...Causes of Workplace Stress There are many factors that can exacerbate the causes of stress in the workplace. The challenges faced by people in the workplace make the job more exciting and interesting. However, there are challenges that can also have negative effects. The normal reaction to stress is tension, anxiety and excitement and work-life goes back to normal after a while. If however, the stress becomes overwhelming or if it happens too often, there can be a problem getting back to the normal state and one is no longer able to relax. The most common causes of stress in the workplace are the following: • Demands at work become too extreme or excessive • There is disproportion between the workload and the abilities of the employees • Fear for security of employment as a result of massive layoffs • Ineffective management which makes employees feel they are in a dead end • Dealing with reorganizations in the workplace • Dealing with workplace bullies • Dealing with sexual harassment in the workplace • Information overload which causes mental stress • A poor physical working environment • Employees who fear they will be declared as redundant Demands can be seen as a result of technological advances that make work more efficient but in the end, eventually require employees to perform more tasks. This is the contemporary cause of workplace stress. Expansion of technology demands that workers constantly perform near their peak, be competitive and constantly...
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...Slocum (2011) the characteristics of a Consensual Relationship Agreement is defined as an written agreement in which consenting romantically involved staff members acknowledge their relationship is consensual and voluntary; to avoid actions that others may find offensive in the office; follow the employers workplace rules of conduct to include anti-harassment and anti-discrimination; relationship must not affect work performance and behave professionally; report actual or perceived harassment immediately; and not engage in favoritism. After reviewing a second CRA on the internet, an employer and employee confirms that a sexual or romantic relationship between employees is consensual and voluntary. (Bloomsbury Business Library, 2007) In analyzing the case, Consensual Relationship Agreements, the following categories will be addressed: (1) Argue for the use of Consensual Relationship Agreements in Your current (or future) Workplace; (2) Create a counter argument against the use of CRAs in your current (or future) workplace; (3) Discuss the ethical principles involved in the use of CRAs; and (4) Create at least one (1) other option besides CRAs that would address workplace romances. Businesses worry most about two things, that's profits and litigations. Written into most companies employee handbook is explicit rules on sexual harassment. Those rules are to inform the employee of actions taken if anyone violates the company...
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...Decreasing Sexual Harassment in the Workplace Introduction Sexual harassment in the workplace is a very serious issue. Not only does it creates an unsafe environment for the victim but also violates Canadian Charter of Rights and Freedom. According to the International Labour Office, a survey was done on February 2007 which shows that nearly 25% of the workers interviewed experienced sexual harassment with one-third of them men (Sexual Harassment). The report explores what sexual harassment is and provides possible ways to decrease sexual harassment in the workplace. Background The Canadian Supreme Court created the first legislation regarding discrimination based on sex on 1982. As the Canadian Human Rights Reporter reports, two food service workers, Janzen and Tracy Govereau, were waitresses at Pharos Restaurant during the fall of 1982 in Winnipeg, Manitoba. It was reported that the cook in the restaurant, Tommy Grammas, had been making sexual advancements to the two women. When they spoke about this to the manager, they were fired. The case was brought to the Supreme Court. The Court concluded that sexual harassment is a form of sex discrimination. Platy Enterprises Ltd., the owners of the restaurant, was held liable for sexual harassment. Sexual harassment, as defined by the Court, is an unwelcome behaviour of sexual nature that detrimentally affects the work environment or leads to adverse job-related consequences for the victim of harassment (Canadian Human...
