J., 2003, creating customer knowledge competence: managing customer relationship management programs strategically, Industrial Marketing Management, Vol. 32, Issue 5, pp. 375-383

Gill, A., Flaschner, A., B., Shah, C., Bhutani, I., 2010, The Relations of Transformational Leadership and Empowerment with Employee Job Satisfaction: A Study among Indian Restaurant Employees, Business and Economics Journal, Vol. 2010, pp. 1-10.

Gustafsson, A., Johnson, M., D., Roos, I., 2005, The Effects of Customer Satisfaction, Relationship Commitment Dimensions, and Triggers on Customer Retention, Journal of Marketing, Vol. 69, issue 4, pp. 210-218.
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Organizational Behavior if You Learned About Organizational

Words: 619 Length: 2 Pages Document Type: Essay Paper #: 71791560

Organizational Behavior

If you learned about organizational behavior, what can you learn from the organizational behavior?

Organizational behavior: Lessons learned

Organizational behavior is defined as "the study and application of knowledge about how people, individuals, and groups act in organizations" (Clark 2011). The basic premise behind organizational behavior is that people act in a fundamentally different manner in the context of organizations. The presence of others and the context of the organization elicit different behaviors and reactions. By changing the model of governance of the organization, the organization can change employee behaviors and improve its efficacy.

One of the most popular models of organizational behavior is that of the autocratic, custodial, supportive, and collegial typology, which places its emphasis on how leaders exercise authority within the organization (Clark 2011). Autocratic leaders govern in a top-down fashion, using rules to ensure that the organization is productive. Hierarchies are strongly enforced, resulting…… [Read More]

References

Clark, Don. (2011). Leadership and organizational behavior. Big Dog, Little Dog. Retrieved:

 http://www.nwlink.com/~donclark/leader/leadob.html 

Straker, David. (2005). Path-goal theory of leadership. Changing Minds. Retrieved:

 http://changingminds.org/disciplines/leadership/styles/path_goal_leadership.htm
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Improve Employee Motivation Over the

Words: 8950 Length: 27 Pages Document Type: Essay Paper #: 5218290



Research Questions

To support of refute the research problem requires looking at one research and two sub-questions to include:

Research Question 1

How does employee compensation contribute to the underlying levels of motivation at an employer?

Sub-Question 1

What roles do managers / executives play in how enthusiastic staff members are inside a firm?

Sub-Question 2

What is the impact of coworkers on new employees in the workplace?

These different elements are important, because they will offer specific insights about what factors is influencing employee motivation. Once this occurs, is when the data will be able to support or refute the hypothesis that has been presented.

Significance of the Study

The significance of the study is to understand the specific factors are contributing to the underlying levels of motivation in the workplace. As, these kinds of issues can have a dramatic impact on how effective an organization will be able…… [Read More]

Bibliography

Comparative Analysis. (2011). Business Dictionary. Retrieved from:  http://www.businessdictionary.com/definition/comparative-analysis.html 

Qualitative Research. (2011). CSULB. Retrieved from: http://www.csulb.edu/~msaintg/ppa696/696quali.htm

Aswagen, S. (2008). Fresh Perspectives. Cape Town: Pearson Education.

Beazley, H. (2002). Continuity Management. New York, NY: Wiley.
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Monitoring How Employees Use Information Systems

Words: 2493 Length: 10 Pages Document Type: Essay Paper #: 82913511

Electronic Surveillance on-The-Job: The Pros and Cons of Employee Monitoring

Modern technology has allowed employers many new capacities, including the capacity to electronically oversee employees every action while on-the-job. In recent years many employees have argued that surveillance while on-the-job is a violation of their right to privacy. Employers argue however that employees should not have a right to privacy in the workplace, especially as the employer pays them to perform a duty for the employer. Despite this almost 100% of employees likely report at one time or another engaging in some personal business while at work.

Unfortunately, there are few laws that side with the employee at this time. Most laws argue in favor of the employer, as long as the employer tells the employee of their plans about employee surveillance at the workplace. Below we'll discuss what types of surveillance corporations are now using to protect themselves, and…… [Read More]

References

Alderman, L. (1994, December). Safeguard your secrets from your boss. Money, 31-32.

