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Workplace Drug Screening
Testing for drugs has developed into a significant security concern in places of work for management. The purpose of screening is to diminish the effects that illegal substance abuse has on the places of business, comprising lateness, non-attendance, turnover, mind-set troubles, theft, reduced output, misdeeds and hostility. "The U.S. Department of Labor estimates that drug use in the workplace costs employers $75 to $100 billion dollars annually in lost time, accidents, health care and workers compensation costs. Sixty-five percent of all accidents on the job are related to drug or alcohol, and substance abusers utilize 16 times as many health care benefits and are six times more likely to file workers compensation claims then non-abusers" (Intro to Drug Screening, n.d.).
Employers often implement drug testing programs because of federal rules and they have to or they do it because of business or legal necessities. Testing for drugs…
Drug Testing. (2007). Retrieved from http://www.nafdacnigeria.org/drug-testing.html
Drug Testing for the Workplace. (2011). Retrieved from http://www.211ct.org/InformationLibrary/Documents/DrugTestingfortheWorkplace.a spIntro to Drug Screening. (n.d.). Retrieved from http://www.employmentdrugtesting.com/screening.html
This is a Test: The Dilemmas of Drug Testing. (2010). Retrieved from http://www.scu.edu/ethics/publications/iie/v1n1/test.html
Learning through a workplace within the organizations is important part in the lives of most employees or a given team. Workplace learning creates knowledge to individuals and workers. By doing so, individuals acquire different styles of learning which enable them in understanding in different ways; which include concrete experience, reflective observation, abstract conceptualization as well as active experimentation. It is observed above that workplace training eliminates some avoidable expenses like for training, saves time s the employees will be reproductive as they learn, will save time as there is to single day spent out of job training for a given system or software, it also helps solidify the culture of the organization as the new employees will be learning from the old employees who have already inculcated the organizational culture within them over a long period of time. It is also worth noting that a performing organization is more…
Lee, T., Walters, S., Unwin, L., Felstead, a., Butler, P.B., Ashton, D. (2004). Learning at Work:
Teaching and Learning Processes in the Contemporary Work Organization.
Vaughan, K. (2003). Workplace learning and knowledge society.
Steier, J. (2010). Application of Theories, Principles and Methods of Adult Learning for Managers to Improve Workplace Reactions to Learning, Knowledge and Performance. Retrieved November 1, 2012, from repository.upenn.edu/dissertations/AAI3421848/
Diversity training is an important step in developing awareness within an organization since it provides a venue and forum for discussion with a controlled and secure environment. Through diversity training in the workplace environment, both employers and employees are able to effectively address topics that are not frequently discussed. In most cases, diversity training in the workplace has proven to be efficient if it flows through an organization, which implies that it should be mandated training. Based on the primary objectives of the training, it can either involve the entire employee teams or functional levels within the organization. In order for this training to promote inclusion among teams in the workplace and achieve other objectives, it needs to be customized and relevant. Through customization and relevance, diversity training not only resonates with the audience but it's also applicable to the employees daily work experiences.
Dimensions of Workplace Diversity:…
"Designing Effective Workforce Diversity Training Programs." (2006). PACT Training.
Retrieved March 14, 2012, from http://www.pacttraining.com/pact/pdf/devdivprograms.pdf
"Utilizing Diversity Training to Build an Inclusive Workplace." (n.d.). Greater Rochester
Diversity Council. Retrieved March 14, 2012, from http://www.workforcediversitynetwork.com/docs/Article_DiversityTraining_Kaminsky_1005.pdf
Workplace Assessment: Corporate Banking
Corporate banking, which is also called commercial banking, generally means a bank or division or a bank that mostly focuses on loans and deposits that belong to large businesses and corporations (Banker, 2014). This is different from the more retail banking sector, which is focused on small businesses and individuals (Kumar, 2013). There are many different kinds of services that corporate banks provide. These include lending, investing and clearing deposits, and organizing products that can be used for clients (Kumar, 2013). These products are generally specialized in that they are designed for those particular clients and not for others. Major companies and financial institutions use these types of banking services, because they are more appropriate for larger companies as opposed to smaller ones or individuals.
Overview of the Job
In order to work as a corporate banker, a person needs education and training. However, the education…
Banker, commercial/corporate lending. (2014). GradIreland.com. Retrieved from: http://gradireland.com/careers-advice/job-descriptions/banker-commercialcorporate-lending .
Hunsley, J., Lee, C.M., & Wood, J.M. (2004). Controversial and questionable assessment techniques. Science and Pseudoscience in Clinical Psychology. NY: Guilford.
Kumar, S.A. (2013). A strategy of grow fast through retail banking: A study on IDBI bank. Asian Journal of Research in Banking and Finance, 3(11): 43-45.
Matthews, G., Deary, I.J., & Whiteman, M.C. (2003). Personality traits. NY: Cambridge University Press.
Learners explore information spaces relevant to a task at hand" (p. 265).
Workplace learning in response to an organizational need also just makes good business sense. As Gunasekara emphasizes, empirical observations and real-world experience suggest this is a viable approach to workplace learning today: "This approach has usually been applied in ad hoc problem solving, team development, leadership development, and professional or career development. This approach integrates work and learning and theory and practice in real projects, in real time" (2003, p. 38).
The key to successful project-based workplace learning initiatives is to integrate learning within organizational systems and processes where this is possible instead of regarding workplace learning as something that is done to an organization. In this regard, Gunasekara identifies five separate axes of integration as follows:
1. Work and learning-designing work organizations to allow for production and learning outcomes.
2. Organizational change and learning processes-building learning processes…
Beckett, D. & Hager, P. (2001). Life, work, and learning: Practice and postmodernity. London:
Cooper, L.O. (1997). Listening competency in the workplace: A model for training. Business Communication Quarterly, 60(4), 75-76.