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...Shavonna Williams 11/17/2014 When Will Workplace Violence End? Workplace violence is an occupational threat and danger for many employees in today’s society. Every year there are millions of occurrences of workplace violence in America, this issue is being displayed all over. The attention has been centered on a few horrific incidents including that of Matthew Beck an accountant employed with the Connecticut State Lottery who shot and killed four Executive bosses at work one morning. Compared to the overall majority of occurrences this incident only indicates a tiny example of a growing problem. Time and again, workplace violence is viewed as part of the job and rarely, anything is done to abolish it. The key to these troubles are based on addressing the establishment’s structural issues, rather than focusing the blame towards employees for threats and dangers that they rarely are ever responsible for generating. What could make an employee reach such explosive levels to commit violent acts at a workplace? On March 6, 1998 Matthew Beck walked into his workplace opening fire on his subordinates, but it seemed that prior to this horrific day Matthew lived an all around normal life. For eight years he worked for the Connecticut State Lottery. Employees attested that he was a great co-worker and one of the victims described Beck as a hard-working employee. He got along well with others and was a hard-working employee. According to an article...
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...are the keywords that I picked for search purpose • Causes of anxiety in workplace • Workplace depression • Effect of Alcohol and drug dependence on workplace • Anxiety and work environment • Boredom in job • Stress in workplace • organizational commitment & employee discontent • Physical fitness and work related issues • Dealing with Anxiety and Depression • Coping with Anxiety and Depression • Impact of anxiety and depression on organization and economy I had analyzed the various key words which are related to the topic and compared sourced information from other related sites for the topic. To find how organizations deal with anxiety and depression and how this affects other employees I initiated discussions with the human resource dept and the different chiefs of the company that I work, namely Gulf Cement Co. The Preliminary research question that I will be addressing in the literature review What are the effects of anxiety and depression in the work place and how organizations deal with it? A list of 6 – 8 Keywords and their definitions related to the above topic • Job-Anxiety: When an actual or imagined confrontation with the workplace or certain stimuli at the workplace (e.g. persons, objects, situations, events) causes a prominent anxiety reaction in a person. Secondly, avoidance behavior towards the workplace or associated stimuli has developed. • Workplace depression: It is a state of low mood and aversion to...
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...Sexual Harassment in the Workplace EXPERIENCES OF WOMEN IN THE HEALTH SECTOR Paramita Chaudhuri Health and Population Innovation Fellowship Programme Working Paper, No. 1 This report is the result of a project entitled “Understanding Sexual Harassment in the Health Sector,” undertaken as part of the Health and Population Innovation Fellowship (HPIF) awarded to the author in 2004. The HPIF programme is administered by the Population Council, New Delhi and is a continuation of the MacArthur Foundation’s Fund for Leadership Development (FLD) fellowship programme that continued over the period 1995 to 2004. The Council is grateful to the MacArthur Foundation for its support to this programme. The HPIF programme aims to support mid-career individuals who have innovative ideas, leadership potential, and the capacity to help shape policy and public debate in the field of population, reproductive health and rights in general, with a focus on two priority themes – maternal mortality and morbidity, and the sexual and reproductive health and rights of young people. Since the transfer of the programme to the Population Council through 2006, a total of 17 individuals have been supported under the HPIF programme. For additional copies of this report, please contact: Paramita Chaudhuri Senior Programme Officer Sanhita 89B Raja Basanto Roy Road Kolkata 700 029 Email: sanhita@cal.vsnl.net.in Phone: 033-24227965 Population Council Zone 5A, Ground Floor India Habitat Centre, Lodi Road...
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...that are available to another group, leading to the exclusion of the individual or entities based on logical or irrational decision making. Discriminatory traditions, policies, ideas, practices, and laws exist in many countries and institutions in every part of the world, even in ones where discrimination is generally looked down upon. In some places, controversial attempts such as quotas or affirmative action have been used to benefit those believed to be current or past victims of discrimination but have sometimes been called reverse discrimination themselves. Inequality in the workplace is any form of bias or discrimination that takes place in a work environment and is established, promoted, or allowed to persist by the workplace authority. It is common for a workplace to have inequalities based on gender, race, and social class. There is usually a hierarchy that exists in the workplace in which managers, leaders and executives are paid higher wages and have more authority and prestige than those below them. One’s sexual orientation is a “predilection for homosexuality, heterosexuality, or bisexuality”. Like most minority groups, homosexuals and bisexuals are not immune to prejudice and discrimination from the majority group. They may experience hatred from others because of their sexual preferences; a term for such hatred based upon one’s sexual...
