Low employee morale, cultural and communication differences, technological equipment challenges as well as lack of team cohesion are some of the worst situation to ever affect an organization. These situations can critically impair the normal operations of an organization (Mawoli & Babandako,2011).In this paper, we present an elaborate investigation of these issues as well as how to tackle them within the context of a global hi-tech organization (a multinational) with offices in various cities across the globe.
Low employee morale/lack of motivation

Motivation is noted by Harder (2008) to be the inner drive that compels an individual to perform or act.There are several sets of factors that influences employee motivation. Several scholars do however agree that the concept of motivation is mainly a psychological process that arouses a sense of direction, arousal, intensity as well as persistence of individual behavior (Pinder,1998). Employee motivation is a process that leads to good employee behavior.…...

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References

Campbell, J.P. (1990). Modeling the performance prediction problem in industrial and organizational psychology. In M.D. Dunnette & L.M. Hough (Eds.), Handbook of Industrial and Organizational Psychology (pp. 687-732). Palo Alto, CA: Consulting Psychologists Press, Inc.;

Coffman, C. & G. Gonzalez-Molina (2002). Follow this path: How the world's greatest organizations drive growth by unleashing human potential. New York, NY:

Cox, R.H. (2006). Sport Psychology: Concepts and Applications (6th Ed.). New York: McGraw-Hill.

Jaafar, M., Ramayah, T. And Zainal, Z. (2006), Work Satisfaction and Work Performance: How Project Managers in Malaysia Perceive It? Academy of World Business, Marketing and Management Development Conference Proceedings, Vol. 2, No.113, pp. 1305-1313.

Boosting Employee Morale After Downsizing
Downsizing has become a significant idea in today's economy and maintaining the trust of employees when something like this takes place has also become very serious business (Brockner, Konovsky, Cooper-Schneider, Folger, Martin, & Bies, 1994). The question is not whether a company should downsize their employees but how to do the downsizing properly so that as few employees as possible are injured (Brockner, Konovsky, Cooper-Schneider, Folger, Martin, & Bies, 1994). There are several ways that companies can downsize that will help retain much of the loyalty of the workers that remain (Brockner, Konovsky, Cooper-Schneider, Folger, Martin, & Bies, 1994).

Companies who downsize through attrition and buyouts, those companies that work to help downsized employees find new jobs, and companies that are willing to provide outplacement services to those individuals often end up in positions that are much better than companies that simply fire workers due to downsizing…...

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Works Cited

Brockner, J., Konovsky, M., Cooper-Schneider, R. Folger, R., Martin, C., & and Bies, R.J. (1994). Interactive Effects of Procedural Justice and Outcome Negativity on Victims and Survivors of Job Loss. Academy of Management Journal, 37, 397-409.

Brockner, J., Tyler, T.R., & Cooper-Schneider, R. (1992). The Influence of Prior Commitment to an Institution on Reactions to Perceived Unfairness. Administrative Science Quarterly, 37, 241-261

Cole, J. (1995, March 14). Axes to Continue to Fall in Defense Industry. Wall Street Journal, A2.

Daft, R.L. & Lewin, A.Y. (1993). What Are the Theories for the 'New' Organizational Forms? Organizational Science, 4, i-vi

Ensuring Adequate Employee Morale in the Fast Food Industry
During the last decade, customer service and employee morale as perceived by the public has steadily declined, most notably within frequented industries such as the fast food industry. The success of corporations is contingent upon their ability to reform and develop more potent employee morale strategies.

Though a variety of customer service strategies exist, none have specifically analyzed key customer service factors related specifically to the fast food industry and franchisees, who are particularly, challenged addressing these issues.

The problem I would like to solve is the low morale and high employee turn over witnessed in local fast food restaurants franchisees such as Subway and McDonalds, which results in poor customer service and lost profits resulting from customer complaints and returns. Low employee morale is extraordinarily significant; it results in decreased productivity and poor customer service. In an era where competition within the…...

Schyns, B., Schilling, J. (2013). How bad are the effects of bad leaders? A meta-
analysis of destructive leadership and its outcomes. The Leadership Quarterly, 24: 138-158.

Essence

The essence of the article in The Leadership Quarterly, 24 (2013) entitled "How bad are the effects of bad leaders? A meta-analysis of destructive leadership and its outcomes" by Birgit Schyns and Jan Schilling is that there is significant correlation between destructive leadership and the attitudes of followers towards the leader and counterproductive work. The study shows that bad leadership can cripple a workplace environment and organizational culture, that it can lower morale, reduce productivity, and effect bad attitudes among employees. This finding is important because it reinforces the argument that positive leadership is invaluable for a corporation and that, as Sanders (2006) notes in his study on workplace environments, likeability in managers is a major factor in successful organizations.