Evans, K., Hodkinson, P. & Unwin, L. (2002). Working to learn: Transforming learning in the workplace. London: Kogan Page.
g., interrupted when speaking)
Someone interfered with your work activities (Kowalski, Harmon, Yorks & Kowalski, 2003, p. 39)
One can see from this list that there is a significant development of aggression, in relatively mild forms that probably occurs across the board, to some degree in every business environment. Workplace aggression, between low level employees as well as between supervisors and employees is clearly a significant cause of workplace stress as well as a symptom of stress frequently on the part of the aggressor. Those causes and forms of aggression covered in the list above, consist of many interpersonal stressors, a significant form of work place stress, especially depending upon the level of each employee.
There are however other forms of workplace stress that can be associated work issues, such as stress created by increased work hours, quotas, looming deadlines, technological interaction stress (ue & Byars, 2006, p. 351-352), a…
Johnson, P.R., & Indvik, J. (1994). Workplace Violence: An Issue of the Nineties. Public Personnel Management, 23(4), 515. Retrieved August 22, 2007, from Questia database: http://www.questia.com/PM.qst?a=o&d=5001710880 www.questia.com/PM.qst?a=o&d=5000556644
Johnson, P.R., & Indvik, J. (1997). The Boomer Blues: Depression in the Workplace. Public Personnel Management, 26(3), 359. Retrieved August 22, 2007, from Questia database: http://www.questia.com/PM.qst?a=o&d=5000556644 www.questia.com/PM.qst?a=o&d=5001987876
Kowalski, R., Harmon, J., Yorks, L., & Kowalski, D. (2003). Reducing Workplace Stress and Aggression: An Action Research Project at the U.S. Department of Veterans Affairs. Human Resource Planning, 26(2), 39. Retrieved August 22, 2007, from Questia database: http://www.questia.com/PM.qst?a=o&d=5001987876 www.questia.com/PM.qst?a=o&d=96534408
Long, B.C. (1998). Coping with Workplace Stress: A Multiple-Group Comparison of Female Managers and Clerical Workers. Journal of Counseling Psychology, 45(1), 65-78. Retrieved August 22, 2007, from Questia database: http://www.questia.com/PM.qst?a=o&d=96534408
Although this technology was touted as a way to improve customer service, many employees believed that it demonstrated that top level employees were distrustful of lower level employees. In the end the technology was still implemented, however there is anomousity that exist at the company as a result.
In spite of this scandal and others the company has been able to foster some aspects of workplace democracy through the development of community standards and teamwork. The company attempts to ensure that workers feel that they are members of the ebay family and their suggestions are heard and changes are implemented as a result. However, it appears that in some ways workplace democracy at Ebay has been more difficult as the company has expanded quickly and drastically.
Starbucks is a name that has become synonymous with coffee. Indeed this company began in Seattle, Washington and has grown to a…
About Nike. Retrieved October 22 from; http://www.nike.com/nikebiz/nikebiz.jhtml?page=1
Anderson, T. (2004) Retrieved October 22 from; http://www.benefitnews.com/work/detail.cfm?id=6377 ePay - troubles at eBay 2004. Retrieved October 22 from; http://www.hebig.com/archives/001917.shtml
Benefits. Retrieved October 22 from; http://www.jetblue.com/workhere/benefits.html
Company Overview (Ebay). Retrieved October 22 from; http://pages.ebay.com/aboutebay/thecompany/companyoverview.html
Developing Flexibility within the Workplace:
For a number of human resource managers from different organizations, developing flexibility within the workplace is one of the major problems for various firms. Actually, one of the most fundamental considerations for any high performing organization or firm is flexibility within the workplace. The need for developing flexibility within the workplace arises from its importance to the employees and the employers as well as its value in organizational performance. If the flexibility needs of employees and employers are met, their quality of work improves. For employers, they need flexibility in order compete and offer better services that meet the needs of consumers. On the other hand, employees need flexibility for the assurance of job satisfaction, job security, equality and the capability to live balanced lives within and without the workplace.
The advantages of flexibility within the workplace to the employers include the ability to…
Chan, A (n.d.), The Challenges of Human Resource Management, ZeroMillion.com, viewed 5
Edema, O (2010), Flexibility within the Workplace, Qondio Great Britain, viewed 5 February
As technology advances, employers worldwide are faced with the problem of employee's ill usage of the communication media. In order to reduce these risks, employers are now turning towards technology monitoring, which would enable them to keep a strict watch over their employees. A lot of issues have risen, as a result of workplace monitoring and the debate whether this act of the employers is ethically correct or not is on the rise. According to Charles Frayer, "The single greatest invasion of any sensible space of privacy that cyberspace has produced is the extraordinary monitoring of employees in which corporations now engage" (Charles Frayer, Employee Privacy And Internet Monitoring: Balancing orkers' Rights And Dignity ith Legitimate Management Interests).
orkplace monitoring is not wrong. It might even help and benefit an employer and his employees. For this to be true, it is essential that a creditable relationship exist between…
Charles F. Employee Privacy And Internet Monitoring: Balancing Workers' Rights And Dignity With Legitimate Management Interests. Business Layer. 1 Feb. 2002.
Donna B. To What Extent Should Employers Electronically Monitor Employees?
Available on the address http://aux.stedwards.edu/newc/capstone/sp2000/rights/ethical.htm. Accessed on 18
The person no longer finds it possible to perform their job or manage their personal life. ithdrawal from others, anger, grief and rage are some of the emotions felt. There are often suicidal or homicidal thoughts and over-reaction to minor events, agitation, frequent accidents, carelessness, forgetfulness and paranoia are the emotions. The victim has muscle tremors, loss of appetite and feels extreme chronic fatigue. At this point, only significant intervention from professionals can assist this patient from self-destruction (Anschuetz 3).
