Employee Behavior Essays (Examples)

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…

References

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

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

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

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

Employee Privacy Torts

History of Employee Privacy

Changing Trends of Employee Privacy

Impact of Innovative Technology on Employee Privacy

ole of Social Media towards Employee Privacy

Impact of Changing Community/Society on Employee Privacy

Adaptation to the new Environment pertaining to Employee Privacy

Employee Monitoring and Surveillance

Laws and Employer Policies for Text Messaging and Social Media

Electronic Communication Privacy Act

Monitoring of Employee Conversations over Telephone & Email

ecommendations for creating Effective Policies

Future Implications of Employee Privacy

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

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.

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…

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

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…

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…

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…

Works Cited

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

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

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

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

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

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

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# .

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…

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.

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…

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.

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…

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

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…

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,

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…

References

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

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

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

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

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

Anticipated Problems

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

References

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

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

NJ: Prentice Hall.

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

Employee Satisfaction with a Company's Review Process

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

Delimitations (See Leedy)

Premise

Hypothesis

Research question(s)

Evaluation Objective

Development Objectives

Participants

Researcher

Survey Group(s)

Assistants

Site contact

Timeline

Chapter II

A. Literature Review

B. Introduction

C. General Management Issues

D. Project Related Issues

E. Conclusions

F. Definition of Terms

G. References

H. Project Submission…

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.…

References

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

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

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

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

Employee ecruitment

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…

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

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…

References

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

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…

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

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…

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:

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…

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,…

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.

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…

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

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…

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 .

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…

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.

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…

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…

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.

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…

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].

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,…

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.

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…

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.

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…

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.

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…

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

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…

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…

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.

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…

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…

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.

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…

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

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…

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

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…

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

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…

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.

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…

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

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…

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.

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…

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.

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…

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

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…

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

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,…

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.

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.…

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.

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…

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.

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…

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

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…

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.

Many overweight people for example would attest to the fact that they have pictures of some skinny models in their rooms to motivate them to lose weight. Many would actually lose weight like that because it is a reminder of how they can look if they are able to lose weight. Setting ambitious goals is important because even if you are unable to go that far and really achieve those ambitious targets, you would still be far ahead of where you had started. It is like saying I will walk three miles in half an hour today. Then you start out and run like mad alternating with some fast walking only to realize that it is not entirely possible to walk three miles in half an hour but you will also notice that you reached very close to your goal and are far ahead of where you had started or…

Work Distraction

The purpose of this memorandum is to inform the new company wide change of policy in monitoring employees. This information is a company directive and is expected to be followed and adhered to starting on today's date.

Recent developments in technology have made our jobs and tasks easier in many aspects. The internet, mobile, communication and social media are great tools that should be taken advantage of when the situation depends. However, this way of conducting business and relying on technology has some drawbacks as well. It has been learned from the Executive Leadership Branch of this company that nearly 1.5 hours of the work day are at risk from employee distractions related to emails, online browsing and phone calls.

Management will now be responsible for monitoring all employee's emails and phone calls. This will be done not for acquiring personal information, rather to discover work-related violations and…

Acceptable Use Policy at Cincom Systems

Policy for Cincom Systems

Cincom Systems' customers are the foundation of our success. This acceptable IT use policy statement is designed to provide our employees with the agility and flexibility to meet customer needs with accuracy and speed, while also protecting our IT systems, data, and records. This document defines the baseline of expectations for Cincom employees in interacting with all Cincom computing systems, platforms, Virtual Private Network (VPN) connections and partner sites as well. Every employee is expected at a minimum to ensure their activities on all Cincom IT systems don't jeopardize the confidentiality of customer data, financial data generated from Cincom operations, product and project development plans, and costing data of projects. As Cincom engages in confidential projects with governments globally in addition to the U.S. Department of Defense, any employee using data on these projects are required to have a valid…

References

Hickins, M. (1999). Fighting surf abuse. Management Review, 88(6), 8-8.

Joice, W., & Verive, J. (2006). Telework and federal employee dependent care. Public Manager, 35(3), 44-49.

Lichtenstein, S., & Swatman, P.M.C. (1997). Internet acceptable usage policy for organizations. Information Management & Computer Security, 5(5), 182-190.

Martin, J.W. (2009). WHY YOU NEED AN EMPLOYEE POLICY for electronic information. Family Advocate, 32(2), 12-14.

Organizational Behavior

"World of work"

Drawing from chapter 9 of the class reading, there is no equality in work, and it will never be. Male have dominated top leadership positions while women are left to do care taking jobs in the society, such as taking care of the elderly. These are mere wage jobs that need less time. This chapter also presents the issue of interest as many young women have not realized that being in a career such as engineering, can also be a "helping" occupation. As such, the society has not only lost talented women from the world of work. It has also lost talented men in the domestic world. Men have the potential to be excellent caregivers as studies indicate the significance of fathering four children (O'Brien, 2007).

