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One of the most important themes is about the tension that can oftentimes exist between a business and its surrounding community. In this particular story the tension occurs between the bank, as represented by its bank officer, and one of its customers, as represented by the fourteen-year-old schoolboy. The tension comes about when the bank refuses to allow the boy to withdraw money from his account due to his underage status.
This tension in turn is caused by the bank officer's choice to behave ethically towards the customer as opposed to behaving in a selfish manner. This conflict between ethical and self -interest is another theme touched upon by the story when it is shown that the bank officer, in refusing to allow the boy to withdraw money from his account, was behaving ethically by indirectly protecting the boy from a bully who was stealing his money. If the officer…… [Read More]
workplace environment in India has changed drastically over the past decade. The early 1990s was marked by a wave of globalization creating a lot of attention for developing a sound infrastructure for workplace and country. The focus was to create amenities in the workplace and make working environment pleasurable. On this front, the federal government had succeeded in initiating development of urban centers that provide sound infrastructure for employees (Sikri, 1992).
Business entities have come to realize that maintaining a well managed and highly efficient workplace environment is critical to success. New technologies, environmental consciousness, and health concerns are having a major impact on the need for facility management. The International Facility Management Association, (IFMA), has grouped workplace responsibilities into several major areas such as facility financial forecasting, real estate acquisition and disposal, work specifications, installation and space management, architectural and engineering planning and design, new construction and renovation, maintenance…… [Read More]
Courses are available and arranged through the employer's local area chapter.
According to the Red Cross' brochure on emergency training in an office setting, the training program will enable one to: care for conscious and unconscious choking victims, perform CPR, use an automated external defibrillator on a victim of cardiac arrest, give first aid and treat sudden illnesses. Part of all standard training is to include information on blood borne pathogens.
The Occupational Safety and Health Administration, or OSHA, is an agency under the United States Department of Labor, established in 1970. According to its mission statement, OSHA is to work to prevent work-related injuries, illnesses and deaths by issuing and enforcing rules and standards for workplace safety and health. One of OSHA's most recent standards was released in 1990 and was related to preventing workers from being exposes to blood borne pathogens such as hepatitis and HIV.
OSHA…… [Read More]
Non-Discriminatory orkplace Environment
To effectively deal with the problems of discrimination in the workforce, a workplace environment must strive to prevent discriminatory behavior from occurring between employees, must ensure that when discriminatory behavior does occur the participants involved in the conflict have a venue in which to express their differences and grievances, and finally, leaders in the workplace must make an effort to ensure that it doesn't occur in the future. In other words, preventing discrimination requires an efficacious three-pronged attack for both public and private enterprises.
First and foremost, during the hiring process, the human resource personnel must ensure that candidates are selected at all levels of the corporate hierarchy that share the company's nondiscriminatory values. It needs to be communicated, in strong and in no uncertain terms, that discrimination in the workforce and sexual harassment of any kind will not be tolerated, whether it be wielded against employees,…… [Read More]
Decision Making, Human Error, Humans and Automation
Decision Making, Human Error, Humans, and Automation
While working on issues involving social reforms, a theoretical model can be useful in the examination, perception, and performance in what is often a complicated situation. The theory of general systems is one such model but its use is restricted although it is well respected and well-known. The following study provides an account of how I can work with these ideas when making design decisions in relation to human-system interaction.
The growth of appropriate intervention techniques for a particular customer requires concern of the individual in regards to a larger social perspective. In order to achieve this, I might use concepts and principles based on systems theory. Systems concept is a way of elaborating progressively complicated systems across a procession that involves the person-in-environment. Systems concept enables me to understand the elements and characteristics of customer…… [Read More]
How Managers Can Address Risks of an Aging Workforce
This paper examines the effects of the aging workforce on companies and how managers should address the issue. It identifies the risks associated with an aging workforce, looks at the challenges that this issue brings for managers, offers solutions and recommendations for what managers can do to address these risks and challenges, discusses ergonomic issues and how to face resistance within the organization when changes are inevitably made to accommodate the aging workforce so as to enhance their performance and maximize their potential. It also looks at the positive side of having an aging workforce and why more people should work later in life and why managers should embrace this trend.
Keywords: aging workforce, managing aging workers, generational gap workplace
The workforce is aging in the 21st century (Heggeness, Carter-Johnson, Schaffer, & Rockey, 2016). An aging workforce presents certain…… [Read More]
He can be articulate, but often complains about managerial policy, and I do not want to seem to be condoning backbiting. It is also difficult to be enthusiastic about a task, when someone is constantly complaining.
Select at least three strategies to enhance your relationships with these three people for a more productive workplace environment
egarding my boss that plays favorites, the best strategy is to simply 'stick with the facts.' Instead of focusing on personalities, I should try to make my conversations with this boss issue-based, and try to win points based upon the issues. If the bosses' directions are unclear, I must demand clarification, and if she is impatient, I will try to frame this as a positive, saying that it is because of my desire to do a good job that I am asking for clarification.
egarding my 'over-sharing' colleague, allowing her to vent occasionally may be…… [Read More]
For instance, if one individual "kept telling another employee sexual jokes that the second employee found offensive, it would be sexual harassment in the workplace. If two employees dated and engaged in consensual sex, this would not be sexual harassment. If one of the two then wanted to terminate the relationship, and the other used the unequal relative terms and conditions of employment of the work place to further the relationship, this would be sexual harassment in the workplace." (Sexual Harassment in the orkplace, 2004) in other words, consent is key -- conceivably a man could be made to feel uncomfortable, perhaps by another man, through repeated exposure to sexual jokes even after the perpetrator of the 'humor' was asked to cease and desist.