The study performs a literature review…...

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References

Creswell, J. W. (2007). Qualitative Inquiry and Research Design: Choosing among

Five Approaches. CA: Sage.

Denscombe, M. (2010). Good Research Guide. UK: Open University Press.

Lin, C. (2013). Revealing the "Essence" of Things: Using Phenomenology in LIS

Efficiency and Productivity
One of the most efficacious means of improving productivity for employees is to better their efficiency and effectiveness. One can accomplish this objective by presenting employees with measures for motivation. There are several methods for implementing motivational standards for employees. Performance-based motivation is a key element of this process. When employees see tangible ways that they are rewarded for their productivity, they will want to work better. A simple system of rewards, and punishments, characteristic of transactional leadership can accomplish htis objective (Ivey and Kline, 2010, p. 247). Setting both individualized and team goals for employees helps to achieve this end, and to increase motivation. eviewing employee performance either annually or twice a year is another successful measure for increasing productivity. Also, utilizing competitors as a means of benchmarking can help to spur entire organizations and individual employees to improve their productivity.

2. There are several ways to…...

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References

Ivey, G. W. & Kline, T.B. (2010). Transformational and active transactional leadership in the Canadian military. Leadership & Organization Development Journal. 31(3), 246-262.90

90.

Wember, T. (2013). Kotter's 8-step change model. www.leadershipthoughts.com Retrieved from  http://leadershipthoughts.com/knowledge-articles/kotters-8-step-change-model/ 

Write a research paper on change in a human resource development (HRD) organization that you would like to work for. Within your research paper, you will explain how the following can be accomplished at your organization of choice:

Employee Handbook Privacy Section
ABC Widget Company: Employee Handbook Privacy Section

What privacy rights issues should be addressed?

In the Age of Information, there are increasing concerns being voiced about what can legitimately be expected to be kept private, and how these issues affect employees' rights in the workplace. According to Hayden, Hendricks and Novak (1990, most adults spend approximately one-half of their waking hours in the workplace today, and it is therefore not surprising that employment practices affect a broad range of privacy rights. With the sole exception of polygraph ("lie-detector") testing, there are not many areas of workplace activities that are addressed by the U.S. Constitution or national privacy laws. As a result, employers in the United States have a great deal of flexibility in collecting data on their employees, regulating their access to personnel files, and disclosing the contents of employee files to those outside the organization. Besides the issue…...

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References

Backer, T.E. & O'Hara, K.B. (1991). Organizational change and drug-free workplaces:

Templates for success. New York: Quorum Books.

Hayden, T., Hendricks, E. & Novik, J.D. (1990). Your right to privacy: A basic guide to legal rights in an information society. Carbondale, IL: Southern Illinois University Press.

Muhl, C.J. (2003). Workplace E-Mail and Internet Use: Employees and Employers Beware An

Employee E-Mail and Internet Privacy Policies
The increased usage of the Internet and e-mail has changed the way companies do business. Nearly instantaneous communication can take place globally. Information on a countless number of topics can now be accessed from anywhere around the world. These technological developments have not only helped employees increase their efficiencies, but also has given them a new means of distraction from their duties. For this reason, many companies have developed e-mail and Internet policies.

At my job, our e-mail policy states that e-mails should not include illegal or libelous statements. E-mail is to be used for business purposes only and e-mail communications are the property of the company. For this reason, the company may access sent and received from work computers at any time, this includes deleted e-mails that are stored on the company's servers. The Internet policy is similar in that the Internet is also to…...

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References

Fact sheet 7: Workplace privacy and employee monitoring. (2010). Retrieved 6 Dec 2010, from  http://www.privacyrights.org/fs/fs7-work.htm#4a .

Privacy rights of employees using workplace computers in California. (2010). Retrieved 6 Dec 2010, from  http://www.privacyrights.org/ar/employees-rights.htm .

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 of adopting an…...

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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

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 the selection criterion. Based…...

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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,   last accessed on March 7, 2011http://www.zeromillion.com/business/advantages-and-disadvantages-of-performance-appraisals.html 

employee handbook addressing the issue of workplace equity and nondiscrimination in a health care organization. The essay includes various issues related to the non-discrimination laws and the benefits of implementation of anti-discrimination laws.
An employee handbook is a manual for employees and works as a staff handbook which is drafted by the employer. Employee handbook contains policies and procedures for the employees. It has all the terms and conditions of employment. The main purpose of an employee handbook is to communicate to the employees the fair and just policies of an organization. An employee handbook of different organizations will have different details because of the varying nature of the business carried out by the organization however the main purpose of the handbook will remain the same. An employee handbook for a health care organization will have their own set of policies and procedures.

