...Week 2 Assignment Wednesday oct 8, 2014 1.What is professionalism? Professionalism describes the qualities, skills, competence and behaviors expected of individuals belonging to any given profession. Professionalism in the workplace is based on many factors, including how you dress; carry yourself, your attitude and how you interact with others. The definition of professionalism indicates that each person perform their tasks with genuine earnest and honesty. It refers to a person doing his / her job with sincerity, and maintaining professional etiquette and ethics in the workplace. 2.Why is goal setting important? Setting goals is a fundamental component to long-term success. The basic reason for this is that you can’t get where you are trying to go until you clearly define where that is. Goals help you focus and allocate your time and resources efficiently, and they can keep you motivated when you feel like giving up. Furthermore, setting and achieving goals translates to feelings of success for both individuals and companies, which in turn spurs greater productivity and confidence. 3.What are Ways of teamwork in the physician’s office? Developing an effective and highly functional staff that puts practice performance first, though, is easier said than done. To a large degree, that’s because medical practices are comprised of a small group of people who work together but perform very different roles. As practice administrator, you can encourage teamwork by modeling good...
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...meaning of professionalism. · Defined as the conduct of qualities characterized by or conforming to the technical or ethical standards of a profession; exibiting a courteous, conscientious, and generally businesslike manner in a workplace. 2. Discuss why goal setting is important and how it helps a person achieve career success. · Goal settings are important because setting goals gives you life directions and motivation for yourself to turn your vision into your future reality. Setting goals also helps a person achieve career success because once you set your short term goals and long term goals then start breaking them down it will help you get where you want to go. 3. Identify specific ways teamwork can be promoted in the phycian's office. · One of the best tenets for promoting teamwork is that there has to be an increased interaction amoungst employees or team members. This helps tem in learning to understand each other and deal with the different aspects of their behavior, both negative and positive within the context of the organizational tasks. 4. Discuss the meaning of insubordination and why it is ground for dismissal. · Insubordination is difined as disobedience to authority. Depending on the insubordinations severity and the number of times it's occurred it may or may not be a discharegeable offense. This often may be the result of inexperience or bad judgement that can be remedied with a quick word. When it's chronic and willful...
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...Insubordination When an employee willfully disobeys a supervisor's lawful orders, this indicates insubordination. Insubordination is also defined as a continuing or constant intentional refusal to obey an implied or direct order that is reasonable in nature and issued by someone in authority. The grounds for dismissal, Depending on the insubordination's severity and the number of times it's occurred, it may or may not be a dischargeable offense. Often, insubordination may be the result of inexperience or bad judgment that can be remedied with a quick word. When it's chronic and willful, it's a different matter entirely; another cause for dismissal due to insubordination is the refusal to perform a manager's direct order, Verbal abuse, such as the use of profanity and insults may or may not be grounds for dismissal. (The Society for Human Resources Management states that managers should consider the context in which the language was used.) If an employee physically assaults or intimidates a manager or other superior in the workplace, that is grounds for immediate dismissal, according to Boston.com Professionalism Professionalism is defined as one's conduct at work and the level of excellence or competence that is expected of a professional. For instants one can show professionalism by not air one’s personal life all over the work place and not lying about someone or a situation. It is inevitable that you will occasionally have disagreements with your co-workers or even...
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...generally businesslike manner in the workplace. In other words professionalism is something (a skill) that is learned and should be used in any professional atmospheres; by medical personals, lawyers, teachers, political leaders, and etc. 2. Discuss why goal setting is important and how it helps a person achieve career success Goal setting is important because it helps a person achieve they things they have set in life whether its small goals like getting to the post office before it closes today or big goals like losing weight or starting a business. Setting goals for oneself also allows a person to challenge themselves at doing whatever it takes to complete and achieve that goal. Believe it or not accomplishing a goal makes a person feels good about him or herself as well. 3. Identify specific ways teamwork can be promoted in the physician's office. Team work in a physician’s office can be promoted by going a job even if it is not your job to do so. Doing that tells your physician and co-workers that you are dependable when needed and that you don’t want to risk your employment by being insubordinate. Another way team work can be promoted in the office is by putting your personal feeling to the side while at work; at work you are there to do your job and care for the patients in any way possible because they are the reason the office even exist. 4. Discuss the meaning of insubordination and why it is grounds for dismissal. Insubordination according to out textbook is...