Hostile orkplace. (April 1997) it's time: Institute for Management Excellence online newsletter and website. Updated 2001. Retrieved on October 3, 2004 at http://www.itstime.com/apr97.htm.
Sexual…… [Read More]
9. Supporting organizational teams provides employees with a medium to discuss concerns and problems as well as an opportunity to help discharge emotional pressure. Sharing in a group serves as a catharsis and stress release system.
10. Guarantying employees have the freedom to work effectively as well as ensuring they sense their work contributes to a greater purpose decreases workplace stress (Raitano and Kleiner).
hen implementing secondary prevention method, the organization moderates the stress response. Some ways the organization may apply these strategies include:
1. Aerobic exercise and weight training as well as other physical fitness techniques and/or sports opportunities help monitor the body's adverse reactions to stress.
2. Providing access to relaxation training can contribute to reducing workplace stress. hen the individual participates in exercises like deep breathing and engages in mental imagery; focusing on a relaxing environment, this helps enhance his moods and permit him to…… [Read More]
educing workplace injury requires a multifaceted approach, and requires responsibility on the part of employees and managers. I am frequently called upon to move, lift, or manipulate objects. Most of the time this behavior is in accordance with my job description, and I was offered some basic safety training and guidelines when I was hired to perform the job. However, the details of each procedure were not offered in the training. As a result, we only received general guidance, such as how to bend our knees when lifting heavy objects. Issues related to workplace environment and ergonomics remain woefully ignored by senior management. Moreover, there is no ongoing training to remind personnel of their role and responsibility in preventing workplace injury. I have witnessed many of my colleagues do things that are not according to recommended procedure, thereby causing injury.
Management is often able to prevent workplace injuries,…… [Read More]
Marlene was not discriminated against because of her religion, and unless she proved the union prohibited Catholics from becoming members, which would be a violation of Title VII. However, she has no anti-discrimination grounds on which to sue given there is no evidence either the union or the casino discriminated against Catholics. She could argue that she was being discriminated as the state of Nevada has 'right to work' laws which prohibit discriminating against employees who are not members of unions or who refuse to become members of unions. Merely being a member of a historically-discriminated against group is not grounds to sue -- there must also be evidence of discrimination.
The female pilots did have grounds to sue. It is illegal to mandate unnecessary requirements for specific types of employment if such requirements have a disparate impact upon protected groups, including women. Even if it…… [Read More]
sexual harassment, and discuss aspects like defenses, judge ruling basis, cause of action, and employee's and employer's civil liability. Both discrimination and employee laws will be applied here.
Sexual Harassment Background Information
The issue of sexual harassment at workplaces poses an ethical problem, with around 50% of all women employees experiencing it during some point of time at their workplace; the effects of sexual harassment on people are always negative, and harmful (Bimrose, 2004). Thus, career guidance has a significant role to play in preparing and supporting working women, who may have already faced, or are currently, facing sexual harassment at work. ecent studies on workplace-related gender inequalities have recommended combating of stereotyping by urging women to take up non-traditional vocational training, education, and jobs.
Though the above solution is pertinent, the problem of workplace sexual harassment is not accorded due recognition. There are several reasons for this; the foremost…… [Read More]
Race, class, gender, ethnicity, and religion are all variables that impact a person’s identity, worldview, communication style, and behaviors. Applying the sociological imagination to the workplace environment enables a greater understanding of how these factors impact daily interactions and events, with the goals of promoting harmony and resolving conflict. Being aware of race, gender, and religion has helped me function better in teams. The times that I neglected to recognize race, religion, and gender taught me valuable lessons and helped me to become more emotionally and socially intelligent. Race, gender, and religion are all socially constructed variables rather than being absolute categories; therefore it is always important to remember the fluidity of these constructs and to relate to each person individually as opposed to making sweeping generalizations based on stereotypes and assumptions.
Moreover, categories and definitions of race, gender, and religion are not monolithic. What it means to be white,…… [Read More]
For a company to replace old chairs with ergonomically safe seating might even be cost-effective, for when and if legislation is passed governing such seating, then the workspace is more likely to be in compliance with such laws, and not necessitate further costly modifications.
Regarding the issue of potential legislation, even if the data is not conclusive now, this does not mean that ergonomics laws will not be passed in the near future. Nor should an organization wait for either legally or scientifically conclusive data, from its own self-interested perspective. Although it may not support increased government interference in business life, it can still use what data exists in-house for the benefits of its workers and its own bottom line.… [Read More]
Workplace Poster for a oland etail Company
Workplace Poster for a Sears Holdings Corporation
isk of staff theft poster
The following is a typical illustration of the Sears Holdings Corporation poster that warns against theft and vandalism of the products and services within the company. In order to ensure n equitable safety of the products and services within the retail company, the management team has come up with a lethal facet of model of managing the available avenues of resisting any occurrence of theft. The poster is a general demonstration of the warning that is against any form of theft within and outside Sears Holdings Corporation. Service management is a lucrative feature that often ensures safety and strength if the available avenues of production. In order to have a sound avenue of securing the sustenance of customers in the market, a given protocol must be observed. This protocol is supposed…… [Read More]
In the incipient stages, change causes reticence and this reticence is mostly obvious in the case of the more mature group of employees. While the younger staff members are more opened to change and will embrace it as a new career opportunity, the older population is simply looking to perform its current tasks into retirement. When reticence occurs among the younger population, it can be reduced through change management programs. The reticence of the more mature population cannot however be reduced as it a deep rooted within the individuals.