6) Five Most Stressful Jobs
The most stressful job in the United States is that of the inner-city high school teacher. Number two is a police officer, number three is a miner, number four is air traffic controller and number five is a medical intern.
7) ellness Strategies
To deal with stress and manage it to one's benefit, one can crack a joke with a co-worker, watch a funny movie,…
Canadian Mental Health Association, Sources of Workplace Stress. Richmond, British Columbia
Workplace Safety and Insurance. Board of Ontario Basic Certification Training Program: Participant's Manual, Ontario, Canada.1999.
Anschuetz, B.L. The High Cost of Caring: Coping with Workplace Stress. Sharing: Epilepsy Ontario. Posted 29 November 1999.
Canadian Centre for Occupational Health and Safety, Occupational Safety and Health Answers. 1996. http://www.ccohs.ca/oshanswers/psychosocial/stress.html .
Three big trends impacting the workplace are 1) the effects of the #MeToo Movement and the need to implement policies to protect workers against sexual harassment, 2) the role that AI is playing in the workplace and the impact it is having on issues such as worker privacy, and 3) the problem of politics and how there may be gaps between the type of culture the administration wants to cultivate and the socio-political beliefs of some of its workers. For instance, Google has recently come under fire for demonstrating bias against conservative workers whose socio-political views do not reflect that administration’s Left-leaning politics (Ghaffary). This paper will discuss these trending issues, how they might impact the role of the administrative professional and the support they provide and how the administrative professional can positively influence any of the changes required as a result of the current issues as they give…
The reasons why Google has for seven years occupied the number one spot in the Fortune 100 Best Companies to Work For list (2017) epitomize what constitutes a supportive work environment that fosters trust and employee satisfaction. Whereas adequate remuneration and a retirement fund used to be considered the benchmarks for motivating employees, research has consistently shown that workplace culture “plays a deciding role in retaining and binding people to an organization,” (“Why it's Important to Build a Good Work Culture,” n.d.). Workplace culture is the “ecosystem” of the workplace, the contextual and environmental factors that go far beyond just the tasks at hand,” (“Why it's Important to Build a Good Work Culture,” n.d.). Sometimes, workplace culture elements are difficult to define; it comes down to a normative environment. For instance, it is difficult to pinpoint why some workplaces generate a “fun” environment, but many do, especially companies like Google.…
“The 100 Best Companies to Work For,” (2017). Fortune. Retrieved online: http://fortune.com/best-companies/
“Why it\\'s Important to Build a Good Work Culture,” (n.d.). Retrieved online: https://www.entrepreneur.com/article/270338
“Workplace Culture Is Key to Employee Satisfaction,” (2015). Catalyst. Retrieved online: http://www.catalyst.org/media/workplace-culture-key-employee-satisfaction
TO: Ms. Elizabeth Kropf
FROM: Michael M. Adams
DATE: September 11, 2017
SUBJECT: Memo on Professional Writing
One of the most important skills in the working environment/workplace is effective writing given the role of effective communications in organizational productivity. Organizations face the need to promote effective writing as part of enhancing their communication and improving productivity. Given the significance of effective writing, there are many kinds of writing techniques utilized by organizations on a daily basis including professional writing, business writing, and technical writing.
Professional writing and business writing are relatively similar because most of their underlying principles are the same. The first principle in professional and business writing is determining the type of the document to be written. In this case, it’s important to determine whether the document is an email, memo, business letter, a report, transactional document, or financial documents (Tingum, 2016). This is followed by determining the…
Heaps, S. (n.d.). How to Use Tone in Your Writing. Retrieved May 12, 2017, from http://www.writeexpress.com/tone.html
Tingum, J. (2016, October 26). 5 Types of Business Documents. Retrieved May 12, 2017, from http://smallbusiness.chron.com/5-types-business-documents-22842.html
White, C.E. (1997, August). Effective Writing for the Workplace. The Internet Writing Journal. Retrieved May 12, 2017, from http://www.writerswrite.com/journal/aug97/effective-writing-for-the-workplace-8976
1. Cartoon: “Awkward office parties” by Kevin Moore
In this cartoon by Kevin Moore epitomizes the sort of toxic work environment that many people are still exposed to. Five employees are present, and one asks, “So where d’ya guys wanna hold the next office party?” One guy at the table screams, “HOOTERS!” and holds up both his hands like a yahoo. The guy next to him says, “Dude! Hooters all the way!” The next guy down says, “I’m already hard.” The person sitting on the end of the table is a female, who raises her hand politely and says, “Um, excuse me...”
The cartoon can be used to diffuse tension in workplaces where the men do not realize that they are acting like buffoons. In many workplace environments, it may still be normative to talk about going to Hooters for the office party and about being “hard.” With women…
Cartoon: “Awkward office parties” by Kevin Moore https://good.co/blog/wp-content/uploads/2014/08/office-meeting.png
Cartoon: “Lack of life/work balance,” by Cyanide and Happiness https://good.co/blog/wp-content/uploads/2014/08/office-comics.jpg
Noguchi, Yuki. “Is Your Boss Too Controlling? Many Employees Clash With Micromanagers.” NPR. https://www.npr.org/2017/07/17/537750774/is your-boss-too-controlling-many-employees-clash-with-micromanagers
The most common contributors to personal workplace stress are long hours, heavy workload, organizational change, deadlines, job insecurity, overbearing bosses, unfriendly workers, and stigmatization (Victoria State Government, 2019). However, stress from outside the workplace can also manifest in the workplace. If a worker is experiencing stress at home, from the family, or financial pressures, or too busy of a schedule because of work and schooling and so on, all of these factors could add up and cause the employee to feel stressed at work. Dealing with other workers who feel stressed can compound stress and make it contagious in a sense.
