...Article Critique – Dealing With Annoying Co-Workers Victor Ferguson COM 425 Communications for Organizations Prof. Tomeka Prescott 29 July 2013 Article Critique – Dealing With Annoying Co-Workers Because we cannot choose with whom we work for in every instance, it is likely that we have worked with or for someone who has annoyed us. The most common annoying types are the interrupter, the know-it-all, the slacker, the grump, the speakerphone lover, and the blabbermouth. Over the years, one or many have annoyed us to complete frustration especially if we do not know how to deal with these annoyances. If we fail to let them know how they are affecting us and maybe the entire work group, center or office then how will they know to stop. They will not. However, there annoyances does not preclude us from still acting courteously even to the end. This paper will identify one of these annoyances, how to deal with it, and to avoid it. (Green, 2011) The Situation We recognize that there is no one in the world today that is perfect. This is not a hard lesson to learn. As the saying goes, “To err is human…”. However, a hard lesson to learn is we are not close to perfect as we think we may be. At least it is for most of us. I had a bad habit of interrupting others before they could finish what they were saying. Not only did I do this to my wife, but I also did it at work and without discrimination, boss, co-workers, and subordinates. Apparently, when I asked others how often...
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...Moral value 4.11 Reference 4.12 Date of publish 4. Work routines that drains you 5.13 Summary 5.14 Moral value 5.15 Reference 5.16 Date of publish 5. Dealing with under qualified co-worker 6.17 Summary 6.18 Moral value 6.19 Reference 6.20 Date of publish 6. Employee Theft 7.21 Summary 7.22 Moral value 7.23 Reference 7.24 Date of publish 7. No one appreciates your hard work 8.25 Summary 8.26 Moral value 8.27 Reference 8.28 Date of publish 8. Is someone stealing your idea at work? 9.29 Summary 9.30 Moral value 9.31 Reference 9.32 Date of publish 9. What’s the deal with after hour meeting? 10.33 Summary 10.34 Moral value 10.35 Reference 10.36 Date of publish 10. Why are your co-worker so annoying? 11.37 Summary 11.38 Moral value 11.39 Reference 11.40 Date of publish 1. Seniority: A Blessing or a Curse? Seniority is the magical title that everyone in every job wishes to have at some point. Why? Simply to treat the new workers like you were treated when you first started in your career. We've all had that one boss or older worker who thinks he deserves to run the place and put all his work on you simply because they had it done to them, causing one and all to utter those words of old, 'I hate my job.' There are times in all jobs...
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...Positive body language helps whereas negative has a bad impression on business dealings. Kinesics is used for selection purposes during interviews and also during business dealings. It helps by giving involuntary signals. The body constantly sends signals to receivers even if we do not intend it. So long as there are people watching us, body language continuously transfers messages. The sender and the receiver understand the meanings of these movements in the particular cultural environment that they share. The body movements are often determined by internal psychological stimuli like emotions, feelings, etc. Emotions like anger. Restlessness, joy, sadness or dejection find expression more by body language than by its verbal counterpart. Body language is a good gauge to measure the psychological disposition of a person. FOR EXAMPLE- The silent films of Charlie Chaplin could convey so much by the deft use of body language. The disadvantage of body language is that it is indicative and cannot be relied upon fully, since there may be gross misunderstanding of gestures. Even then, it is useful, because it informs the receiver about the psychological state of the sender’s mind in advance. This preparedness helps a person to shape his responses appropriately. Body language may help a manager to know in advance the mental pulse of his co-workers and exercise authority without actually issuing verbal orders....