A second impact, obvious at the level of all employee groups, is that of strain creation. Fedir and Herold argue that organizational change creates two sets of strains. The first set is given by the possibility for the change to modify the job specifics. In other words, the employee is worried that modifications would be incurred in the way in which…… [Read More]
Boosting job satisfaction by offering employees safety nets should they get MSD or offering as many preventative measures as possible will lead to a corporate culture more conducive to long-term profitability. Firms should move away from the prevailing business model that discounts employee satisfaction (and employee health) and shift toward a more holistic vision of business. No industry or organization will fare well for long if they cannot maintain a healthy workforce. Firms and their leaders also have an ethical obligation to provide their employees with the best ergonomic equipment and the latest knowledge about MSDs.
MSDs are not a problem, regardless of arguments that insufficient research backs up OSHA's claims. Enough research is available and enough case studies testify to the problem. The federal government absolutely should intervene and mandate complete coverage for MSDs because one of the purposes of government is to help maintain public safety.… [Read More]
Workplace Conflict and Injustice: Mediation Options
It’s difficult to discuss an employee dispute or issue of recent times without thinking of the #timesup and #metoo movements. While these movements have been most visible in Hollywood, they definitely impact women in every industry and workplace scenario. More and more women are refusing to be silent when it comes to dealing with sexual harassment and related toxic behaviors in the workplace—and they shouldn’t have to be. This paper will examine an instance of employee conflict that occurred not within the entertainment world, but within an adjacent industry—the lifestyle and sports apparel industry, concerning one of the giants in the field—Nike.
The problems at Nike involved inappropriate behavior in the workplace, sexual harassment, and even sexual assault. Women within the company detailed workplace violations such as, “ There were the staff outings that started at restaurants and ended at strip clubs. A supervisor…… [Read More]
For instance, LaFleur and Hyten (1995) suggested that performance of hotel banquet staff improved when staff members received monthly bonuses function of their ability to meet accuracy and timeliness goals in setting up banquet functions (cited in Ambrose & Kulik, 1999).
Implementing these strategies should be facilitated by the fact that the two strategies complete each other. Establishing clear goals and their attainment is facilitated by the incentive, which may increase goal commitment, motivation, and thus, performance.
Incentive media kit (2005), etrieved from site: http://www.huttonmedialimited.com/images/pdfs/Incentive-rates-Production2005.pdf
Ambrose, M.L., & Kulik, C.T. (1999). Old friends, new faces: Motivation research in the 1990s. Journal of Management, 25(3), 231-292.
Steven H. Appelbaum, ammie Kamal (2000). An analysis of the utilization and effectiveness of non-financial incentives in small business. Journal of Management Development, Volume: 19 Issue: 9 Pp. 733-763
t Hon. Andrew Smith MP. "Making a difference - motivating people to improve performance," etrieved…… [Read More]
The Impact of Workplace Sexual Harassment on Employees and Employers
Sexual Harassment (SH) is a subject that has made its way into the normative, professional lexicon. SH used to be a topic that was not taken seriously because it was a part of the workplace environment that was normal and was not subject to punitive consequences, though there are occasions that are exceptions to the rule. SH is a subject that must be taken seriously by every employee or member of an organization. SH is a subject that must be taken seriously on the individual level and on the organizational level. SH directly affects fundamental aspects of a place of employment, no matter the industry. Prevalent, pervasive, and even sporadic SH in the workplace serves as a destructive force from within and from without.
There is no workplace environment that exists that will never have one instance of SH.…… [Read More]
Nurturing Ethical Diverse Workplace Building Trust Workplace for assignment read required readings ethics module, including 2010 Deloitte LLP Ethics & Workplace Survey ( http://www.
Workplace Diversity Ethics
The productivity and ethics within the workplace environment are significantly influenced by leadership transparency. This issue has been revealed by studies on human resources in several companies. There are several types of leadership, like autocratic, democratic, transformational, transactional laissez-faire leadership and others. Each of these leadership styles has its advantages and disadvantages, and each of them can be successfully used in a certain type of organization. But transparent leadership is much more than a leadership style.
Transparency in leadership does not limit to the transparency of communication. Transparent leaders have been observed to focus on the facts, in comparison with finding someone to put the blame on. This means that these leaders are interesting in understanding the reasons that determine certain situations in…… [Read More]
culture workplace. (This include, necessarily limited, fellow employees,
Culture plays a vital role in the workplace in contemporary times. Most organizations have their own respective cultures, as well as do individual industries, countries, parts of countries, and even different parts of the world. All of these varying cultures and sub-cultures come together in the workplace environment, and make for some interesting interactions -- not all of which are beneficent. I have had a number of different interactions with individuals who were part of cultures that are not innately my own, and have always come away with them by gaining a degree of didactic knowledge that sheds insight into future situations of intercultural activity.