Stress affects my performance in different ways. It can make me short with people: I will have less patience with them and be short-tempered. It can make me quicker to become angry. It can cause me to lose focus on projects and be distracted by the thoughts that are…
I used to work as a sales person in a jewelry store. I was a sales associate and I made money off commission. (Zoltners, et al.) I would try to charm customers and maintain a good rapport with my manager, assistant manager and other sales associates. There are several reasons why this was important. The main reason however, was to avoid people gossiping about me and maintain my job for as long as possible. People tend to fire others in these kinds of jobs because they may not work well with others. (Dixon and Adamson)
Being a sales associate and co-workers trying to steal sales, so they can get commissions is commonplace. Commissions also mean extra paychecks at the end of the year on top of what was earned from the initial sale. (Seltzer and Ochs) This means the more someone sells, the easier it is…
Dixon, Matthew, and Brent Adamson. The Challenger Sale: Taking Control of the Customer Conversation. Portfolio/Penguin, 2011.
Evans, James R. Quality and Performance Excellence: Management, Organization, and Strategy. South-Western Cengage Learning, 2011.
Meyer, John. Understanding Humor Through Communication: Why Be Funny, Anyway. Lexington Books, 2015.
Seltzer, Richard A, and Holona L. A. Ochs. Getting a Cut: A Contextual Understanding of Commission Systems. Lexington Books, 2010.
Zoltners, Andris A, et al. The Complete Guide to Sales Force Incentive Compensation: How to Design and Implement Plans That Work. American Management Assn., 2006.
Summary of the Article
· The article I gained access to is titled, if you have a close relationship with your boss, you’re more likely to lie, cheat, and make other unethical decisions on their behalf, by Jennifer Jordan and Tim Vriend.
· In basic terms, the article advances the argument that strong relationships, outside of the professional realm, at the workplace could be breeding grounds for unethical behavior.
· It should, however, be noted that the article does not discourage the forging of great relationships at the workplace. As a matter of fact, the authors are categorical that strong work relationships could come in handy in the promotion of job satisfaction and morale. Instead, it advances the perspective that even in the development of close relationships, all those involved should be notified that unethical behavior will not be condoned.
Impact of the Article
· The article is an important…
Jordan, J. & Vriend, T. (2020). If you have a close relationship with your boss, you’re more likely to lie, cheat, and make other unethical decisions on their behalf. Retrieved from https://www.businessinsider.com/good-relationship-with-your-boss-may-lead-to-unethical-behavior-2020-10?IR=T
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.
Hostile Workplace. (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 Harassment in Workplace." (2004) Discrimination Attorney. http://www.discriminationattorney.com/harasswk.shtml
Injuries at workplace
The problem of injuries at workplace has been a challenge to eradicate from many workplaces. There have been significant steps taken to reduce the injuries and increase the employee general safety through the stiff stipulations put by the OSHA and their subsidy programs like the Voluntary Protection Program (VPP). They set safety standards that should be followed within the workplace and carry out regular inspection of the premises to ensure the safety standards are upheld (United States Department of Labor, 2013).
However, there are several cases of injuries that are still experienced within the workplace. Fred Manuele (n.d:51) indicates that most of the injuries experienced at work are manifest in situations that are unusual and non-routine work, in non-production activities, and where sources of high energy are present. These claims are true and the conclusion was based on a research that was conducted among 1,200…
Fred Manuele, (n.d:51). Advanced Safety Management Focusing on Z10 and Serious Injury
United States Department of Labor, (2013). Occupational Safety and Health Administration.
Retrieved February 18, 2013 from http://www.osha.gov/dcsp/vpp/index.html
Workplace Feedback Research Essay
As a catering manager in a hospital, explain why feedback is important to improve communication and the performance of your team and also compare the effectiveness of different types of feedback used in your workplace.
Research Essay, Main ody
As a catering manager in a hospital, one of my key responsibilities is to bolster every employee's performance. Supervisors like me have an active role in managing associate performance and development.
My employees need to know how their individual efforts contribute to the hospital overall success and to their personal career growth.
Feedback is the provision of specific information about an employee's performance based on observations by a supervisor that may include positive recognition or constructive feedback. Argano, Matt, Effective Feedback in the Workplace, Society of Human Resource Management, shrm.org, April 4, 2006
Feedback provides a connection between the employee's and company's goals, and communication of performance…
Argano, Matt, Effective Feedback in the Workplace, Society of Human Resource Management, shrm.org, April 4, 2006
Bales, Richard, On Giving Workplace Feedback, Workplace Prof Blog, Salmon P. Chase School of Law, June 23, 2010
The existence of on-site daycare becomes a 'perk' in attracting high-level talent during the peak years of productivity.
Statistics make a compelling case: "savings in wages of $150,000 and $250,000 for just two companies that provided on-site day care" underline the advantage of retention and company loyalty through corporate daycare (Hahn 2007). orkers will be less apt to stay home when they cannot find care or a sitter -- also they can monitor a mildly ill child at the facility, rather than stay home. For women, corporate daycare levels the playing field and means they do not have to choose between motherhood and a career. Even fathers can enjoy seeing more of their children. orkers will feel better and less stressed at work. They will sense their company cares about them as human beings, not just as workers.
Of course, a financial investment in the daycare practice is…
Adams, Courtney Lee. (2007, April). Con: Get real about what employers can do. Day care: An office debate. Business Week. Retrieved July 6, 2009 at http://www.businessweek.com/debateroom/archives/2007/04/day_care_an_off.html
Hahn, Cliff. (2007, April). Pro: Happy parents, kids and corporations. Day care: An office debate. Business Week. Retrieved July 6, 2009 at
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.