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...and a shameless propensity for chatting up the boss—wondered, What is with that guy! At once a hipster and a climber, he is all nonchalance and expectation. He is new, he is annoying, and he and his female counterparts are invading corporate offices across America. Generation Y: Its members are different in many respects, from their upbringing to their politics. But it might be their effect on the workplace that makes them truly noteworthy— more so than other generations of twentysomethings that writers have been collectively profiling since time immemorial. They’re ambitious, they’re demanding in terms of the boss’s time, and they question everything, so if there isn’t a good reason for that long commute or late night, don’t expect them to do it. When it comes to loyalty, the companies they work for are last on their list— behind their families, their friends, their co-workers and, of course, themselves. But there are millions of them. And as the baby boomers begin to retire, triggering a well-publicized and feared worker shortage, businesses are realizing that they may have no choice but to accommodate these curious Gen Y creatures. Especially because if they don’t, the creatures will simply go home to their parents, who in all likelihood will welcome them back. Some 64 million skilled workers will be able to retire by the end of this decade, according to the Conference Board, and companies will need to go the extra mile to replace them, even if it means putting up...
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...Harassment and Discrimination BUS:311 Business Law I Instructor: Marla Muse 9/26/2013 Many of us who are a part of the workforce wake up every day and think about what needs to be accomplished at work today? Work can be frustrating and sometimes enjoyable, at no point should an individual feel that their security is in jeopardy or also that they are being verbally attacked because of their gender, race, or age. With providing facts this will prove that there the law protects the working force from harassment and discrimination in the workplace. Most of us who have jobs realize that there are times where either harassment or discrimination takes place. Even in today’s modern world these situations still presents itself. The focus of my argument is to show that these acts do not go unseen or unheard from a legal standpoint. Harassment and discrimination is highly illegal and very unethical within the workplace or any business. There are laws out there that protect individuals who are subjected to this type of behavior, so much so that companies spend a vast amount of time and money trying to educate employees about harassment and discrimination. My stance on this topic is very clear, these acts should not occur and the law is fair in the consequences that follow when a business is involved in a harassment or discrimination act. I understand that every company cannot speak for each employee; however there should be policies and procedures that are addressed. At no time...
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...A Report On Employee Demotivation Submitted to: Mr Shaiful Islam CEO Human Resource Department Grameen Phone Submitted by: Mr Khalid Mahmod(1020088) Director Mr Atiqur Rahman(1020102) Sales Executive Mr Taifur Rahman(1020099) Planning Executive Mr Toufiq Islam(1020077) Procurement Executive Date of submission: 22 November 2010 Grameen Phone Block-B,Road-16 Bashundhara Residential Area Dhaka 1217 Telephone:+8802 9987456 Fax:+8802 9652314 E-mail:info@grameenphone.com Websie:www.grameenphone.com ...
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...Saliha Jawaid: What are managerial implications of understanding and assessing personality? Personality of an individual is the reflection of characteristics and life experiences. When it comes to help managers and organizations to deal the personality differences, it is evident from research to test personality. The personality assessment for managers to evaluate employees working under them by different instrumental test in which MBIT, big five personality model etc. The understanding of the system involved in efficiently managing the personalities of employees thus enables all employees to stand out and prosper in an accommodating work setting. In addition, an initiative to build a system and open ways that would motivate employees with varied skills and personality traits for the good of organization and development of employees. In point of fact managing the personality differences can greatly cut time used up on current supervisory interference; add to efficiency of the tasks performed, and form growth prospect for employees, which in turn can encourage employees to achieve at their maximum output levels. The goal is not to psychoanalyze, but rather to gather enough information to learn what is most effective for the people who work for and with. Managerial implication in assessing personality: * Managers must have a clear understanding to deal with differences at workplace; he may use an assessment task to check the potential of employees to deal with unplanned...
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...Consultancy Report Index Executive Summary....................................................................................................................................................1 Organisational Context ...............................................................................................................................................2 Social and Economic Contexts ...................................................................................................................................3 Theoretical Overview .................................................................................................................................................3 Methodology ..............................................................................................................................................................8 Data Sample ...........................................................................................................................................................8 Measures .................................................................................................................................................................9 Control Variables ...............................................................................................................................................9 Abusive Supervision (AS) ............................................................................................................