Industry specific culture is one that is difficult to assess -- or even to necessarily prepare for -- without fully emerging oneself into it. For instance, when I attended my first data governance conference last winter, I…… [Read More]
Geneational Gap in the Wokplace
Contempoay woking age Ameicans ae categoized into fou distinct geneations that, allegedly, have been made into what they ae and thei pesonalities fomed due to the socio-political and economic as well as histoical occuences of thei age. These fou geneations ae vaiously known as: Taditionals, Baby Boomes, Geneation X, and Geneation Y
Thee ae at least two views egading geneational diffeences in the wokplace. The fist suggests that whilst individuals ae distinct, nonetheless, shaed geneational values, events, beliefs, behavios, and occuences indelibly affected membes of a paticula geneation and impact them fom effective integeneational communication (Zemke, et al. 2000). The othe is that although, cetain geneational events do occu that influence people's behavio and beliefs, ultimately employees ae constant and geneic in what they seek fom jobs and tying to categoize them and pedict thei pefomance accoding to geneation categoy is misguided (Yang & Guy,…… [Read More]
gender roles in the workplace pre-exist much of what we think defines what work really is; not only do they pre-exist the modern working world of offices and factories, but they also seems older than more basic things, like writing and currency. From the world of the Tasaday tribe in the Philippines to that of such fields as genetic engineering and astrophysics, men and women are compelled to function within the workforce in different ways. In the United States, women dominate fields such as nursing, teaching, and clerical positions, while fields like engineering, programming and accounting are thought to be the domain of men. Some positions, such as those of flight attendants and nurses, are considered so intrinsically "female" that many men refuse to enter these fields for fear that others will question their sexual preference. Other more coveted positions, such as that of the CEO of a large company,…… [Read More]
Workplace discrimination can be understood as an inappropriate, unjustifiable treatment towards a person or a set of people at the workplace. Such undesirable treatment is based more often on people's race, ethnicity, age, marital status, sex or other describing characteristics (Australian Human Rights Commission, n.d). Workplace discrimination can give the impression of a repudiation of particular civil liberties, neglectful treatment, deliberate undervaluing of an employee's character or work outcomes and attainments. Workplace discrimination is not only done by the employee but by the fellow employees or peers and other superiors as well. Workplace discrimination, although often not as blatant as in previous periods, continues to proliferate across organizations and on a global level. Fittingly regarded as modern discrimination, discriminatory behavior in the present day is time and again categorized by elusive and clandestine behaviors that can edge below regulations and organizational guidelines (Marchiondo et al., 2015).
Types of Discrimination in…… [Read More]
diversity in the workplace and how it affects those who work at the company. The writer explores the different diverse populations such as gender, age, race and personalities and discusses the problems and benefits of such diversity. The writer also discusses solutions to various problems that may arise.
As the world continues the process of globalization workplace diversity is becoming more and more common. The world will only become grayer as cultural and geographical walls are dismantled and in their place a blended society will emerge. The diversity in the workplace is something that has been addressed in seminars and theory classes for many years but the actuality of its existence on a day-to-day basis is something that is fraught with benefits as well as negatives. Diversity in the workplace can be a positive aspect for any company if it is cultivated as a positive aspect, or it can turn…… [Read More]
Emotional Labor in the Workplace
Emotional labor is a concept whose origin can be traced back to 1983 and is commonly used to describe activities that service employees undertake beyond their physical and moral responsibilities. Some of the most common ways that these workers display emotional labor include demonstrating a genuine and huge concern for the needs of customers, making positive eye contact, and maintaining a positive bodily and facial expression. These activities are referred to as emotional labor because they are necessary factors to the success of service workers in their respective duties and fields. Therefore, emotional labor has emerged as an important concept in the modern workplace because of its significance and applicability in several areas of business. It's extremely important for service-oriented workplaces to focus on emotional labor because of its role in promoting success of workers.
Emotional Labor -- Psychological Stress in the Workplace:…… [Read More]
Healthcare Psychology Stress Illness orkplace Matrix Use table describe relationship stress health workplace identify ways reduce stress workplace. If additional sources, include citations consistent APA guidelines.
Associate Level Material
Stress and Illness in the orkplace Matrix
Use the following table to describe the relationship between stress and health in the workplace and to identify ways to reduce stress in the workplace. If you use additional sources, include citations consistent with APA guidelines.
Include reference page.
hat is the relationship between stress and health in the workplace?
There is a strong relationship between stress and health in the workplace, as there is a significant number of individuals from around the world who believe that their jobs have a negative effect on their health. A study involving civil service employees in London generated conclusive results showing that many individuals experience low control in the workplace and that this lead to serious health…… [Read More]
Being a job coach is an honor, a privilege, and even a necessity in today’s workplace environment. Based on evidence highlighting the effectiveness of coaching, more and more companies are “opting for team coaching as a more effective way to improve team capability and performance, while at the same time saving on costs,” (Stout-Rostron, 2016, p. 238). The friend in question should absolutely insert herself as a coach to help manage and leverage diversity in the organization and promote an organizational climate of inclusivity. In fact, someone with an international background is perfectly poised to guide organizational policy and practice regarding diversity and communication.
Religion can be a central component of individual identity construction and community cohesion. Just as employees have rich social and family lives outside of their place of employment, they also observe religious practices that coincide with their personal beliefs or their cultural background. While…… [Read More]
emoving Smoking in the Workplace Increases Productivity
The purpose of this proposed study is to determine if removing smoking from the workplace has increased workplace productivity. The writer will explore the question by using a survey study method. The participants will include workers across the nation in varying levels of work and careers. The proposed study is designed to measure whether or not there is an increase in productivity since employers began refusing to allow smoking in the workplace environment. There are several factors involved in the study including a look at five previously published studies regarding smokers and their habits. In addition the writer explores some of the different concerns for productivity that have been studied throughout the years with regards to smokers including secondhand smoke damage, absenteeism and dollars lost. This proposal suggests the direct question of affect on productivity from the time workplaces began to ban smoking…… [Read More]
Very often workers must choose jobs based upon benefits, not where they wish to work. orkers may decide not to open up small businesses or work for smaller businesses who cannot offer them comprehensive care. and, of course the children of uninsured workers suffer, innocent victims of the system.