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...Rodman v. New Mexico Employment Security Department, 764 P. 2d 1316 (N.M. 1988) Facts: Ms. Billy J. Rodman, appellee had been employed by Presbyterian Hospital as a unit secretary for nearly eight years when, on February 17, 1987, she was terminated under hospital personnel policies following a "third corrective action" notice. Before her termination restrictions had been placed on Rodman's conduct due to personal problems adversely impacting her place of work. Ms. Rodman was reprimanded in June of 1986 for receiving an inordinate number of personal telephone calls and visitors at her work station, which was disruptive to her own work and to her co-workers. The formal reprimand set forth conditions to prevent further corrective action. Ms. Rodman was to have no personal telephone calls during work hours outside of a designated break or dinnertime, in which event they were to occur in an area not visible to patients, physicians, or other department staff. When leaving the department for dinner, Ms. Rodman was to report to her immediate supervisor and was not to leave the hospital. Ms. Rodman was to make every effort to resolve the matters in her personal life that were causing problems at work. According to the testimony of her supervisor, extremely disruptive telephone calls continued. The doctors were beginning to comment on it. The staff was getting more distressed. According to her supervisor, "Again we talked about the visits, and the behavior at the desk. When the...
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...Employment-At-Will Doctrine Strayer University Professor LEG 500 Law, Ethics, and Corporate Governance The Employment-At-Will doctrine continues to be favored by employers and employees in various forms thru out numerous types of companies. The doctrine gives employers and employees the right to terminate terms of their employment “for a good reason, a bad reason, or no reason at all” (Halbert Ingulli, 2012, page 46). There are some restrictions to the at- will doctrine in which an employer may not terminate an employee’s employment. Some of the following restrictions are “employer from terminating employees in violation of well-established public policy of the state”, “filing a workers' compensation claim after an on-the-job injury” and/or “refusal to violate the law at the employer's request” in the article Employment-At-Will Doctrine. The following violations can best be classified under three main exceptions to the At-Will place of employment. They are Public Policy, Discrimination or retaliation, and Implied Contract. We will discuss the three examples of scenarios and one real world situations and see if they fall into one of the three exceptions to At-Will employment. The first example is scenario three, Bill using his company-issued BlackBerry to run his own business on the side. Let’s assume that when Bill was given the blackberry, he signed a company property agreement form stating usage and restrictions. In the company property agreement form, it never...
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...public; and it could even be a threat of physical injury. All of these practices have one vital element in common - the element of fear. The fear that these threats will be used is called coercive power. It has frequently been noted that the use of coercive power can leave behind its share of casualties. Although this is likely the reason why coercive power can be effective, it is generally of short duration and can also generate a lengthy amount of dispute in its aftermath. There are advantages to holding coercive power over your employees. Insubordination Coercive power becomes necessary in cases of strict employee discipline. If an employee is habitually late and having a negative impact on overall production, then threatening to dock the employee's pay for the time he is late is a distinct advantage for the company. The intimidation factor of coercive power means you should limit using it to only severe cases of insubordination. But it can be an effective tool in maintaining employee discipline. Implementing Change When your staff gets used to the way the company does business, the introduction of change can be met with resistance. Not every...