An employee handbook for a health care organization…...

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References:

Papa, Michael J.; Tom D. Daniels, Barry K. Spiker (2007). Organizational Communication: Perspectives and Trends (5 ed.). SAGE

Trentham, Susan; Laurie Larwood (1998). "Gender Discrimination and the Workplace: An Examination of Rational Bias Theory." Sex Roles 38 (112) [HIDDEN]

Wadhwa, Vivek (6 June 2006). "The True Cost of Discrimination." BusinessWeek Online.

The Economics of Discrimination, Robert P. Murphy, Library of Economics, AUGUST 2, 2010

Human Resources -- Employee Separation Policies and Procedures
Employee separation is an inevitable aspect of the business world. Careful consideration of the company's core values, stakeholders, legal requirements and financial well-being are all taken into account when preparing a Separation Policy. By establishing and implementing procedures, some of which are followed even before an employee is hired, the company can accomplish employee separation with a minimum of financial, legal and morale risk.

Separation Policy ith Specific Procedures

A Separation Policy must be well-planned and effectively communicated to avoid some common pitfalls of employee separation. Most employees, absent a collective bargaining agreement, are "at will" employees (Zachary, 2008). However, employees still sue under several theories. To avoid successful suits by former employees, the company must take care to treat different categories of employees the same to avoid successful discrimination suits; terminate the employee only for lawful reasons to avoid successful wrongful termination suits and…...

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Works Cited

Anonymous. (2006, February). Employee terminations. Retrieved February 16, 2014 from search.proquest.com Web site:  http://search.proquest.com.ezproxy.trident.edu:2048/docview/200653775 

Anonymous. (n.d.). Chapter 6: Managing employee separations, sownsizing and outplacement. Retrieved February 16, 2014 from docs.google.com Web site: https://docs.google.com/viewer?a=v&q=cache:lsOQaq7S5oIJ:classes.bus.oregonstate.edu/fall-06/ba453/Neubaum/Chapter6%2520post.ppt+voluntary+and+involuntary+employee+benefits+poerpoint&hl=en&gl=us&pid=bl&srcid=ADGEESiKGVYjQJcvtL-X7Hylxg7R1spJO6fS52Tc-gb-cuYA

Shanoff, B. (2006, April). Termination headaches. Retrieved February 16, 2014 from search.proquest.com Web site:  http://search.proquest.com.ezproxy.trident.edu:2048/docview/219265004 

Van Bogaert, D., & Gross-Schaefer, A. (2005, Summer). Terminating the employee-employer relationship: Ethical and legal challenges. Retrieved February 16, 2014 from search.proquest.com Web site:  http://search.proquest.com.ezproxy.trident.edu:2048/docview/194226698

In this context, a question is being posed relative to the measures which could be taken in order to increase employees' on the job satisfaction and reduce the high turnover rates. The following strategies could be implemented in both Hong Kong vehicle companies, as well as within all companies facing the challenges of high employee turnover rates. Yet, what should be remembered is that the following suggestions are merely theoretical and that they should be customized to fit the specific particularities of each separate entity. These being said, the suggestions to improving employee retention are as follows:

Increasing salaries; higher wages will generally determine people to be more committed to the job and to the employer

Offering other financial incentives, such as premiums and bonuses; these should be offered based on performances, but also based on efforts

Offering various non-financial incentives, such as flexible working schedules or the organization of social events outside…...

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References:

Boyd, C., 2003, Human resource management and occupational health and safety, Routledge, ISBN 0415265908

Droege, S.B., Hoobler, J.M., 2003, Employee turnover and tacit knowledge diffusion: a network perspective, Journal of Managerial Issues, Vol. 15, Issue 1

Han, P., 2008, Survey: Employers in China face worst staff turnover rate in Asia, Embassy of People's Republic of China in the United States of America,   last accessed on February 23, 2010http://www.china-embassy.org/eng/xw/t401165.htm 

Employment Management
Employees, Management and Compromise

Employment and management often share the same goals but have very different perspectives on how to achieve them. The key to establishing a healthy and functional workplace is finding a compromise between these two perspectives.

Working Environment:

This is especially true when lives are at stake such as in the nursing home around which this discussion centers. An establishment of 88 beds and a rotating staff of roughly 150 nurses, physicians, clinicians, clerical workers, orderlies and maintenance workers, the long-term care facility imposes heavy workloads and difficult hours on its employees.