Even companies like Safeway that have made heroic efforts to foster healthy living and disease prevention initiatives to cut costs have stated that universal health care is necessary to contain costs and keep their workers healthy enough to work, with as few sick days as possible. (Cohen 2007:4). Unions, companies, and the government must work together to create a healthy, safer and more affordable medical tomorrow.
Cohen, Jonathan. "hat's the One Thing Big Business and the Left Have in Common?" The New York Times Magazine. 1 Apr 2007. [10 Apr 2007]. http://www.nytimes.com/2007/04/01/magazine/01Healthcare.t.html?pagewanted=6&ei=5070&en=6ff729a7fa6330ac&ex=1176350400… [Read More]
Office Space opens with an extended scene showing Peter stuck in traffic on his way to work. The morning commute is the commencement of many workers’ days, and impacts their perception of their job and overall quality of life. Yet it is corporate culture itself that is the primary focus of Office Space. Supervisor Lumburgh micromanages, focusing on inane details as a means to assert his authority, without considering the big picture issues he could be focusing on to help the company. As Peter’s dissatisfaction mounts, he takes increasing risks with his career, which ultimately pay off. Initech represents the dysfunctional way many companies continue to operate. The progressive tech companies of today have learned that the organizational culture and leadership styles exhibited in Office Space are detrimental to employee satisfaction, productivity, and ultimately to the success of the organization.
The environment at Initech is bureaucratic and hierarchical, leading to…… [Read More]
Indian Legal Environment Foreign Companies Introduction Today, International Businesses buy sell, India. It essential a foreign company planning enter India, understand culture, traditions peoples' mindset.
Conflict in Employment elations
The issue of conflict in employment relations presents great importance to companies because of the effects it has on the activity of employees and on the performance of the company. There are several types of organizational conflicts. The most important types of conflict are represented by individual, collective, overt, covert, and others. Based on the paradigms that these situations refer to, conflicts can be industrial, like strikes, breaches, misbehavior, sabotage, and resistance. The numerous causes of organizational conflicts lead to different types of conflicts and strategies used in these cases.
Job egulation Paradigm
Conflicts in job regulation are important because they help reach a level of stability and balance in the system. This objective can be reached by identifying different interests…… [Read More]
The Inclusive orkplace
In the modern business world employees expect more and have more rights than ever. To accompany this, employees are seen as core contributors to an organization. The workplace has changed from one where employees blindly follow the guidelines of the company to complete tasks, to one where employees are central to the organization. Employees are also more educated than ever before.
In recent decades, issues like employee empowerment, collaboration, teamwork, self-managed teams and cooperation have all become important. Each of these issues have the idea of giving more and getting more at their basis. In Ideas that will shape the future of management practice (Bohl 1996, 8), human resources is described as being the way of the future, "e will see a more mature articulation of the importance of people as a firm's only sustainable competitive advantage." The change is described as giving high reward for…… [Read More]
Emotional Intelligence and the Role it Plays in Project Portfolio Management
One of the most important and essential qualities of leadership needed in today's multigenerational business world is Emotional Intelligence (EI). EI is a "people smart" type of intelligence -- it enables an individual to read a person and provide the right kind of emotional feedback and/or responses to that person's needs. Leaders who demonstrate strong emotional intelligence are able to improve project performance because they focus on the individuals within a team rather than simply or exclusively on goals and procedures (Cacamis & Asmar, 2014). EI allows one to be person-centered, oriented towards responding to emotional cues that the other is consciously or unconsciously displaying in their words, behavior, body language, and communications. Effective use of EI can help organizations to promote a stronger workplace culture, stronger teams, and stronger performance overall (Den, Deanne & Belschak, 2012). In a…… [Read More]
The second category of elements in the physical workplace environment includes those that might either contribute to maximum safety or maximum risk of physical injury in the workplace. Seemingly mundane elements such as the physical arrangement of furniture, choices of materials for carpeting and flooring, and the physical relationship between fixed objects and passage ways can be tremendously important to workplace safety. Is respect, Human Resource personnel must share a thorough conceptual understanding of how the workplace functions and of patterns of behavior to enable them to design functional and safe workplace environments. The third category of elements in the physical workplace environment are those that are associated with potential risk of long-term chronic injuries, such as back and eye strain and neck, wrist, and hand injuries from prolonged periods working at a computer terminal.
Generally, it is always in the best interests of every organization to maximize the…… [Read More]
Building Trust and espect through Constructive Conflict esolution
One of the most significant advantages of genuine conflict resolution (i.e. through effective communication, validation, and specific methodologies that address underlying causes of conflict) in the workplace is that it typically generates increased mutual respect and trust among coworkers (Blair, 2003; Kinicki & Williams, 2005; Wisinski, 1993). Whereas superficial (i.e. supervisor-imposed) solutions to isolated conflicts tends only to resolve those specific conflicts in the short-term, more in-depth resolutions can eliminate conflicts at a more fundamental level by addressing and actually resolving the underlying sources of those conflicts in principle (Blair, 2003; Kinicki & Williams, 2005; Wisinski, 1993).
The problem is that isolated, superficial, and primarily operational solutions that focus only on the outcome of the negotiation do not address the respective sentiments of the individuals involved (Kinicki & Williams, 2005). Conversely, when more thorough solutions address the underlying issues at the root…… [Read More]
Language and Literacy
Every workplace without exception relies on language as a primary means of communication. Therefore, all types of literacy are required in order for an organization to function properly. The different types of literacy range from multicultural awareness to written language to public speaking. For the purposes of this project, I examined and analyzed several different workplace environments for their usage of language and their different literacy demands. My personal workplace environment is a high-stress, hustle-and-bustle office. Phones are ringing constantly throughout the day, memos are being circulated on a near-daily basis, and most employees need to be familiar with company literature including quarterly financial reports. In addition to the rigors of interpersonal communication, which entails informal as well as formal conversations, we deal with inter-office communications with those who work at remote office locations, with offices located abroad, with clients, and with various others with which we…… [Read More]
2010). That said, Perry notes that "we know surprisingly little" about whether the training actually creates "positive change"; and given that lack of specific knowledge, the authors present what they call the "best training practices" that are available for HR departments and managers (187).