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...Employment At-Will Doctrine The legal doctrine called at-will clearly states that an employer can terminate an employee at any time for any reason, except an illegal one, or for no reason without incurring legal liability. It also means that an employer can change the terms of the employment relationship with no notice and no consequences. “For example, an employer can alter wages, terminate benefits, or reduce paid time off. In its unadulterated form, the U.S. at-will rule leaves employees vulnerable to arbitrary and sudden dismissal, a limited or on-call work schedule depending on the employer’s needs, and unannounced cuts in pay and benefits (Boone, 2012).” Listed below are a few scenarios that was requires an examination of the at-will doctrine, as to whether or not an individual can be fired for the following reasons and if so, what action should be taken by the Chief Operating Officer of the company: I. Anna’s boss refused to sign her leave request for jury duty and now wants to fire her for being absent without permission. “In the state of Georgia, 34-1-3, (a) It shall be unlawful for any employer or the agent of such employer to discharge, discipline, or otherwise penalize an employee because the employee is absent from his or her employment for the purpose of attending a judicial proceeding in response to a subpoena, summons for jury duty, or other court order or process which requires the attendance of the employee at the judicial proceeding. It shall be unlawful...
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...Julie vs. Newport Electronics Chad Laske Central Washington University Cathy Busha IT Security and Ethics May 10, 2014 Julie has not been treated fairly in the Newport Electronics case but unfortunately it was not a wrongful termination. Newport Electronics had the legal right to do what they did. “The Fourth Amendment to the Constitution stipulates the “right of the people to be secure in their persons, houses, papers, and effects, against unreasonable searches and seizures.” But this right applies only to the government and not to private organizations.” (Spinello, 2014) In many corporations, there are very specific policies about the use of company equipment and the monitoring of employee activities on that equipment. In Julie’s situation, she never sent the email in question and monitoring tools picked up alert words that made her company officials want to review it. I think Newport should have investigated the situation more thoroughly and given her a warning instead of firing her. Often times, employees actually use typing something out as a means to vent their frustrations in order to move beyond a particular situation. This is actually a good management tip so that you are not venting your frustrations as they are happening. Remove yourself from the situation, write it down, consider your tone and decide if it’s worth continuing once you have had a chance to calm down and think the situation through a bit more. Monitoring of employee activities are...
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...KNUST INSTITUTE OF DISTANCE LEARNING HO CAMPUS COMMOMWEALTH EXECUTIVE MASTERS IN BUSINESS/PUBLIC ADMINISTRTATION HUMAN RESOURCE MANAGEMENT ASSIGNMENT GROUP THREE NAME STUDENT ID ADANUTY WISDOM - 20371402 JUSTICE EDEM ZORH - 20371090 JULIANA MAYA GBELEY - 20372457 REX WISDOM ANYADI - GODWIN DOGBE - QUESTION: IN WHAT WAY DOES DISCIPLINE RELATE TO GRIEVANCES? ANSWER: In any organization, both the employer and the employee have mutual expectations. When an employee’s expectations are not fulfilled, he will have a grudge against the employer because of the disagreement or dissatisfaction it causes. Similarly, when an employer’s expectations about an employee are not fulfilled, the employer will have a grudge against such employee. It may be a problem of indiscipline. According to Dessler (2001), discipline is a procedure that corrects or punishes a subordinate because an error or procedures has been violated. Meanwhile Rue & Byars (1996) states that discipline should be viewed as a condition within an organization whereby employees know what is expected of them in terms of the organisation’s rules, standards and policies and what the consequences are of infractions. Discipline should never be used as a show of authority...
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...for inappropriate remarks and comments relating to gender in the workplace; she was informed the supervisor was reprimanded. The defendant was then informed by her interviewer that her duties had been changed to track laborer alone with no forklift operation. This was done in response to coworker complaints, which still constituted gender biased speech. The defendant filed two formal complaints with EEOC, one in October for retaliation of the informal complaint and a second in December for the interviewer monitoring her activities. A third complaint was filed shortly after as a result of a 37-day suspension which arose after a disagreement over transportation. The plaintiff gave the...