American Management Association AMA. (2005). 2005 Electronic Monitoring &

Surveillance Survey: Many Companies Monitoring, Recording, Videotaping and Firing employees. American Management Association, May 2005. Retrieved June 11, 2005: http://www.amanet.org/press/amanews/ems05.htm

Crampton, S.M, & Mishra, J.M. (1998). "Employee monitoring: Privacy in the workplace?" SAM Advanced Management Journal, 63(3):4.
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Executive vs Employee Compensation

Words: 2183 Length: 7 Pages Document Type: Essay Paper #: 82723387

Merck Compensation

The author of this report is asked to analyze and summarize the compensation plan of Merck Corporation, how it can be better, what they are doing right and what they are doing wrong. Inclusive in that will be an overall evaluation of their current plan, the beneficial ratio of internally consistent and market-consistent compensation systems, an evaluation of the current pay structure, two overall recommendations that the author of this report feels that Merck can and should undertake and the types of employer-sponsored retirement plans and/or health insurance plans that Merck makes use of as compared to that of competitors like Johnson & Johnson and others. While Merck, like most other companies, should always work to fine-tune and perfect their compensation plan, Merck is actually going quite well as made possible by their market and internal research as well as its wealth of resources and options that they…… [Read More]

References

Herper, M. (2013, April 17). Merck Could Return To Greatness If CEO Can Leave His Own Past Behind. Forbes. Retrieved February 28, 2014, from http://www.forbes.com/sites/matthewherper/2013/04/17/merck-could-return-to-greatness-if-ceo-can-leave-his-own-past-behind/

McIntyre, D. (2013, December 5). Can Walmart and McDonald's Afford a $15 Minimum Wage?. Yahoo Finance. Retrieved February 28, 2014, from  http://finance.yahoo.com/news/walmart-mcdonald-afford-15-minimum-111559234.html 

Merck. (2014, February 28). Merck.com. Merck.com. Retrieved February 28, 2014, from http://www.merck.com

Thurm, S. (2013, March 20). 'Pay for Performance' No Longer a Punchline. The Wall Street Journal. Retrieved February 28, 2014, from http://online.wsj.com/news/articles/SB10001424127887324373204578372444079319544
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Cultural Diversity Issue of Non-American Employees Communicating

Words: 4611 Length: 13 Pages Document Type: Essay Paper #: 43058477

cultural diversity issue of non-American employees communicating frequently in their own native language creating an environment of sensitivity and bias amongst the non-Hispanic community.

Handling Diversity in an Organization

The contents of this paper focus on the cultural diversity involving Films ecovery Systems, an American company located at the heart of Chicago, Illinois. The paper takes an insight into the issue and also proposes solutions that can resolve the problem. The most important aspect of the paper is that it takes into account the material we find and read in books and compares to what degree the literature is actually applicable in real life situations.

Academic Literature

The study of public administration includes a spectrum of many disciplines, which include psychology, sociology, philosophy and also management sciences. Even though, the nature of public administration does not conveniently classify its elements into components, public administration is primarily categorized to highlight the…… [Read More]

References

Leaders are Learned Optimists - The CLEMMER Group Management

Consulting, available at http://www.clemmer.net/excerpts/leaders_learned.shtml accessed on: March 31, 2004

Robert Bacal, Conflict Prevention In The Workplace, available at http://www.work911.com/products/i-coop.htm, accessed on March 31, 2004

QSM Consulting - Leadership Driving Change, available at http://www.qsmconsulting.com/lds/index.shtml, accessed on: March 31, 2004
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Strategies for Improving Employee Performance in an Organization

Words: 1927 Length: 6 Pages Document Type: Essay Paper #: 88382915

Job Description for etail Sales Associate

Job Summary

The holder will have the responsibility of selling merchandise, services, and products within the retail setting, including electronics, shoes, clothes, jewelry, furniture, and IT services.