The "best practices" factors that have proven successful in preparing HR professionals in matters of sexual harassment include: a) "Pre-training factors" (an assessment of who needs the training; how will the training take place; and what will the content be); b) "Training Design and Delivery Factors" (this is an area where there is no one good answer; in some situations "passive" methods might be best and in other situations "experiential" methods might be better); and c) "Post-training Factors" (once learning has taken place, thee needs to be "reinforcement" to keep trainees motivated to use what they learned during the training exercises (Perry, 190).
Meanwhile, Canada certainly…… [Read More]
Motivation in the Workplace
The objective of this study is to examine motivation in the workplace with a focus on survival needs, security needs, belonging needs, respect needs, and fulfillment needs.
Motivation in the workplace is a subject of ongoing interest because employers desire to understand how to best motivate their workers to increase workplace productivity. A useful model in examining motivation in the workplace is that known as Maslow's Hierarchy of Needs.
Maslow's Hierarch of Needs
Abraham Maslow's hierarchy of needs theory is one that emphasizes "meeting each level of development before going on towards self-actualization. The level of needs proposed by Maslow include those as follows:
(1) material needs;
(3) sense of belonging;
(4) love and friendship
(5) self-esteem; and (6) self-actualization. (Cruver-Plaza, 2009, p.1)
The following illustration shows the conception of the hierarchy of needs proposed by Maslow.
Maslow's Hierarchy of…… [Read More]
Beautyism in the Workplace
Beautyism is the tendency to use the physical appearance as the basis for making for giving rewards and promotions in the workplace. This is a judgmental criterion where the managers reward those people who look more attractive than any other person does. For this reason, only those who have the most desirable physical qualities end up getting ahead of those who are perceived otherwise. The physical attraction of individuals also stands to win them space in the public service since people are likely to approve those who seem to be of good looks. A mix of sexism and racism arises from this kind of treatment. Normally, managers make decisions about hiring candidates in the first thirty seconds after interviewing them. The resumes also play some role in the way people present themselves and how they define their professional aspirations.
Case in point
The manager made a…… [Read More]
Reward Programs in the Workplace
Timeline and udget
Reward and incentive programs are a popular component of employee benefit packages. Many employees value such offerings as flexible scheduling, tuition assistance, and child care in order to satisfy personal needs and professional development. In today's society, it is becoming increasingly common to align these reward systems with the overall business strategy of an organization in order to satisfy business needs and to improve shareholder value. In addition, many organizations are developing or restructuring their rewards programs based on employee performance. This trend is likely to continue as costs continue to increase and competition continues to thrive in a highly volatile economy.
The following will provide an overview of selected research in the area of rewards, benefits, employee performance, and business strategy as they are all related to create unique reward environments in organizations of all shapes and sizes. This research…… [Read More]
The modern 21st century has posed new challenges for the organizations to survive and grow (Smith et al. 2010). As they are operated and managed by human beings, the challenges are ultimately faced by the individuals who are responsible for making decisions and implementing them (Nieuwenhuizen, Weiss and Rossouw, 2009). As challenges are multifaceted, and human lives are divided into various aspects, it is difficult to excel in every field. The gap between desired and actual state of mind leads to stress and has a high impact on employee performance and productivity.
The concept of supervision is not new in business settings. It may be rooted right in the main essence of organizational structure from where delegation of authority and chain of command were introduced. In lieu of human psychology to stay conscious when being observed and monitored, it is more likely that they are not in normal…… [Read More]
The case of Tony Stark and his transition from O'Grady to eece illustrates a number of organizational behavior concepts. There is the example of management-employee structure, the example of communication-flows, the example of workplace morale and organizational culture. The idea that one workplace can be rife with suspicion and mistrust, which stems from the leadership styles of those persons in top management is also illustrated. On the other hand, at O'Grady there was transparency in the ranks of the organization and communication-flows were two-way, easy and open. At eece, all communication was essentially top-down and it was very difficult for employees to get confirmation or any ideas to upper management. eece exemplifies a culture of status-quo mentality, bureaucracy, cliques, and distrust; while O'Grady exemplified personal responsibility, innovation, and trust. The leadership styles of the two firms are greatly reflective of the organizational behavior concepts discussed above: at O'Grady,…… [Read More]
theory: Its usefulness in the workplace today
Attachment theory has its origins in the study of animals. Watching geese 'imprint' upon the first living being they encounter after hatching or researchers observing how baby monkeys thrive when given terry cloth mothers, as opposed to wire mothers, are all examples of attachment theory in action. Attachment theory reinforces the psychodynamic notion that early experiences are seminal and seismic in shaping the human psyche and the way human beings relate to one another. As applied to humans, attachment theory suggests that parents who respond in a positive way to their infant's needs formulate the character of the child in such a way to enable him or her to feel secure in his or her relationships. In contrast, parents who create bonds of insecure attachment by being smothering or rejecting will foster behavioral patterns in their children that are negative, rather than positive.…… [Read More]
Using your sociological imagination, consider structural, social barriers that may account for racial or ethnic discrimination in the workplace.