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…
Barnett, W.P., Carroll, G.R., 1995, Modeling Internal Organizational Change, Annual Review of Sociology
Dawson, P., 2003, Understanding Organizational Change: The Contemporary Experience of People at Work, SAGE
Eric, P., 2008, Definition of Organizational Change, Associated Content, http://www.associatedcontent.com/article/1051603/the_definition_of_organizational_change.html?cat=46 last accessed on June 3, 2010
Fedor, D.B., Herold, D.M., Effects of Change Management on Employee Responses: An Overview of Results from Multiple Studies, CPBIS, http://www.cpbis.gatech.edu/files/papers/CPBIS-WP-04-02%20Herold_Fedor_Change%20Management%20Fall%202004.pdf last accessed on June 3, 2010
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…
Dempsey, J.S. (2010). Introduction to private security. Belmont, CA: Wadsworth Cengage
Gardner, D. (1998). Using ICT in history: A teacher's resource guide. Cheltenham: Stanley
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.
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…
DuBrin, A. (2004). Applying psychology: Individual and organizational effectiveness (6th Ed.).
Upper Saddle River: Pearson / Prentice Hall. ISBN: 0130971154
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…
Noblet, Andrew and Anthony D. Lamontagne. "The role of workplace health promotion in addressing job stress." Health Promot. Int. 2006 21: 346-353. Oxford Journals. 9 Aug.
"A Positive approach to workplace stress; This world-renowned researcher explores anxiety at work and how support systems can alleviate it.(Shelley E. Taylor)(Interview)." Gallup
Management Journal. Gallup Organization. 2007. HighBeam Research. 9 Aug. 2010
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,…
Center for Behavioral Safety (2010). Proactive safety: How to reduce workplace injuries by 50%. Retrieved online: http://cbsafety.com/2010/06/07/proactive-safety-how-to-reduce-workplace-injuries-by-50/
McFarlin, K. (n.d.). How to reduce workplace accidents with employees. Houston Chronicle. Retrieved online: http://smallbusiness.chron.com/reduce-workplace-accidents-employees-10979.html
McLaughlin, M. (2011). Reducing workplace injuries begins with effective training. HR.com. Retrieved online: http://www.hr.com/en/app/blog/2011/09/reducing-workplace-injuries-begins-with-effective-_gt4s02nh.html
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…
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…
Incentive media kit (2005), Retrieved 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, Rammie 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
Rt Hon. Andrew Smith MP. "Making a difference - motivating people to improve performance," Retrieved from site, http://www.hm-treasury.gov.uk/Documents/Public_Spending_and_Services/Public_Services_Productivity_Panel/pss_pspp_makingadifference.cfm ?
Most of us have experienced a few common workplace dilemmas in our careers. I work for a Defense Contractor in the IT security field, and I state that my experience is no different. These dilemmas can range from personal value dilemmas to substantial dilemmas, such as legal issues. Most of these internal conflicts center on issues such as office gossip, negativity, or bullying. Ones that are more serious involve violence or sexual assault. In my experience, I have seen colleagues experience some of these dilemmas, and they have affected their careers very much. However, in this discussion I would like to focus on a specific dilemma that few speak about but that many think about daily: the boss who sabotages your career.
This dilemma simply means that even though a boss may not appear to be "out to get you," so to speak, he or she…
After some deliberation, the Network Team offered some suggestions on what they thought the problem might be. One of these suggestions was that the client's current computer system did not have the necessary upgrade requirements for the software we installed. I suggested that we visit the client for further investigations.
A called the client to make an appointment, and was further bombarded with a number of irate threats to the effect that the client would terminate his contracts with us. In order to calm him down, I asked the client whether he had been primarily satisfied with our service. He was obliged to affirm that he had indeed been very satisfied up until the previous day. He also explained that this was the reason for his level of disappointment, as his clients are themselves used to only the best service from them. I asked for an appointment to visit the…
The way that a society treats its criminals is indicative of the moral character and worthiness of that society. While it is easy for us to ignore and disregard the criminals amongst us by leading them to prison and throwing away the key, an important lesson is lost in this disregard for the human experience. In California the intolerance of violent crime and action has led to the development of the Three Strikes Law, which was implemented in 1994. As a policy maker I am firmly opposed to this law as I find it to be inhumane, impractical, excessively expensive and carried out in poor taste with a snobbish attitude towards those of us who have temporarily lost our way. A new policy is needed that can help address the important facts and details particular to the State of California and its unique needs.
Batabyal, A. (2014). It's time to rethink three strike and similar laws. Rochester Business Journal, 3 Jan 2014. Retrieved from http://www.rbj.net/article.asp?aID=205046
California Courts, The Judicial Branch of California (nd). Viewed 2 Feb 2014. Retrieved from http://www.courts.ca.gov/20142.htm
Cohen, D. (2013). Latest FBI Crime Statistics Released. Right On Crime, 20 Sep 2013. Retrieved from http://www.psychologytoday.com/blog/inside-the-criminal-mind/201104/do-prisons-really-make-offenders-worse
Egelko, B. (2013). Prop. 36 3 Strikes Change working lawyers say. 9 Sep 2013. Retrieved from http://www.sfgate.com/crime/article/Prop-36-s-3-strikes-change-working-lawyers-say-4800057.php
Workplace behaviors reflect a combination of individual personality and the environmental context. We each have a personal schema about ourselves, others, and social norms (Arvinen-Muondo, n.d., p. 4). My perceptions of situations frequently influence the way I react to specific situations. Often, I misinterpret the words or actions of others and have learned the importance of gaining clarity through clear communications. Unfortunately, clear communication is not always possible in an organization like mine, in which there is an organizational hierarchy in spite of its being a small company. Ours is a small private ambulance service, and I serve as a medic. We are the core personnel and yet often medics are treated with less respect than they could be. As Duggan (n.d.) points out, unfamiliar or ambiguous situations tend to trigger stress and difficulties communicating in the workplace.