Primary esponsibilities

Make sales on specific services and products to prospective consumers.

Show consumers and illustrate products on ways of maximizing their features.

Defines different customizable features

Explain replacement parts and warranties.

Check inventory and verify all products are in stock.

Package and group purchases

Fold clothes, remove security devices, and place items neatly in ascertained packages.

Collect payment methods through the dispensation of change.

Promote and represent the firm with services and products within in-home product showrooms, home shows, and presentations as necessary.

Conduct outbound focus on follow-up calls to existing and potential customers through e-mail and telephone

Qualify potential leads through the sale of products and services.

Present viable solutions to the furniture buyers in…… [Read More]

References

Bourne, M., Neely, A., Mills, J., and Platts, K. (2013). Why Some Performance Measurement Initiatives Fail: Lessons From The Change Management Literature, International Journal on Business Performance Management, Vol. 5, No. 2-3.

Kotter, J.P. (2012). Leading Change, Why Transformation Efforts Fail, Harvard Business Review, Vol. 3, No. 4-7,

Oberg, C., Henneberg, S.C. & Mouzas, S. (2012). Changing Network Pictures: Evidence From Mergers and Acquisitions. Industrial Marketing Management. 36(7) pp926-940.

Ponterotto, J. & Grieger, I., (2012). "Communicating Qualitative Research," The Counseling Psychologist, vol. 35, n.3, pp.404-430.
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Study of Employees Workers

Words: 2432 Length: 9 Pages Document Type: Essay Paper #: 52476567

leadership is understood today is in the dichotomy between transactional leadership and transformational leadership. Where the former focuses on execution of tasks, the latter has become more popular in the knowledge economy. The basic theory of transformational leadership is said to "transform followers' personal values and self-concepts and move them to higher level of needs and aspirations" (Gumusluogu & Ilsev, 2009, 1). In essence, transformational leadership encourages both individual transformational, and by way of that, transformation of the organization as a whole. Since the concept was first developed, transformational leadership has been studied extensively, and there is evidence to support the idea that transformational leadership is associated with superior performance at both individual and organizational levels (Wang et al., 2011). However, there remains a need to understand the way by which this process works. In other words, we know that transformational leadership often has a positive influence on an organization,…… [Read More]

References

Avolio, B., Walumbwa, F. & Weber, T. (2009). Leadership: Current theories, research and future directions. Annual Review of Psychology. Vol. 60 (2009) 421-449.

Gumusluogu, L. & Ilsev, A. (2009, 1). Transformational leadership, creativity, and organizational innovation. Journal of Business Research. Vol. 62 (2009) 461-473.

Gumusluogu, L. & Ilsev, A. (2009, 2). Transformational leadership and organizational innovation: The roles of internal and external support for innovation. Journal of Product Innovation Management. Vol. 26 (2009) 264-277.

Harms, P. & Crede, M. (2010). Emotional intelligence and transformational and transactional leadership: A meta-analysis. Journal of Leadership & Organizational Studies. Vol. 17 (1) 5-17.
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Standards of Behavior and the

Words: 1085 Length: 3 Pages Document Type: Essay Paper #: 1527273



The American government's use of these normative values reflects not only their internal beliefs, but the beliefs of a larger community. Write Gleb and oesnethal (2004), "These values are now widely shared around the world by different religions and cultures. Movements for democracy or justice for war crimes are no longer merely American or Western idiosyncrasies."

The widespread nature of the normative beliefs that guide American foreign policy make the use of normative power in the American foreign policy organization highly effective. This use of normative power that is already highly accepted within the worldwide community only aids members of the American government's foreign policy division to successfully "internalize organizational values which become their own and guide their behavior naturally" (Brunel University).

Microsoft demonstrates a strong and effective use of normative power within the organization. Writes Thielen (2000), "All Microsoft employees know in their gut what their primary goal is.…… [Read More]

References

Brunel University. Business Open Learning Archive. Etzioni and Systems of Organisational

Membership. 11 May 2005.

http://www.brunel.ac.uk/~bustcfj/bola/motivation/etzioni.html

Etzioni, A. 1975. A comparative analysis of complex organizations. New York: Free Press.
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Behavior Prejudice and Social Psychology Gender-Based Stereotypes

Words: 1930 Length: 6 Pages Document Type: Essay Paper #: 51784301

behavior?