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...company can achieve its business outcomes. Any change should take into consideration two things: the technical side and the people side. Change management provides a competitive advantage if the company implements the change process in an effective way which will allow the company to meet the market requirement. If we want to help people to able accept change, there are three goals that should be explained to the employee: the thinking and understanding, the emotional and motivational, and finally the behavioural part. Change management is about making people think, feel and behave. Once the change management is achieved, people will be engaged in the change process and work collectively towards common aims. Why to use change management? As human beings, we fear change. We fear embarrassing situations because we don’t accept to be influenced by others in our life style. Change can cause employees sometimes to react in an inappropriate way. Therefore, the unknown for employees could be scary in a way that can lead them to give up some of their priorities (Glenner, 2013.) We need change management to uncover that unknown. We have to move forward in order to overcome any obstacles that we will face. People resist change because they are afraid if that will take or prevent them from their comfort zone or they may not find stability anymore. Change may help individuals to build self-confidence. In addition, we need change management in order to always have a complete analysis...
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...perceives that its interests are negatively affected by another party (Kinicki 2009). This is a normal and natural part of any work place. When it occurs, there is a tendency for morale to be lowered and decreased productivity. However, conflict can be useful, it can push conflicting parties to grow, communicate and urge the flow of new ideas. For this to happen, leaders need to understand why conflict occurs and take the correct steps to resolve it. According to psychologists Art Bell and Brett Hart, there are eight common causes of conflict within the workplace; conflicting resources, conflicting styles, confliction perceptions, conflicting goals, conflicting pressures conflicting roles, differing personal values and unpredictable policies (Bell, 2002) This paper will discusses a few of this conflict causes as well examples with consequences and possible steps for resolution. Conflicting goals: On occasion conflicting goals may occur in a workplace. As an example from my organization; the supervisor will tell us that it is important that our exams are done with the highest quality, to take our time and do a good job. On the other hand, the Physicians tell the technologist, I just need this test done, all I need to know is X, Y, Z, and I need it quick. These are two drastically differing goals, which can cause conflict in a variety of ways. Unfortunately this is all too often a scenario in our imaging department with resulting consequences. Let’s say the physician...
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...The data analysis used was thematic. Data were coded and analysed for themes and patterns using the QSR software – NVivo 6. Audiotapes of the focus group interviews were transcribed verbatim by a professional. Transcripts were read Health care providers should help women gain confidence by minimising their uncertainties and fears about breastfeeding to prepare them to continue breastfeeding successfully after returning to work. for accuracy and meaning units that contained significance to the participants. The investigator and a research assistant then coded and analysed transcripts for themes. Following the completion of the initial coding process, categories were clustered into themes. The results were that these five themes were identified: (1) perceived benefits of breastfeeding; (2) general perceptions of breastfeeding; (3) maternal concerns; (4) having the right support; and (5) anticipated challenges of combining breastfeeding and...
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...Post-Traumatic Stress Disorder: Unethical Business Practices and their Influence on Veteran Unemployment Chase Jeffrey Engel Georgetown University Abstract Military veterans have consistently experienced high unemployment rates. Challenging veterans’ efforts in finding and maintaining employment is the issue of Post-Traumatic Stress Disorder (PTSD). Exacerbating this problem, is civilian employers’ utilization of deficient hiring and employment practices. In particular, employers have developed a sense of fear and uncertainty about PTSD. These perceptions often prove to be a reason why employers choose not to select veteran candidates for employment. Additionally, organizations fail to successfully acclimate and socialize new veteran employees (who do or may suffer from PTSD) into the organization’s culture. Such failures can lead veteran employees to quit their job. Together, the deficient hiring and employment practices displayed towards former service members have significant ethical implications that serve as the catalyst for high unemployment rates for the veteran population. To minimize these implications and to improve veteran employment opportunities, organizations’ human resources (HR) departments must develop and incorporate new approaches to hiring and employing veterans who do or may suffer from PTSD. Keywords: PTSD, invisible disability, human resources, implicit bias Post-Traumatic...