One behavior I have exhibited strictly due to my perception of ambiguity…
Arvinen-Muondo, R. (n.d.). Perceptions, making decisions, and people management.
Bigelow, L. (n.d.). Examples of workplace perception and conflict issues. Retrieved online: http://smallbusiness.chron.com/examples-workplace-perception-conflict-issues-13097.html
Duggan, T. (n.d.). Organizational behavior perceptions and attributes. Retrieved online: http://smallbusiness.chron.com/organizational-behavior-perceptions-attributes-10835.html
Also, there would be no related resentment issues in terms of Paula's additional training or supervision responsibilities. In terms of the employee viewpoint, this solution would probably be easier for George to implement, as only Paula's potential resentment will have to be handled, rather than the resentment of multiple employees.
In addition to a penalty system, it could also be a good idea to implement a reward system for excellence in performance. This would encourage employees to perform to the best of their ability while reducing any resentment as related to race or unfair treatment.
Although more costly in terms of financial investment, the solution of transport is chosen as the best option in terms of the least disruption. Furthermore, the advantage is that the transport solution can be implemented for other workers who also face Paula's situation. This would improve the company's image as one that is concerned…
BusinessTown.com. (2003). Problem Employees: Tardiness. Retrieved from http://www.businesstown.com/people/employees-tardy.asp
Hicks, Tim. (2010). Seven Steps for Effective Problem Solving in the Workplace. Retrieved from http://www.mediate.com/articles/thicks.cfm
Stern, Gary M. (2010). Dealing with the Chronically Lat Employee. Penton Media, Inc., Retrieved from http://smallbusinessreview.com/human_resources/dealing-with-tardiness/
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…
U.S. Bureau of Labor Statistics. (2010). "Manner in which fatal work injuries occurred, 2010."
All charts, Census of fatal occupational injuries, 2010.
Retrieved from: http://www.bls.gov/iif/oshwc/cfoi/cfch0009.pdf
U.S. Bureau of Labor Statistics. (2011). Nonfatal occupational injuries and illnesses requiring days away from work, 2010. Retrieved from: http://www.bls.gov/news.release/archives/osh2_11092011.pdf
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…
Bennis, W. And Thomas, R. (2002) Geeks and Geezers: how era, values and defining moments shape leaders. Harvard Business School Publishing: Cambridge, MA.
Blake, S., Winsor, D. And Allen, L. 2011. Technology and young children: bridging the communication generation gap. University of Memphis Press: Memphis, TN.
Deal, J. 2006. Retiring the Generation Gap: How Employees Young and Old Can Find Common Ground. Jossey-Boss: New York, NY.
Giancola, F. 2006. Human Resource Planning. Human Resource Planning Society. 29(4): 32-37.
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…
Bacharach, S.; Bamberger, P. & Biron, M. (2010). Alcohol consumption and workplace absenteeism: The moderating effect of social support. Journal of Applied Psychology. Vol. 95 (2) 334-348.
Cook, R.; Back, A. & Trudeau, J. (1996). Substance abuse prevention in the workplace: Recent findings and an expanded conceptual model. Journal of Primary Prevention. Vol. 16 (3) 319-339.
Cook, R. & Schlenger, W. (2002). Prevention of substance abuse in the workplace: Review of research on the delivery of services. Journal of Primary Prevention. Vol. 23 (1) 115-142.
FSIPP. (2010). Prescription drug abuse in the workplace on the rise. Centre Daily Times. Retrieved October 23, 2010 from http://www.centredaily.com/2010/10/21/2287321/prescription-drug-abuse-in-the.html
.....social injustice and inequality. First, literature related to the fundamentals of discrimination and descriptions of gender discrimination are discussed in the literature. Following a detailed discussion of what the literature says about gender discrimination, the literature review shifts toward the quantifiable effects of gender discrimination in the workplace. Effects are examined both in terms of measurable effects on organizations and individuals.
Fundamentals of Discrimination
Discrimination is unfortunately pervasive in the workplace. Described as an "inaccurate perception of differences," discrimination can be based on independent variables like race, gender, language, and other demographics (Cleveland, Vescio & Barnes-Farrell, p. 149). The differences perceived are "inaccurate," and also have a direct impact on status, access to power, and access to avenues of promotion or pay increases. Most literature frames discrimination as being "subtle and covert," well concealed from the realms of legal scrutiny, and often difficult to define precisely (Marchiondo, Ran & Cortina,…
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)…
Kumuyi, W.F. (2006, December). Africa: The leaders we need. New African, 457, 38-40.
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,…
Baker, 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, 2009, from Business Week: http://www.businessweek.com/investor/content/mar2009/pi20090316_236201.htm
Feller, R. (2003, April). Connecting school counseling to the current reality. Retrieved July 3, 2009, from findarticles.com (from Professional School Counseling): http://findarticles.com/p/articles/mi_m0KOC/is_4_6/ai_103380601/?tag=content;col1
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…
McNamara, Carter. (1997). "Organizational Culture." Management Help.
Retrieved 15 Feb 2008 at http://www.managementhelp.org/org_thry/culture/culture.htm
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…
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…
The different types of harm that could happen are when the author is discussing specific effects that this will have on unborn baby. These include: unhealthy genetic material being passed to the embryo, this will have an impact on the development of the organs and it weakens the child's immune system.