Institutionalized racism often goes unnoticed, especially by members of the dominant culture. However, there are serious structural and social barriers that may account for racial and ethnic discrimination in the workplace. As Dumaine, Overfelt, Spruell, Tanz & Whitford (2003) point out, there are still significant barriers to achieving great strides in business for non-whites, even male non-whites. obert Johnson notes, "It's hard for African-Americans to borrow money from banks or raise money from venture capitalists," (cited by Dumaine, et al., 2003). Lack of access to financial capital is of course a preliminary structural barrier to achieving success in the workplace. The underlying social barrier is exclusion; blacks are not part of the "good old boy" club, which continues to characterize social structures in the workplace (Johnson, cited by Dumaine, et…… [Read More]
Hostile working environment is when an employee makes the workplace environment uncomfortable for another employee by behavior that is judged to be threatening or harassing. For example, by intentionally blocking a co-worker's path at work or by posting offensive images on his desk so that the co-worker will see or using language that is upsetting to another co-worker -- all of this would be considered creating a hostile working environment. Quid pro quo sexual harassment occurs when a "this for that" arrangement is put on the table by a boss or manager -- for example, a raise or a higher level position within the company in exchange for sexual favors. This is sexual harassment.
Three specific steps does that the EEOC encourages are to:
Clearly communicate a zero tolerance policy
Establish an effective grievance process
Take immediate and appropriate action when employee complains.
The first step requires management to explain…… [Read More]
It is the desire of all managers to create an enabling workplace environment where employees are comfortable when completing the assigned tasks. This is possible with the use of various managerial theories like the integral and the organization theories. In management, integral theory as shown in this study promotes the establishment of an inclusive, embracing and non-marginalizing environment through social empowerment of employees. Ideally, it incorporates many perspectives and strategies within a coherent outlook on a certain topic. It is pertinent to affirm that the integral theory includes mechanisms that draw together existing paradigms in a network and strategies for empowering employees. Significantly, the theory joins insights from different human disciplines of knowledge like sociology, natural sciences, and arts and humanities. Moreover, the integral theory is very comprehensive because it includes all human disciplines (Shafritz, Ott, & Jang, 2015).
The frequent use and application of the integral theory…… [Read More]
Fatal and Nonfatal Workplace Accidents and Injuries
No matter how responsible employers are, there are some jobs that are inherently dangerous. Combine that with the fact that human beings are fallible, and one sees that there will always be accidents and injuries in the workplace. However, workplace accidents and injuries encompass a broad range of events, from repetitive motion injuries to life-ending injuries. One of the interesting things to do is to examine the differences in fatal and non-fatal injuries, to try to determine if the risk of severity is linked to overall risk or if the risk of death is somehow almost separate from the risk of overall injury. In order to compare fatal and non-fatal injuries, this paper examines several facets of injuries. The first thing examined is the overall number of injuries per state and whether a state's rank according to fatal injuries is linked to the…… [Read More]
workplace is facing a generational adjustment of values, learning and working styles that will have a huge impact on how business operate and leaders think and act. Generation X and Generation Y will transform the nature of the workplace. This dissertation will focus on this important topic and show how the management of the skills and unique characteristics of these various generations can help in achieving success in the workplace while minimizing conflict.
To define terms, Generation X (born 1965-1980 and approximately 55 million in North America) in general accept diversity; they are skeptical, pragmatic and practical, self-reliant, independent and individualistic; they reject authoritarianism and control; they were latchkey children and separate friends from family. They like a casual, friendly work environment, seek challenge, involvement and flexible learning arrangements (Deal, 2006). Work-life balance and family priorities are very important to Gen Xers. Generation Y (born 1981-1999 and approximately 80 million…… [Read More]
Such results, if typical, would have a dramatic impact on the bottom line of any company that implements such programs. By definition, this improves employee productivity ($ value output per employee).
In our company, substance abuse by employees is a serious problem, and the impacts mirror those of other companies in the developed world. hile we do not experience significant rates of injuries as the result of substance abuse, we do experience the other negative outcomes that are associated with substance abuse in the workplace -- absenteeism and lost productivity especially. There are pervasive negative effects on the culture of the organization as well, with employee resentment occurring, but yet not being manifested in either stigmatization or support.
As with most firms, we understand that it is in all likelihood easier and cheaper to address substance abuse issues with the employee than it is to find, hire and train…… [Read More]
When we look at the U.S. auto industry and Wall Street and see the utter failure of management vision and the copious quantity of greed and self-serving that has gone along for decades, the question is, are we capable at any level of managing our huge conglomerates and financial institutions? It seems, in my mind, that the articles I studied asked many of these same questions in different ways, but really offered few answers. I think we know what we need to do. The real question is -- can we do it? Do we have the will? Can we care enough?
aker, D. (2005, December 16). Foundations for success. Retrieved July 3, 2009, from Industry Week: http://www.industryweek.com/articles/foundations_for_success_11129.aspx
Covi, I. (2009). Management and human resources: Leading the workplace within. Retrieved July 4, 2009, from businessknowhow.com: http://www.businessknowhow.com/manage/leadwithin.htm
Farrell, C. (2009, March 17). Get used to a working retirement. Retrieved July 3,…… [Read More]
orkplace survey: orkplace Change
How long have you worked here?
hat is your official position?
How would you rate the difficulty of the adjustment process from your old to your new work environment on a scale of 1-10?
Have you experienced a change in your position while working here (reassignment, promotion, demotion, or other)?
How would you rate the difficulty of the adjustment process from your old to your new work position from a scale of 1-10?
