...Rebecca Lipschitz Victoria Allen PSCI 213 December 3, 2015 LBJ and the CRA The Civil Rights Act of 1964, which happened over 50 years ago, is not something my generation probably thinks of as a big deal. We all just assume that every man, woman, and child is endowed with equal rights and it is a crazy notion to suggest otherwise. However in the spring of 1964 not every man was considered equal, especially in the south. However, at the same time, a movement was building to codify equal rights spearheaded by Lyndon B. Johnson. Of course there were so many individuals and factors involved in the passage of the bill, however, in this paper I will focus mainly on LBJ and his contribution to the Civil Rights Act of 1964. Although the initial bill was brought before Congress during JFK’s presidency, his assassination led to Johnson successfully shepherding the bill to passage. Johnson’s success can be attributed to his headstrong endurance, long time relationships with members of Congress, and the policy window due to the death of President Kennedy that finally got the legislation passed. In order to fully examine and give context to Johnson’s struggle for passage of this important bill, this paper will also touch upon who LBJ was before his presidency and what the Civil Rights Act of 1964 did for him, his perception, and his presidency. Lyndon Baines Johnson really got his start in government when he entered the Senate in 1949. Johnson had been a Representative to Texas’ 10th...
Words: 3580 - Pages: 15
...non-response to the assignment questions, points will be deducted. In addition, APA formatting has to be used which certainly includes in-text citations and a Reference page; check the Resource Center for an example of APA guidelines. Finally, once the paper is submitted, that will represent the final grade for the assignment; there are no-resubmissions allowed. Organizational Behavior Perceptions & Attributes by Tara Duggan, Demand Media http://smallbusiness.chron.com/organizational-behavior-perceptions-attributes-10835.html Goal Setting & Rewards in Organizational Behavior http://www.livestrong.com/article/282393-goal-setting-rewards-in-organizational-behavior/ 1. Argue for the use of Consensual Relationship Agreements (CRAs) in your current (or future) workplace. 2. Create a counter argument against the use...
Words: 665 - Pages: 3
...CONSENSUAL RELATIOSHIP AGREEMENTS CASE STUDY Ethic is a one of important competency in the relationship between the basic organizational behavior models of individual, group, and organizational processes. Ethic competency is a wide section, which include vary sub topic related with organizational behavior. This paper discuss one section of Ethic Competency is diversity and specifically Consensual Relationship Agreements into diversity section. The paper clarifies to followings. • Consensual Relationship Agreements (CRAs) in my future workplace. • A counter argument against the use of CRAs in my future workplace • The ethical principles involve in the use of CRAs • One other option besides CRAs that would address workplace romances. Consensual Relationship Agreements ( CRAs ) are becoming more important everyday into business environment. Several research show, whoever share same work place in average 40 hours per week, some of workers discover their common interest and enjoy sharing time together. Different companies have different policies and procedures and the company would like to sign contract before hiring someone and they will show companies vision about consensual relationship into work place. In the future I would like to choose my career path in the health care industry and I would like to work at a pharmaceutical company due to my previous experience and my background of education. Merck is a one of the company into...
Words: 2035 - Pages: 9
...Consensual Relationship Agreement Case Study Tamiliah S. Spivey Dr. Gail Ferreira BUS 520- Leadership and Organizational Behavior April 22, 2012 Introduction: My paper will interpret the issues that may arise when there are relationships in the workplace where I presently work. For any organization to thrive and be successful in a recession and other companies that are competition, they must have certain policies and procedures in place. The current consensual relationship agreement that we presently have in place at Clarks Companies specifically entails if there is a consensual relationship between a supervisor and subordinate, they would need to contact human resources as soon as possible. The reason being is the other employees that may have knowledge of the relationship will say that they are receiving preferential treatment because they are dating someone they report to. Consensual Relationship Agreement – Arguments: I feel that having and using the consensual relationship agreement can protect our workers and they will feel comfortable with coming into work and not worried about being retaliated by the individual they were dating, especially if they were the one to end the relationship. While some companies prohibit workplace relationships, Clarks Companies know that it’s inevitable while working in a company of 500 employees, we try to give them the tools needed to use good judgment if they find themselves being in a relationship with someone they work with...