Prejudice and social psychology

Gender-based stereotypes and influence of society

Cultural impact of host cultures

The contribution of Stanley Milgram has been significant in the field of social psychology. Milgram conducted experiments of human behavior in a laboratory setting and concluded that obedience to authority usually disregards moral or legal normative standards. An individual's behavior is thus shaped by the environment, people around, and his figure of authority. "Because humans are social animals, human behavior is strongly influenced by behavior of other humans; this influence is often very direct"(Aarts & Dijksterhuis, 2003; Pg. 18). The current paper investigates as to what extent the human behavior is influenced by others. The paper adopts an investigative approach and cites peer reviewed articles to substantiate the discussion. Social identity theory is also an important theoretical explanation that explains how and why an individual voluntarily gets influenced from socially constructed relationships.

Introduction

Stanley…… [Read More]

References

Aarts, H., & Dijksterhuis, A. (2003). The silence of the library: Environment, situational norm, and social behavior. Journal of personality and social psychology, 84(1), 18-28.

Bearden, W.O., Netemeyer, R.G., & Teel, J.E. (1989). Measurement of consumer susceptibility to interpersonal influence. Journal of consumer research, 15(4), 473-481.

Blass, T. (2009). The man who shocked the world: The life and legacy of Stanley Milgram. Basic Books (AZ).

Brewer, M.B., & Kramer, R.M. (1986). Choice behavior in social dilemmas: Effects of social identity, group size, and decision framing. Journal of personality and social psychology, 50(3), 543-549.
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Employee Relations the Field of Employee Relations

Words: 2943 Length: 11 Pages Document Type: Essay Paper #: 63614107

Employee Relations

The field of employee relations encompasses the entire spectrum of the relationship between employing organisations and their employees. It rough chronological order, modern employee relations is a fully comprehensive process that includes the functions and responsibilities of recruitment, hiring, new-hire orientation, employment benefits management, promotion of organisational culture and ethical values, personnel management, change management, employee motivation, performance appraisal and review, career advancement, conflict resolution, policy enforcement, legal compliance, retirement, voluntary departure, involuntary termination, and post-employment benefits management (Robbins & Judge, 2009). More broadly, the field of employee relations also impacts the political, economic, social, and technological organisational environment (PEST). That is particularly true in connection with legal compliance with employment laws and environmental regulations, the economic prospects for organisational growth, business cycles that inform hiring and personnel management decisions, the economic considerations dictated by inflation interest, and income patterns, and numerous social or socio-cultural factors (Russell-alling, 2008).…… [Read More]

Works Cited

George, J.M. And Jones, G.R. (2008). Understanding and Managing Organizational

Behavior. Upper Saddle River, NJ: Prentice Hall.

Halbert, T. And Ingulli, E. (2009). Law & Ethics in the Business Environment. Cincinnati,

OH: West Legal Studies.
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Employee's Rights to Health and Safety in

Words: 1870 Length: 6 Pages Document Type: Essay Paper #: 21555220

Employee's Rights to Health and Safety in the Workplace

The objective of this study is to analyze the rights of employees to health and safety in the workplace in regards to the scenario as follows:

DoRight has recently been hired as the President of the "Universal Human Care Hospital," where he oversees all departments with over 5,000 employees and over 20,000 patients at the medical facility. He has been provided with a broad set of duties and oversight of numerous departments, including business development, customer services, human resources, legal, patient advocacy, to name a few. He has managers in each department that he supervises and who work with him to address the needs of the various internal and external stakeholders of the hospital. Dr. DoRight discovers that some patients within the hospital have been dying as a result of a variety of illegal procedures by doctors and nurses, and negligent…… [Read More]

Bibliography

Grush, Rick (nd) Introduction to some basic ethical orientations. Biomedical Ethics Readings. Retrieved from: http://mind.ucsd.edu/syllabi/03-04/1-Summer/readings/biomed-readings.pdf