Policies:

• Alternative Work Schedules (i.e. flexible work)

On the issue of alternative work schedules, employees at the nursing home desire a greater work/life balance. Many complain that long hours prevent time for family and rest. Management requires employees that are on-call 24 hours a day and must maintain a positive ratio of nurses to beds in order to achieve…...

If the economic/machine and affective/affiliation models are combined then the result would resemble the growth-open system theory of motivation (Cordner, 2013). The term 'open' in this model is meant to imply employees are influenced by their environment, including the environmental factors existing outside the workplace. The term 'growth' indicates that individuals will transition through several levels of need fulfillment depending on whether more basic needs have been met. This 'needs' hierarchy is based on the work of the psychologist Maslow, who proposed the first needs that must be fulfilled are the most basic, such as food, clothing, and shelter. If these needs are being met then an individual will next seek to protect themselves from threats to their physical and psychological health. The subsequent levels, according to Maslow, would be social needs, feeling valued and personal fulfillment, in that order. Since most police officers earn enough to meet their basic…...

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References

Cordner, G.W. (2013). Police Administration (8th ed.). New York: Anderson Publishing.

Managing Emotions
What factors do you think make some organizations ineffective at managing emotions?

Employees' emotions can be harder to control at work as opposed to in other parts of life. In many cases, employees will not reveal their emotions which can make it difficult to pick up on any emotional problems. For example, an employee's personal life might be affecting their work performance but they might be trying to hide their emotions about an event such as a death in the family. Therefore, emotions that are due to external factors are difficult to identify and deal with in an organizational context.

Do you think the strategic use and display of emotions serve to protect employees, or does covering your true emotions at work lead to more problems than it solves?

There are many professional boundaries that should be maintained by employees in an organization at all times. It is ok to reveal emotions…...

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References

Biro, M. (2013, December 15). Leadership Is About Emotion. Retrieved from Forbes:  http://www.forbes.com/sites/meghanbiro/2013/12/15/leadership-is-about-emotion/ 

The Workplace. (2012, April 24). When is it appropriate to take sick leave due to work stress/fear of burnout? Retrieved from The Workplace:  http://workplace.stackexchange.com/questions/922/when-is-it-appropriate-to-take-sick-leave-due-to-work-stress-fear-of-burnout

1. The prevalence of embezzlement in North Carolina: statistics and trends
2. Case studies of high profile embezzlement cases in North Carolina
3. The impact of embezzlement on businesses and individuals in North Carolina
4. The legal consequences of embezzlement in North Carolina
5. Strategies for preventing and detecting embezzlement in North Carolina businesses
6. The role of technology in preventing and detecting embezzlement in North Carolina
7. The ethical implications of embezzlement in North Carolina
8. Comparing embezzlement laws and enforcement in North Carolina to other states
9. The psychology of embezzlement: exploring the motives and mindset of embezzlers in North Carolina
10. The challenges of prosecuting and....

Topic Idea 1: The Impact of Employee Retention on Organizational Performance

Explore the positive correlation between employee retention and key business outcomes, such as productivity, profitability, and customer satisfaction.
Analyze how high turnover rates can lead to financial losses, operational inefficiencies, and reputation damage.
Discuss the importance of identifying and addressing the root causes of employee turnover to improve retention.

Topic Idea 2: Strategies for Enhancing Employee Retention in the Digital Age

Examine the challenges posed by the changing nature of work and technology in retaining employees.
Evaluate the effectiveness of strategies such as flexible work arrangements, remote work options, and....

Manifestations of Abuse of Power in the Workplace

Workplace abuse of power refers to the misuse of authority or influence by individuals in positions of power to gain undue advantage or control over others. While the specific manifestations can vary depending on the workplace environment and the individuals involved, there are several common patterns that often emerge.

1. Coercion and Intimidation:

Abusers may use threats, fear, or retaliation to force employees to comply with their demands. This can include:

Making threats of termination, demotion, or other negative consequences
Using aggressive or intimidating language or body language
Creating an atmosphere of fear and uncertainty

2.....

I. Introduction
A. Attention grabber
B. Brief background about effective leadership
C. Thesis statement: Effective leadership plays a crucial role in achieving organizational goals and inspiring individuals to reach their full potential.

II. Definition and characteristics of effective leadership
A. Definition of effective leadership
B. Key characteristics of effective leaders
1. Clear vision and goal-setting
2. Strong communication skills
3. Ability to inspire and motivate others
4. Decision-making skills
5. Adaptability and flexibility

III. Importance of effective leadership in an organization
A. Cite examples of successful companies with effective leadership
B. Effect on team performance and productivity
C. Improved employee morale and....