Based on the equal right to employment code, the right to "equal treatment pertaining employment" defends women in all…

Reference

O'Brien, G. (2007, fall). Understanding Ourselves: Gender Differences in the Brain. Retrieved from The Columbia Consultancy: http://www.columbiaconsult.com/pubs/v52_fall07.html

hen deciding between two schools, he or she might chose the school that offered the professional degree in nursing, even if it was more expensive, because it maximized the utility and desired aim of his or her education. 'A nurse is sure to get a job upon graduation,' the student might rationalize.

Some students take into consideration less academic considerations when maximizing the utility of their college education. The ability to live at home and to save money might be a factor, or the ability to move to a desirable area of the country. Staying with a group of high school friends or following a high school boyfriend might be a (misguided) priority of some students. Economic decision-making, after all, is not always purely rational.

There are also certain constraints on utility maximization. Some students, even if they get into their first choice university, may not be able to attend…

Works Cited

Utility maximization subject to an income restraint." (14 Apr 2003). Consumer behavior. Net-Textbook. Retrieved 21 Apr 2008 at http://nova.umuc.edu/~black/umax100.html

2. In your opinion, would stakeholders benefit from external reports that use variable costing for reporting? Give examples.

Variable costing is a costing method under which those costs of production that vary in relation to output are treated as product costs, it is commonly compared to absorption costing which is a method that treats all production costs as product costs regardless whether they are fixed or variable. Using variable costing can be beneficial to stakeholders due to the advantages in holds over the absorption costing. For instance, under variable costing, profits move in the same direction as sales since the profit for a period is not affected by changes in inventories considering factors such as costs, selling prices etc. are constant. This is an advantage to the stakeholders who are more concerned about the profits from which they benefit. When variable costing is used it is also easier to estimate…

References

Accountingformanagement.com (2009). Advantages of variable or direct or marginal costing system. Retrieved on March 27, 2010 from  http://www.accountingformanagement.com/advantages_of_variable_costing.htm 

Eldenburg, L.G. & Wolcott, S. (2005). Cost management: Measuring, monitoring, and motivating performance. New York: John Wiley & Sons. pg. 86-99

(Work) Employee Communication and Monitoring
According to Miller and Hollowell (2016), “the emergence of Facebook and other social networking sites has created a number of legal and ethical issues for businesses” (p. 98). In the recent past, there have been instances of people being fired because of posts or utterances made on their social media accounts. This is more so the case given that the line between professional life and personal life is increasingly being blurred, thanks to the prevalence of social media. One such instance involved Ashley Payne.
Summary of the Case
Payne, a high school teacher, was forced to resign from her teaching position after a parent complained of a picture she had posted in her Facebook account in 2009 holding alcoholic drinks in both of her hands. The school administration was also of the opinion that a B-word she had used in her page was offensive and…

ather, it is essential to convey the fact that walk-throughs are merely a means for instructors to learn about how to better their performance, and subsequently increase the knowledge and retention levels of their students. The important thing is to not make instructors feel defensive or overly-scrutinized, but to view the entire walk-through process in a positive means in which they can refine and improve their prowess as a pedagogue.

In terms of communicating the findings or the results from the walk-through to a particular teacher, it is important to do so in a manner that is encouraging and in which both professionals, -- the principal and the teacher -- are at ease. One of the ways to do so would be during a 'lunch and learn', informal lunchtime setting. It is probably best if the principal has some sort of written documentation delineating bot the positives and areas of…

References

Ellis, R. (2003). Task-Based Language Learning and Teaching. Oxford: Oxford University Press.

Raven, R. (2010). "The sandwich technique." Bright Hub Project Management. Retrieved from  http://www.brighthubpm.com/resource-management/56534-the-sandwich-technique-for-giving-feedback/ 

Woodward, J.R. (2010). "Taking Learning to Task by Jane Vella: A Proactive Report." Jrwoodward.net. Retrieved from  http://jrwoodward.net/2010/03/taking-learning-to-task-by-jane-vella-a-proactive-report/ .

Nonetheless, despite Alex's impersonal and intimidating style of management, she has proven to be an effective motivator throughout all aspects of her role in the company, successfully spearheading the rebranding campaigns of two major skin care products while earning promotions along the way. In the 9:00PM section of the case study timeline, the reader is privy to a conversation between Alex's boss Sam Glass and his senior counterpart in the company, and their glowing appraisal of her managerial presence bodes well for her potential for future career success at Landon Care Products, Inc. When Sam Glass says "Alex makes waves, but that's the price you pay for having such a star," he is showing that executive management prioritizes performance and productivity over the personal feelings of low-level workers. By dismissing the concerns voiced by many of Alex's coworkers simply the waves made by star management material, Sam Glass shows that…