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...Employee Relations Program HRM531 PR – Human Capital Management in Puerto Rico University of Phoenix May 8, 2012 Employee Relations Program According to Mondy (2007) to ensure that workers with the proper skills and experience are available at all levels, constant and concerted efforts are required to maintain good internal employee relations. Internal employee relations comprise the human resource management activities associated with the movement of employees within the organization. These activities include promotion, transfer, demotion, resignation, discharge, layoff, and retirement. Discipline and disciplinary action are also crucial aspects of internal employee relations. In addition an employee’s relations include a compensation program, a dispute resolution program, a performance management program, and a labor relations program. For employees one important aspect is to be properly compensated; that is been paid according to his productivity and performance, and to value the KSA she or he brings to the organization. A method of accomplishing this is by ensuring salaries are competitive when comparing with other companies or competitors; linking their performance with a rewards system, and rewarding those employees who meets productivity goals. All these efforts promote enthusiasm, high performance and productivity. At a minimum good compensation program will attempt to keep quality employees from leaving the company. Another important aspect of an employee...
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...at-will doctrine is a legal fiction unintentionally invented by Horace C. Wood in his legal thesis in 1877 on employment law entitled “Master and Servant” (Toussaint v. Blue Cross & Blue Shield of Michigan, Mich. 1980). At-will employees can be terminated for any reason or no reason at all. This means that in an at-will workplace there is no esoteric form of fairness or justice that can be protected or enforced by the courts. In the states whereby employment at-will doctrine is observed, an employer or supervisor can terminate an employee because they do not like their style of dress, choice of music or maybe even the color of their shirt, and the employee would have no real legal recourse in most instances. Because employees can be terminated for no reason, it does create a dilemma for employees who attempt to report or “blow the whistle” on misconduct by their immediate supervisor or the company. For example, Melissa Nelson, dentist assistance in Iowa City, Iowa was fired by her employer for being too attractive (Ryan Foley, 2012). Employers have even begun to threaten employees with termination for off-duty legal conduct such as smoking outside the workplace (J. Peters,...
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...Running head: EMPLOYMENT-AT-WILL DOCTRINE 1 Employment-At-Will Doctrine Name LEG 500 Date Professor EMPLOYMENT-AT-WILL DOCTRINE Employment-At-Will Doctrine Employment-At-Will Doctrine is “the common law rule that holds that whenever an employment relationship is of an indefinite duration, either party may terminate the relationship a anytime” (Halbert, 2010). The new hired Chief Operating Officer (COO) needs to understand this law in order to prepare for an IPO (Initial Public Offering). Sadly the midsize company where the COO was hired has some issues that must be addressed before addressing the public. Here are the eight scenarios that the company and new COO currently face. 2 First scenario, John posted a rant on Facebook page in which he criticized the company’s most important customer. Nowadays when working for a company, employees should know that there is no privacy when it comes to what you as individuals do or express on a social media, there is always somebody that will get the message and pass the information to a superior. In this case, John not only put the credibility of the company in jeopardy, but also his job and the trust of the client. Now the company not only has to do some damage control repair but also needs to review the policy regarding social media and let know the employees the consequences of posting negative comments about the company’s client on personal blogs or social media. The company should implement something similar to what hospitals...
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...the CEO’s bonus, noting that no one below director has gotten a raise in two (2) years and portraying her bosses as “know-nothings” and “out-of-touch” • Bill has been using his company-issued BlackBerry to run his own business on the side. • The secretaries in the accounting department decided to dress in black-and-white stripes to protest a memo announcing that the company has installed keylogger software on all company computers. • After being disciplined for criticizing a customer in an email (sent from his personal email account on a company computer), Joe threatens to sue the company for invasion of privacy. • One of the department supervisors requests your approval to fire his secretary for insubordination. Since the secretary has always received glowing reviews, you call her into your office and determine that she has refused to prepare false expense reports for her boss. • Anna’s boss refused to sign her leave request for jury duty and now wants to fire her for being absent without permission. As an astute manager, you will need to analyze the employment-at-will doctrine and determine what, if any, exceptions and liabilities exist before taking any action. As you proceed with your investigation, you discover the company has no whistleblower policy. Write a four to five (4-5) page paper in which you: • Summarize the employment-at-will doctrine and evaluate each of the eight (8) scenarios described...
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