Words: 1677 - Pages: 7
...it you spend most of your time at work nearly 8hrs or more so you take breaks and lunch with your co workers so you get interests from people you associate. Interoffice relationships can lead many companies to several types of harassments, including the following: sexual harassments, verbal harassments, physical harassments, visual harassment, sexual favors even a hostile work environment. These types of harassment would lead to big companies being sued for all types of lawsuit. Because of all the actions within the workplace, company have to look for different methods to make such they are not liable or sued later if a relationship goes bad. Many companies today are gearing toward a Consensual Relationship Agreement as known as a (CRA). A CRA is a “contract in which the romantically involved party acknowledge their interoffice relationship are voluntary, to continue to abide by work policy, not to compromise the company, change their work performance and any way, and many other things a...
Words: 1303 - Pages: 6
...UNIVERSITÀ DEGLI STUDI DI MILANO-BICOCCA Dipartimento di Scienze Economico-Aziendali e Diritto per l’Economia Corso di Laurea in Economia delle Banche, delle Assicurazioni e degli Intermediari Finanziari TESI DI LAUREA “La responsabilità delle agenzie di rating nella recente crisi finanziaria e la conseguente regolamentazione a livello europeo” Relatore Ch.ma Prof.ssa Francesca Mattassoglio Laureando Tommaso Todesco Matricola 753238 ANNO ACCADEMICO 2013-2014 1 Indice 1. Introduzione ………......………………………………………………………4 2. Che cosa sono le agenzie di rating?…………………………………………. 5 2.1 Ruolo e compiti……...…………………………………………………... 5 2.2 Breve storia e importanza della reputazione ..…………………………7 2.3 I principali prodotti delle agenzie di rating...…………………………..9 2.4 Il procedimento di assegnazione del rating .…………………………. 12 3. I rating: mere opinioni o responsabilità civile?.......................................... 14 3.1 L’importanza dei rating per il sistema finanziario.....……...………. 14 3.2 L’importanza dei rating per i mercati finanziari.…………………… 16 3.3 L’importanza dei rating per gli Stati ………………………………... 18 3.4 L’importanza dei rating per gli istituti creditizi ……………………. 19 3.5 La responsabilità civile delle agenzie di rating ……………………... 20 4. Le responsabilità delle agenzie di rating ………………………………… 23 4.1 Le criticità delle agenzie di rating …………………………………… 23 4.2 Le responsabilità delle agenzie di rating nella crisi dei mutui subprime ………………………………………...27 4.3 Le responsabilità delle...
Words: 15852 - Pages: 64
...Agreements Case Study In the article “Consensual Relationship Agreements” it is said that 72% of companies had no policy regarding workplace romance by referring to Society for Human Resource Management (SHRM) Workplace Romance Poll. In my opinion, this is an indication that CRAs are not essential instruments for arranging workplace behavior. Only a few companies implement CRAs. These companies apply for CRAs in different ways. Some companies may wish to recognize the relationship and to avoid negative consequences of it. However, some other companies concern about the maintenance of productivity and protection of the organization against any probable lawsuit. It can be considered that there is nothing to do with the ethics in applying CRAs when the companies pursue productivity and a legal self-protection. These agreements are not law and order because CRAs depend on leadership’s discretion. Making decision differs from culture to culture because of diversity and ethics. In such cases, moral intelligence plays a significant role. The leadership must observe the behavior of all the employees in regard to integrity, responsibility, compassion and forgiveness. Actually, there would not be need to implement CRAs for a successful leadership. For example, unlike the USA, in my country there are no similar examples. Instead, such problems are solved by the human resources management. In my last job, in Turkey, two of my coworkers developed a consensual relationship and they tried to keep...
Words: 806 - Pages: 4
...Across nearly every industry and organization, corporate will has attempted to minimize the inevitable wave of affection and affairs by means of frowning upon its existence, legislating, transferring, firing and revising handbooks and company policies (Sills, 2008). Why? Possibly to avoid major disruption in the workplace related to social, professional and financial conflicts. As a result, several companies have developed consensual relationship agreements (CRAs). Hellreigel & Slocum (2011) define CRAs as written contracts in which involved parties acknowledge their relationship as voluntary and consensual, agree to abide by workplace policies, and agree to avoid behaviors that could potentially offend or influence each other or fellow employees. The benefits and ramifications of implementing such an agreement have been highly debated by both employees and employers. The following paper will provide arguments for and against the use of CRAs, discuss the ethical principles involved, and identify a possible alternative to CRAs that would also address workplace romances. Consensual Relationship Agreement: The Pros Workplace fraternization has the potential to negatively affect behavior in the workplace in ways that conflict with both...