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...Charisma Gone Wild: It’s Not Always an Asset Jaime Paxton Southeastern Oklahoma State University Abstract This paper serves to inform that charisma is not always positive. There is an extreme difference in charisma used ethically and charisma used unethically. Ethical charisma is used to serve the followers while unethical charisma is used to help benefit the leader themselves. This paper looks at multiple extreme examples of leaders using charisma in unethical ways, as well as one example of a charismatic leader blinding people to reality with the help of the media. It will also discuss the ways charisma is used in business, both ethically and unethically, as well as provide examples of times when charisma is appropriate. Introduction “Charisma is a fire, a fire that ignites followers’ energy and commitment, producing results above and beyond the call of duty.” (Klein & House, 1995, p. 183) Charisma is not always an asset and is frequently used in negative ways. Two people that immediately come to mind include Adolph Hitler and Osama Bin Laden. These are two of the most charismatic leaders to have ever lived, and although they had many followers, it is safe to say that neither of these two are viewed as positive leaders. These are just two extreme examples of leaders using charisma for personal gains. Charismatic Disasters Adolph Hitler Hitler gained a large support group through the use of Charisma at his mass rallies. He would incite such an...
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...systems. Despite these changes, the firm was still involved in contract work. Mr. Fred Codova was the President of the company at this time. Due to severe traffic problems the implementation of a ‘Flex Time’ system was undertaken per suggestion from the Mayor. This implementation was said to be able to increase productivity along with a higher morale of work. President Cordova assigned the task of designing the plan and writing a memo to the Director of Personnel, Richard Sasche.The company was accustomed to the traditional work hours. The rush hour in the morning and evening period had always caused problems amongst the work force. The memo about the Flex Time plan was suggested to be posted for all employees to see. The memo informed workers about the plan and its guidelines. The Digital Display team was headed by Jim Hallora, who was the project coordinator. Jim worked at the firm for 27 years and is considered conservative with his thought and unsociable yet very argumentative whenever his mandates are criticized. He always exerts much authority over his workers.The Flex Time program is implemented and Jim disagrees and writes his own memo to be able to control and supervise his men. The Statement of the Problem In this case, many issues were uncovered but Ineffective Change Management was identified as the core problem. Implementing change is never easy, but ignoring the people’s side of change can be disastrous. Ineffective change management can be described as not...
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...University Of Ghana Faculty of Social Studies Department Of Social Work Sowk 605: Social Issues in Contemporary Ghana Topic: Sexual Harassment a Blessing or a Curse to society? Presented By: Amy Asiedu Lecturer: Dr Dan-Bright Dzorbo Introduction There have been many ambiguities surrounding what actually constitutes sexual harassment and how it differs from other sexual advances. If one simply looks at a dictionary’s definition of harassment it means “annoying or unpleasant behaviour towards someone that takes place regularly"(Macmillan English Dictinary, 2002), it is clear that such behaviour towards a colleague is undesirable and could undermine morale and productivity. If one adds the sexual dimension, with its personal, psychological, moral and marital implications, the problem becomes much more complex. Events currently identified as sexual harassment were considered personal and attracted individual solutions before the 1970’s. Since 1976, sexual harassment has been highlighted by feminist, trade unionist and later human right activists who have succeeded in making it a social problem (Britwum and Anokye, 2006). Thus, satisfying the condition that a social problem must be identified by a significant proportion of the population (Ritzer, 1975). The natural or biological origin of sexual harassment is based on the good old fashion idea of attraction between two people. Also, the issue about men possessing the bigger sex drives is another...
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...School of Housing, Building and Planning 2014/2015 RMK 254 Legal Studies Project title : Prepared by : Hung Boon Sing (119217) Nur Syabihah binti Ismail (119324) Yeow Jun Heng (119383) Submitted to : Date : 1st December 2014 Content Introduction- Tort Law…………………………………………..................................3 Trespass……………………………………………………………………………..4-6 Nuisance…………………………………………………………………………....7-12 Negligence………………………………………………………………………..13-14 Distinguishing nuisance and trespassing to land……………………………………15 Distinguishing nuisance and negligence…………………………………………16-17 Discussion……………………………………………………………………………18 Reference…………………………………………………………………………......19 INTRODUCTION Tort Law Tort law is a body of rights, obligations and remedies that is applied by courts in civil proceedings to provide relief for persons who have suffered harm from the wrongful acts of others. The person who sustains injury or suffers pecuniary damage as the result of tortious conduct is known as the plaintiff, and the person who is responsible for inflicting the injury and incurs liability for the damage is known as the defendant or tortfeasor. Tort denotes a breach of duty imposed by law. The nature of the duty is to act as a reasonable person exercising reasonable diligence. Tort exceeds the obligation of a party under contract. The duty could be to the other party in a contractual relationship, as well as to any third party who, it is reasonably foreseeable, would get affected...