Some people classify workplace culture according to these characterizations: an 'academy' culture, which is stable and hierarchical, a 'baseball team' culture, which is fast-paced, with a great deal of job mobility, a 'club' culture, where employees are judged by how well they fit into a group, or a 'fortress culture' where employees with specialized skills work in a highly pressured and often suspicious environment (McNamara, 1997). ould any of these characterize your experience…… [Read More]
The main feature of my viewpoint concerning the importance of being an IT manager that has been changed following the readings and interactions with others has been just how essential the IT manager position is to the success of companies of all types and sizes. An army may move on its stomach, but it is reasonable to suggest that many companies today move on their information technology resources. In this regard, Jia, eich and Pearson emphasize that, "The role of the IT function within the organization has expanded considerably in recent years, driven by changing expectations from business and the evolving technological environment" (2008, p. 294). Therefore, a responsive and well informed information technology manager can therefore contribute to the difference between success (and failure) of their enterprises in ways that have never been possible in the past (Desai, Hart & ichards, 2009). In fact, Jia and her associates (2008)…… [Read More]
Professional Demeanor and Interaction Skills are the best
While human physiology's high receptiveness to positive socializing is an established fact, this discovery's significance in the organizational context has remained largely unexamined. I can cite two personal examples in a corporate setting (dealing with meeting and socialization practices) for demonstrating the way the relationship between physiology and positive socializing facilitates fresh hypothesizing with regard to the impact of organizational contexts (practice patterns, in this instance) on physiological resourcefulness of personnel via positive socializing. For instance, some firms' socialization endeavors take the form of routine rotation of employees across different departments (EMILY D. HEAPHY & JANE E. DUTTON, 2008).
Interactions at the workplace have an effect on energy levels both in the home environment and at work; furthermore, they shape healthy behaviors. Scholars who have analyzed this aspect have found that their study participants are less patient, tolerant, and inclined to complete…… [Read More]
Q1. The Gauley Bridge disaster took place in the 1920s, before appropriate health and safety requirements were imposed upon industries to protect workers. Workers were often forced to tolerate such conditions because they had no other options by which to make a living. Furthermore, a certain degree of physical risk to workers was acceptable in the eyes of employers. To some extent, this is also true in many developing world nations such as India, where the Bhopal gas tragedy took place. If there was a sudden absence of federal and state mandates in the United States, workers would still bring contemporary safety expectations to the workplace in many industry sectors. Also, despite the fact there has been substantial attrition of the power of unions, unions still have enough clout in some areas to demand better conditions.
Thus, lapsing back to where things were within a year might be overstating the…… [Read More]
An individual has many recommendations in which to solve these issues in the workplace. Well, since the law was passed in which to not allow smoking on the premises, this has reduced complaints from customers at my workplace. One is not exposed to the smell in which people have on them after smoking marijuana, and I no longer have to endure it second-hand. In essence, this has provided me with much relief, and for that one thankful that my state passed this. However, other issues have arisen since then. People are continuing on in this horrible habit but in secret and away from those in management (National Institute on Drug Abuse, 2011).
One has many suggestions that my workplace needs to consider when dealing with people are defiant and not wanting to comply with policy. They need to have cameras in those locations in which the people were allowed to…… [Read More]
orkplace Sexual Harassment: A Legal and Psychological Overview
orkplace Sexual Harassment, as delineated in the text by Anne C. Levy, & Michele A. Paludi (2001) is a complex issue, marrying human psychology and human sexual and cultural assumptions with the daily demands of the business environment, an environment that can be stressful for everyone where personal relations are concerned. This is why Part I of the text explains not only the American legal system regarding sexual harassment and employment law. It also looks at sexual harassment from a psychological perspective, how women have been perceived in the modern, American workplace. The two perspectives are married in many legal instances. For instance, in terms of setting what the courts have variously considered harassment, the courts have eventually evolved what is called a 'reasonable person' standard as to what constitutes harassment. This has changed and evolved, however, as cultural norms…… [Read More]
Drug Testing in the Workplace
Most employers in the United States are not required to do drug testing on either current or potential employees, although the majority have the right to do so (United States Department of Labor, 2010). Drug testing is not required under the Drug-Free Workplace Act of 1988. The Act can be confusing and challenging for employers, however, since it essentially states that any organization receiving federal grants or contracts must be drug-free but does not contain language that specifically allows for drug testing (Thompson euters 2011). Many state and local governments limit or prohibit drug testing unless required for certain jobs with state or Federal governments.
As far back as 1997, the American Civil Liberties Union was deploring the use of drug testing in the workplace, citing an increase of 277% over a ten-year period (American Civil Liberties Union, 1997). Drug testing remains a controversial issue…… [Read More]
Counterproductive and Productive Behaviors
Defining Counterproductive and Productive Work Behavior
Counterproductive work behavior (CWB) is defined by an employee's actions causing harm to either a coworker or their employer (reviewed by Krischer, Penney, and Hunter, 2010). The forms of CWB can vary considerably, from arguing with or ignoring coworkers, damaging equipment to sabotage the work of others, and reducing the amount of time spent at work. esearchers have proposed a number of theories that attempt to explain the psychological roots of CWB and these include an employee reacting emotionally to a perceived negative workplace event or condition, or simply seeking a desired outcome (manipulation).
Krischer, Penney, and Hunter (2010) argue that organizational psychology research has focused almost exclusively on an employee's affective response to negative events, to the exclusion of internal or instrumental motivations. Instrumental motivations for engaging in CWB could arise from an employee's attempts to cope…… [Read More]