Worker's Compensation is when there is a focus on having different provisions in place to ensure that women's health along with the fetus will not be impacted by the chemicals they are exposed to. As, this policy is designed to ensure that corporations are not in violation of the law.
While the various steps that can be taken under federal regulations is when someone who is exposed to these conditions is discussing what action women can take. This includes: damages, when to sue for causation and the standards of care. These different elements are important, because they are illustrating…
Paskal, S. (1988). Save the Fetus or Sue the Employer? Labor Law Journal 39 (6), 323 -- 341.
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…
Drug-free workplace policy builder. Section 7: Drug testing. (2010). U.S. Department of Labor.
Retrieved from http://www.dol.gov/elaws/asp/drugfree/drugs/screen92.asp
Drummer, O.H. (2006). Drug testing in oral fluid. Clinical Biochemist Reviews 27(30), pp. 147-
Privacy in America: Workplace drug testing. (1997). American Civil Liberties Union.
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…
Levy, Anne C. & Michele Pauldi. (2001) Sexual Harassment in the Workplace. New York: Prentice Hall.
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…
Bennett, Rebecca J. And Robinson, Sandra L. (2000). Development of a measure of workplace deviance. Journal of Applied Psychology, 85, 349-360.
Fodchuk, Katherine M. (2007). Work environments that negate counterproductive behaviors and foster organizational citizenship: Research-based recommendations for managers. Psychologist-Manager Journal, 10, 27-46.
Koster, Ferry and Sanders, Karin. (2006). Organizational citizens or reciprocal relationships? An empirical comparison. Personnel Review, 35, 519-537.
Krischer, Mindy M., Penney, Lisa M., and Hunter, Emily M. (2010). Can counterproductive work behaviors be productive? CWB as emotion-focused coping. Journal of Occupational Health Psychology, 15, 154-166.
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…
From the HR perspective, all employees should be treated equally, regardless of extenuating circumstances. To do otherwise but create legal risk for the company. Thus, the first step is to here the complaint out and if a formal complaint is filed, an investigation will need to be conducted. In this situation, the human resources department needs to remain neutral in the dispute, so it is important that the process be as professional as possible. However, it is important to the company that it not be used as a pawn in the conflict, because that not only creates bad blood but it sets a poor precedent and costs the company money.
Thus, during the initial contact the HR department should be professional. However, the issue should be delayed for a short while, and the wife brought back to discuss the issue with HR before taking any further steps in the investigation.…
Heathfield, S. (2011). Workplace conflict resolution: People management tips. About.com. Retrieved April 7, 2011 from http://humanresources.about.com/od/managementtips/a/conflict_solue.htm
Park, H. & Antonion, D. (2007). Personality, reciprocity and strength of conflict resolution strategy. Journal of Research in Personality. Vol. 41 (1) 110-125.
Another element that Hacker and Sommers review in their textbook is the concept of knowing who your audience is and how to adjust your message to fir the unique nature of that audience. Essentially, in the past, I wrote what I thought, with no second thinking of who the reader was going to be. Yet, in professional business writing, one has to be clear of how to approach an audience. You could be writing to a potential client, or even your boss. Knowing how to manipulate language in order to better approach particular audiences is a skill I feel like I can work harder to develop. As I plan to write in more of a professional context, there is a direct need to understand how to persuade and get very different types of audiences engaged in my writing content. This is something I feel like I can really gain some…
College Board. (2004). Writing: A ticket to work…or a ticket out. College Entrance Examination Board.
Hacker, Diana & Sommers, Nancy. (2011). A Writer's Reference 7th ed. Bedford Books.
marketplace, employers recognize that success requires attracting a talented workforce. Talent comes from all sources. Doing more than simply accommodating changing demographics, successful organizations have come to value the contributions that people from differing backgrounds bring to the workplace. To recruit and maintain a diverse workforce, an employer must have a plan for creating a work environment that makes all of its employees feel welcome."
In corporate settings, demographics of the organization play a large part in the workings of that organization.
Large corporate settings by and large indicate hierarchies and bureaucracy and, in many cases, people within the organization can feel that their diverse viewpoints, needs and backgrounds are stifled or simply not heard.
Also, problems of stereotyping, sexism, racism, and lack of upward mobility are problems that affect many members of a diverse workforce.
These problems often breed inefficiency in the workplace and at times, workplace conflict.
Managing Team Conflict." December 21, 2002. http://www.eng.uttyl.edu/usr/tcrippen/home/MENG4214/Team_Conflict.html
Team Building Workshop" December 22, 2002. http://nadabs.tripod.com/team/conflict1.html .
Diversity Initiatives for the Workplace, http://www.webster.edu/sa/APATemplate/Webster%20University%20APA.doc ..
Landy and Conte (2013) note the fairness is understood as a component of exchange between two or more parties. The fairness reflects some form of equity, but the authors note that there are a few different perspectives against which fairness can be evaluated. The first of these is distributive fairness. This concept reflects a fairness of outcomes. This principle can come in a pure form, like in Cuba where everybody earns the same wage, but more often it comes with some sort of caveat, like "equal pay for equal work." There are different norms to describe distributive justice. These can be merit (the equal pay for equal work) norm and the need norm (to each according to his need). Landy and Conte also note that culture plays a role in how justice is perceived. The norm of a country will be different based on the collectivist-individualist paradigm. Because equity…
Folger, R. & Konovsky, M. (1989). Effects of procedural and distributive justice on reactions to pay raise decisions. Academy of Management Journal. Vol. 32 (1) 115-130.
Landy, F. & Conte, J. (2013). Work in the 21st century: An introduction to industrial and organizational psychology. John Wiley & Sons.