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...Violence Against Nurses Working in US Emergency Departments Jessica Gacki-Smith, MPH Altair M. Juarez, MPH Lara Boyett, MSN, RN, ACNP-BC, CEN Objective: The objective of this study was to investigate emergency nurses’ experiences and perceptions of violence from patients and visitors in US emergency departments (EDs). Background: The ED is a particularly vulnerable setting for workplace violence, and because of a lack of standardized measurement and reporting mechanisms for violence in healthcare settings, data are scarce. Methods: Registered nurse members (n = 3,465) of the Emergency Nurses Association participated in this cross-sectional study by completing a 69-item survey. Results: Approximately 25% of respondents reported experiencing physical violence more than 20 times in the past 3 years, and almost 20% reported experiencing verbal abuse more than 200 times during the same period. Respondents who experienced frequent physical violence and/or frequent verbal abuse indicated fear of retaliation and lack of support from hospital administration and ED management as barriers to reporting workplace violence. Conclusion: Violence against ED nurses is highly prevalent. Precipitating factors to violent incidents identified by respondents is consistent with the research literature; however, there is considerable potential to mitigate these factors. Commitment Authors’ Affiliations: Senior Research and Practice Associate (Ms Gacki-Smith); Senior Research Associate (Ms Juarez),...
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...The workplace is meant for employees to do his or her job in a positive environment. Employees will converse and interact amongst each other to help time pass while working. Sometimes such actions become too aggressive and make workers feel uncomfortable. harassment is an issue that many business encounter because of violations done by employees. The following information will demonstrate the act of sexual harassment, what classifies acts as sexual harassment, how its prevalent in the workplace, and ramifications that stem from sexual harassment. Background of Case The case involving Koko the gorilla and the Gorilla Foundation involves two former employees and gorilla caretakers (Nancy Alperin and Kendra Keller) who made claims that the foundation’s handlers and supervisor forced them to expose body parts (breast) to Koko to indulge her “fetish” (HRWorld, 2011). After working for the foundation for a length of time, Nancy and Kendra chose not to expose their breasts which according to them was the cause for their termination. Nancy and Kendra were with the company for approximately four months and are suing for over $1 million dollars in damages (HRWorld, 2011). Eventually both parties came to a settlement (HRWorld, 2011). The legal and morale issues that occur within this case are those of feasibility. The Gorilla Foundation has obligations to ensure employees have a safe work environment. This case illustrates that the work environment was not conducive to such a requirement...
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...synthesizing what each researcher has stated in their research papers. Article 1 was a research on workplace bullying that focused on individuals and situation predictors that engaged in bullying others. The purpose of the research was to examine the reason that perpetrators in the workplace bully their co-workers. Article 2 focused on trait anger and anxiety that may relate to individuals being labeled as victims of workplace bullying or what is the relationship between the acts of bullying. The purpose behind this study was to determine what influences are in place that causes a victim in the workplace to be bullied. Article 3 related to how employees are coping to workplace bulling and how the effects of bullying are affecting their job performance. The main purpose with this study was to determine the role of human resource management in coping with bullying in the workplace. Comparison of each matrix research questions Although all articles focused on one thing that was common and that was individuals who are being bullied; there were however, some differences in the research questions. For instance, Article 1 questions were geared toward the individuals being bullied and what variables may have been in place that would target the individual to be bullied. Surveys submitted in Article 1 was searching for answers to why bullying in the workplace existed and what factors, situation or decision caused individuals to be bullied. Article 2 mainly focused...
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