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...Ethical Practices Deter Sexual Harasment at Workplace Ethical Practices Deter Sexual Harasment at Workplace Submitted on: 3th January 2016 Submitted on: 3th January 2016 Chew Yoong Sen MBS 151068 Semester 1, Session 2015/2016 MBSA 1533: Business Ethics, Responsibiliy and Sustainability Lecturer: Dr. Abul Quasem Al-Amin Chew Yoong Sen MBS 151068 Semester 1, Session 2015/2016 MBSA 1533: Business Ethics, Responsibiliy and Sustainability Lecturer: Dr. Abul Quasem Al-Amin Table of Contents Papers Table II Abstract 1 Issue 1 Problem Statement 2 Analysis 3 Recommendation 6 Conclusion 8 References 9 Papers Table No. | Title | Journal Name | Year | Authors | 1 | Sexual Harassment In The Workplace: Selected Court Cases And New Legal Provisions In Malaysia | Asian Social Science | 2015 | Kamal Halili Hassan;Yee Zing Lee | 2 | Ethical Leadership: The Effect On Employees | International Journal Of Business And Management | 2015 | Atiya Alshammari;Naser N. AlmutairiShebaib Fahad Thuwaini | 3 | Sexual Harassment In The Workplace: An Overview Over The International Law And Current Law And Practice In Malaysia | International Journal Of Humanities And Social Science | 2013 | Dr. Muzaffar Syah Mallow | 4 | Impact Of Ethical Leadership On Employee Job Performance | International Journal Of Business And Social Science | 2012 | Shukurat Moronke Bello | 5 | Factors Influencing Sexual Harassment...
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...staff will get their mail, and sometimes they will not. The staff members are confused as to when they will have to go and retrieve their own mail and when they do not have to. Another reason why the mail system does not seem to be working is that there is no deadline for outgoing mail. Staff members have not been told when outgoing mail must be at reception to be collected so mail, sometimes extremely urgent, is not going out on the correct day and could arrive at the recipient late. Another problem that the mail system seems to have is that there is no log system to keep track of the mail meaning that no one within DanIndia Furniture Ltd has no proof of any incoming or outgoing mail. For an office administrator, planning, organising and co-ordinating is a huge part of their role, especially in mail. Mail is one of the most important jobs for the office...
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...and breathing deep, is sometimes enough to lose your emotions. Ads by Google Meditation - Free MP3s The essence of all practice is to be cool. www.ramatalks.com 2 Distance yourself from the situation. You can do this by seeing yourself as an observer of the situation and not an active participant. Focus on the visual details of the environment and disengage from the situational reality. 3 Think logically, not emotionally. If you can't dissociate yourself from the situation, then take a more logical approach (i.e. facts/figures) rather than an approach of anger, hatred, fear, etc. Think of the reasons behind the actions and look at things from all sides before making any sort of judgment. 4 Think of something else. When dealing with a situation that requires the lack of emotion, think of something rudimentary that occupies your mind. A few examples of things to try are: Long division, listing the full names of your entire family, listing all 50 states, naming as many mammals as you can, etc. The key to doing this correctly is to occupy your mind with peaceful and quiet thoughts, while remaining aware of the situation and taking it all in. 5 Realize that you may be wrong. Emotions can cloud our judgment, and there’s always a possibility that you are simply wrong. If you realize this, let it go. Pride will only muck up the situation. 6 Isolate. This can take a varying amount of time - what matters is that one must be away from society until they no longer...
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