Words: 2252 - Pages: 10
...How Organizational Behavior influences Attrition Keller Graduate School of Management Author Note This paper was prepared for GM591- Leadership and Organizational Behavior taught by Professor Brett Gordon. Correspondence concerning this paper should be addressed to Table of Contents Company Background 3 Organizational Problem 4 Problem Statement 5 TCO Topic 5 Expanded Organizational Introduction: 5 Enhanced Problem Overview 6 Reasons & Measures of Preventable Attrition 7 Possible Solutions 7 How to Create Sustainable Performance 8 Inadequate Developmental 8 Boost Morale and Engagement 8 Increasing Responsibility and Exposure 8 Create Value 9 Optimizing Interactions between Staff 9 Achieving Quality Management 9 Offering Performance Feedback 10 Minimize Incivility 10 Managing conflicts 11 Responsible Leadership 11 Establishing Relationships 11 Summary of Recommendations 12 Reflection 13 References 15 How Organizational Behavior influences Attrition Company Background JDR Pharmaceutical discovers, develops, manufactures, and delivers innovative human therapeutics globally to patients with unmet medical needs. An established leader in biotechnology since 2001, JDR lead the industry by introducing safe, effective medicines from lab, to manufacturing plant, to patient. JDR therapeutics have pioneered the approach with helping millions of people around the world in the fight against cancer, heart disease, neurological...
Words: 3664 - Pages: 15
...Consensual Relationship Agreements or CRA; a CRA is a written contract in which romantically involved partners acknowledge workplace policies regarding romance. The CRA is confirmation of their relationship being voluntary and consensual; ensuring that the statutes of the relationship does not affect the dynamics of the workplace ethical infrastructure. Both parties agree to abide by the employers antidiscrimination, anti-harassment, and workplace conduct policies. Many employers and employees find that CRAs can be both beneficial and detrimental in the workplace; affecting personal relationships, workplace infrastructure, and productivity. There are several benefits that CRAs provide in today’s workplace not all companies have policies in place but they are beneficial to productivity. Consensual Relationship Agreements create boundaries for workplace relationships and legally binds employees to behave in a professional manner. A majority of companies do not have any policy in place. The dynamics of the workplace was jeopardized because several people dated romantically. This caused a loss of productivity because there was nothing to ensure that favoritism didn’t occur, or that employees maintained professionalism when dating in the business environment, and to procure documentation to protect employees in cases of resentment. Most companies now have policies against supervisors and managers engaging in relationships with subordinates; the CRA will acknowledge this union and take...
Words: 1430 - Pages: 6
...as a married couple. Just as these characters have found love within their workplace, in reality many of us find ourselves observing or even participating in romantic relationships amongst our own colleagues. In contemporary society, many companies are faced with the dilemma of trying to manage the workplace romances that occur on a daily basis. Businesses may exercise Consensual Relationship Agreements (CRAs) (Hellriegel & Slocum, Jr., 2011) as a means to control the inevitable work place dating which occurs within their company; while other businesses may decide to forgo having a CRA as a policy for their employees. There are both positive and negative implications to implementing a Consensual Relationship Agreement within the work place. Ethical principles also can arise from having such a contract in place. When we consider the ethical consequences involved in the use of a CRA within the regulations of a company, we need to examine the ethical principles from the perspective of both the employer and the employee. Consequently, there are alternatives to the CRA that managers can employ as a tool to combat workplace romances that we can explore more closely. The Use of...