Mossman, Douglas (2012) Physician Impairment: When Should You Report? Malpractice RX. Retrieved from: http://www.currentpsychiatry.com/pdf/1009/1009CP_Malpractice.pdf

Rabinowitz, Phil (2012) Identifying and Analyzing Stakeholders and Their Interests. Community Toolbox. Retrieved from: http://ctb.ku.edu/en/tablecontents/chapter7_section8_main.aspx

Alpers, Ann (2001) Key Legal Principles for Hospitalists. Retrieved from:  http://hospitalmedicine.ucsf.edu/improve/literature/discharge_committee_literature/handoff_communication_and_discharge/key_legal_principles_for_hospitalists_alpers_am_j_med.pdf
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Employees Use the 360 Degree

Words: 3428 Length: 10 Pages Document Type: Essay Paper #: 42868307

A very important point is that online learning can be done individually or in groups (for example video conferences).

6. In general, in order to make a career choice one should be informed about the world of professions. Information about the profession that appears the most interesting and appropriate should be gathered. If possible, it would be important to read interviews or talk to people with similar jobs for a more accurate and realistic image. Another important part in a career choice is to assess individual strengths and weaknesses. Several personality tests are available for such a purpose (for example CPI - California Psychological Inventory, SDS - the Self-Directed Search questionnaire). For the persons in search for a career it is important to identify the skills they have and they most enjoy using. The career identified should be compatible with the interests and skills identified. In conclusion, a person who…… [Read More]

References

Drewes, G., Runde, B. (2002). Performance Appraisal, in Psychological Management of Individual Performance. Sonnentag, S. (Ed.) John Wiley & Sons, Ltd.

Fletcher, C. (2002). Appraisal: An Individual Psychological Perspective, in Psychological Management of Individual Performance. Sonnentag, S. (Ed.) John Wiley & Sons, Ltd.

K.J. Kennedy (2005). Evolution of Employee Benefits as Provided through the Internal Revenue Code, Retrieved from www.taxreformpanel.gov/meetings/docs/KennedyPresentation_fina_2.ppt

Hesketh, B., Ivancic, K., (2002). Enhancing Performance through Training in Psychological Management of Individual Performance. Sonnentag, S. (Ed.) John Wiley & Sons, Ltd.
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Employee Satisfaction & Quality Systems the Human

Words: 1496 Length: 5 Pages Document Type: Essay Paper #: 64180756

Employee Satisfaction & Quality Systems

The human resource of any organization is one of the most valuable of all its resources. The continued productivity, innovation, commitment and contributory spirit of organizations employees can create a profitable and strong business in any industry. If these characteristics are lacking in the workforce for many of the employees the business can also be stifled and perform far below its capacity. There are many contributory factors associated with employee satisfaction and therefore optimal production and innovation. The literature on the subject is plentiful and demonstrative of process change and reaching goals of employee satisfaction that improve the bottom line as well as the whole environment of the business (Chang, Chiu, & Chen, 2010, p. 1299). According to Yee, Yueng, & Cheng, the link between employee satisfaction, service quality, customer satisfaction that leads to firm profitability is sound;

Using structural equations modeling, we found that…… [Read More]

Resources

Cappelli, P., & Rogovsky, N. (1998). Employee involvement and organizational citizenship: Implications for labor law reform and "lean production." Industrial & Labor Relations Review, 51(4), 633-653.

Chang, C.C., Chiu, C.M., & Chen, C.A. (2010). The effect of TQM practices on employee satisfaction and loyalty in government. Total Quality Management & Business Excellence, 21(12), 1299-1314. doi:10.1080/14783363.2010.530796

Huselid, M.A. (1995). The impact of human resource management practices on turnover, productivity, and corporate financial performance. Academy Of Management Journal, 38(3), 635-672. doi:10.2307/256741

Pakdil, F. (Summer, 2010).The Effects of TQM on Corporate Performance The Business Review, Cambridge. 15 (1). 242-248.