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…
Bimrose, J. (2004). Sexual Harassment in the Workplace: An Ethical Dilemma for Career Guidance Practice? British Journal of Guidance and Counselling, 23(1), 109-121. Retrieved, from http://eric.ed.gov/?id=EJ680404
Fetter-Harrott, A. (2007). How to avoid liability under federal civil rights laws for third-party harassment. Law Trends, 3(2).Retrieved, from http://www.americanbar.org/newsletter/publications/law_trends_news_practice_area_e_newsletter_home/howtoavoidliability.htm
ISACS (n.d.).Sexual Harassment Liability under Title VII .Retrieved August 30, 2015, from http://www.isacs.org/uploads/file/Monographs/Business%20Operations/Sexual%20Harassment%20Liability%20Under%20Title%20VII.p
Mallor, J., Barnes, Bowers, T., & Langvardt, A. (n.d.). Business Law: The Ethical, Global, and E-Commerce Environment. You Be the Judge. Retrieved August 30, 2015, from http://highered.mheducation.com/sites/0073524980/student_view0/you_be_the_judge.html
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,…
Throughout the last 100 years western society has experienced dramatic and profound changes relating to ideas and the way people interact and communicate with one another. Many of these social experiments are now coming into a clearer vision to those who created them many decades ago. The results of women entering the workplace and taking a stronger role in corporate America has demonstrated to us all that we have much to learn in terms of relating and communicating with one another.
The purpose of this essay is to explain some important lessons that can be inferred from the Getting Credit case study involving Claudia, Ken and obert. This essay will discuss some key points about this case and compare the different styles of communication that were displayed in this hypothetical situation. This essay will attempt to explore the root causes of gender communication problems and offer solutions by…
Nietzsche, Friedrich. Beyond Good and Evil, Part Four "Epigrams and Interludes" (1886), section 84
Smith, R.A. (2002). Race, gender, and authority in the workplace: Theory and research. Annual Review of Sociology, 28(1), 509-542.
workplace injuries can be complex, involving multiple variables and a minimal amount of concrete evidence to support the claims of either worker or company. This case is one such case where the testimony of the workers contradicts the testimony of the company. esolving this case will be difficult, but ultimately, evidence can be gathered to show that (a) the company was aware of a faulty safety guard and covered up their knowledge; (b) the company was unaware of the faulty safety guard but the manufacturer of the machine was; (c) the manufacturer was unaware of the faulty safety guard and this is the first incident in which a worker was injured using the equipment.
Explanation of the Issue or Problem
There are several interrelated issues and problems in this case. First, it is not clear whether the injured party, John Schmidt, and his coworkers are members of a labor union…
Business Management Advisory (1997). Product liability. Retrieved online: http://www.ntma.org/uploads/general/IN14.pdf
United States Department of Labor (n.d.). Machine guarding. Retrieved online: https://www.osha.gov/SLTC/machineguarding/
Communication Climate at the Workplace
The communication climate at Digital Prints is supportive. This is mainly because the workplace is warm, supportive, and open. A supportive climate is encouraging to the subordinates as compared to the defensive climate that puts an individual on the guard. It is easy for an employee to talk to each other and understand one another. With an open exchange of ideas and everyone is open to listening and discussing projects it is easy for the employees to get work done. Employees are allowed to test out their ideas and the management is more accommodative. This support has been beneficial to the employees in terms of being open and sharing their perceptions. Communication at the workplace is supportive in that employees will respond to emails promptly and they will listen to one another without interruption (Mohammed & Hussein, 2008). The viewpoints of each other are considered…
Lesson Plan for Safety in an Industrial Setting
Comment by Sabina:
Lesson Plan for Safety in an Industrial Setting
There are many safety issues in an industrial setting. While creating this lesson plan for safety training in this industry I utilized workers in the field to help validate the findings, and provide input for creating a safer environment. As the creator of this training I felt it was very important to get the opinion of the employees who directly work in these settings and who are affected directly by the safety imperfections. I knew observing the work environment and working directly with the employees would help the validity of the claims made in the safety training. I also knew as an outsider and trainer, the employees would give more buy in to the safety training if they knew they had input, it would help to show the employees you…
Danziger, James & Dunkle, Debora. "Methods of Training in the Workplace," Center for Research on Information Technology and Organizations, School of Social Science, November 2011. http://www.crito.uci.edu/papers/2005/DanzigerDunkle.pdf
Sensenig, Kevin J, "Sphere of Influence," American Society for Training and Development, February 2011. http://www.astd.org/TD/Archives/2011/Feb/Free/Feb11_Sphere_of_Influence.htm
falling death of a female minor at a rooftop construction site was the result of a lack of safety oversight and precautionary intervention. The owner of the company was present at the site at the time of death but had provided no safety equipment or guidelines to the minor. Legally, she was prohibited from being in the hazardous environment because she was under 18. A safety professional could have helped prevent the incident by recommending safe work practices. This paper provides a summary of the NIOSH report, what was lost in terms of cost (a life), what factors contributed to it, and how it could have been prevented. It concludes with a discussion on how safety professionals can be an effective workplace task force in companies like this one where oversight is sorely needed in order to mitigate risks associate with hazardous environments where loss of life could occur.
Brauer, R. (2016). Safety Health for Engineers. New Jersey: Wiley.
NIOSH. (2009). Seventeen-Year-old Female Laborer Falls From Residential Roof and Dies Nine Days Later -- Connecticutm. CDC. Retrieved from http://www.cdc.gov/niosh/face/In-house/full200710.html
Penney, T. (2015). Incident theory but the 5 W's and the H are critical data. Retrieved from https://www.linkedin.com/pulse/incident-theory-5-ws-h-critical-data-terry-penney
YouthRules! (n.d.). YouthRules. Retrieved from http://www.youthrules.gov/