Words: 2729 - Pages: 11
...Consensual Relationship Agreements (CRA) Case Study Many societal changes have converged within the last fifty years to create an environment where workplace romances must be addressed. The old movie scenarios where the boss (male) fooled around with the secretary (female) and the office morale plummeted because no one wanted to be the one to complain about favoritism are gone. The increase of women in the workplace and in managerial positions; increased hours spent at work; increased travel away from home; the push for equality among genders and the resulting integration of the sexes; employee sophistication regarding rights and legal redress on the job; and human resource professionals that fear being sued for sexual harassment complaints from within the employee ranks—all of these and more have resulted in the perceived need to create a document to regulate relationships on the job. The risks related to getting into an on-the-job relationship should not be taken lightly. Participants should be very sure the benefits outweigh the risks because office romances can jeopardize job security and create unease for everyone in the office. If you put individuals with common interests together for 40-plus hours per week, office romance is bound to happen, experts say. Statistics seem to bear that out: According to a 2003 survey by Vault.com, an online career center, 47 percent of the 1,000 professionals surveyed had been involved in an office romance, and another...
Words: 2883 - Pages: 12
...Relationship Agreements Case Study Professor John Mitchell Lithonia Campus BUS 520 – Organization and Leadership October 30, 2012 Strayer University Abstract This paper will discuss Consensual Relationship Agreements in the workplace. Within the paper, I will argue for the use of CRAs in the workplace by explaining the benefits. I will also present a counter argument against the use by explaining the cons. Ethical principles and other options are also discussed. Argue for the use of Consensual Relationship Agreements (CRAs) in your current (of future) workplace. Office romances are almost inevitable when you place people with the same interest together for more than 40 hours a week. These relationships may form between co-workers on the same level, as well as subordinate and manager. Let’s think about this. What happens if this relationship ends on bad terms? The subordinate can state that they were coerced into the relationship. This situation will definitely be a liability to company, opening it up to litigation concerning harassment. In order to mitigate this situation, it would be beneficial for a company to consider having Consensual Relationship Agreements (CRA). A CRA is a written contract in which the parties involved acknowledge that the relationship is consensual and voluntary. The parties understand that they have to remain professional and not allow the relationship to affect the performance. They also agree to avoid behavior that offends others...
Words: 1538 - Pages: 7
...Agreements (CRAs) in your current or future workplace Consensual Relationship Agreements (love contracts), before you can argue the case for or against them you have to first understand what they are. A Consensual Relationship Agreement (CRA) is basically a written contract in which the romantically involved parties acknowledging the following things: the relationship is voluntary and consensual, they agree to abide by the employer’s antidiscrimination, antiharassment, and workplace conduct policies, promise to report any perceive harassment to management, if it occurs, they agree to behave professionally and not to allow the relationship to affect their performance, agree to avoid behavior that offends others in the workplace, and to not engage in favoritism. After further researching CRAs if do believe my current workplace would benefit from using it. I currently work in a call center which is dominated by female employees and the age difference is almost non-existent amongst representatives, supervisors, and associate directors. There is daily interaction between all parties and in human nature there are going to be instances of two individuals being attracted to each other. Currently there is a policy against supervisors dating representatives, supervisors dating associate directors. I feel this policy is unfair as you cannot control who you may be attracted to and a job should not have the right to determine who or who not you can be romantically involved. With the CRA in...
Words: 1802 - Pages: 8
...strong conclusion? In the paper the role and power of the rating agencies like Standard and Poor’s, Moody’s and Fitch would be defined and assessed. 1. Introduction Credit Rating Agencies (CRAs) could be generally defined as „providers of opinions about the creditworthiness of companies and countries which have become very important players in financial markets due to growth in Capital Markets, Credit Derivative Markets, Globalisation of Capital Markets; and an increase in Regulatory Use of Ratings” (Ryan, 2012). Here comes the question: Why actually they have become very important players globally? CRAs are companies who assign credit ratings for the debt of public and private companies who are issuers of certain types of debt obligations and also CRAs assign credit ratings for debt instruments themselves. Usually the issuers of securities are companies, governments, NGOs and entities with special purposes or national governments issuing bonds that can be traded on a secondary market. The main important thing is that depending on the given credit rating, CRAs in fact affect the interest rate applied to a particular issued security, because it is perceived that CRAs take into consideration the issuer's ability to pay back debt/loan. Who needs these entire credit ratings one would ask… – they are used by investors,...
Words: 4707 - Pages: 19
