...Trust in the Workplace Trust starts with confidence in and reliance on good qualities, especially fairness, truth, honor, or ability. Trust in the workplace is essential. Untruthfulness can cause employees to lose moral, productivity and lead to feelings of low esteem. To be part of a team in an organization one must have respect for his/her team mates and subordinates in order to gain the mutual respect that which is expected. In the workplace, there are trust issues for the entire senior management team. One reason for distrust is that the management team use an autocratic method of managing, giving the other team members no room to be creative. It is as if the management team has personal issues with internal security within oneself and their work position in the organization. There are members of the management team who are very organized and proclaim to be team players, but it disheartens one to walk up on conversations about employees that should not be taking place in the hall. Those conversations should be behind closed doors with other members of the management team. According to Dave Bowman, a Human Resources Expert, “Many experts agree that trust is perhaps the most important element of a harmonious, synergistic and efficient work environment. Organizations that have trust among employees are usually successful; those that don't frequently are not.” Bowman gives five ways to create and build trust in their teams: * Establish and maintain integrity. It...
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...choices. Furthermore, he has established an authoritarian work structure characterized by distrust, cut-backs on many items deemed essential to work comfort, disrespect, rigidity and poor-tono-communication.2 He walked all over people. He made fun of them; he intimidated them. He criticized work for no reason, and he changed his plans daily.3 251 What’s Happening in Our Workplaces? Workplaces today are receiving highly critical reviews, being called everything from “uncivil” to “toxic.” Lynne Anderson and Christine Pearson, two management professors from St. Joseph’s University and the University of North Carolina, respectively, note that “Historians may view the dawn of the twenty-first century as a time of thoughtless acts and rudeness: We tailgate, even in the slow lane; we dial wrong numbers and then slam the receiver on the innocent respondent; we break appointments with nonchalance.”4 The workplace has often been seen as one of the places where civility still ruled, with co-workers treating each other with a mixture of...
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...HBR.ORG THE PRICE OF INCIVILITY LACK OF RESPECT HURTS MORALE AND THE BOTTOM LINE. BY CHRISTINE PORATH AND CHRISTINE PEARSON January–February 2013 Harvard Business Review 115 The Price of inciviliTy R udeness at work is rampant, and it’s on the rise. Over the past 14 years we’ve polled thousands of workers about how they’re treated on the job, and 98% have reported experiencing uncivil behavior. In 2011 half said they were treated rudely at least once a week—up from a quarter in 1998. The costs chip away at the bottom line. Nearly everybody who experiences workplace incivility responds in a negative way, in some cases overtly retaliating. Employees are less creative when they feel disrespected, and many get fed up and leave. About half deliberately decrease their effort or lower the quality of their work. And incivility damages customer relationships. Our research shows that people are less likely to buy from a company with an employee they perceive as rude, whether the rudeness is directed at them or at other employees. Witnessing just a single unpleasant interaction leads customers to generalize about other employees, the organization, and even the brand. We’ve interviewed employees, managers, HR executives, presidents, and CEOs. We’ve administered questionnaires, run experiments, led workshops, and spoken with doctors, lawyers, judges, law enforcement officers, architects, engineers, consultants, and coaches about how they’ve faced and handled incivility. And...
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...Achieving discipline at work Ever been the victim of bad manners in the workplace? Perhaps you were the recipient of an insult by a peer or demeaning comment by a superior? Maybe you were just plain ignored or suffered some other discourteous treatment. The Journal of Occupational Health Psychology cites study by University of Michigan researcher Lilia Cortina and her colleagues from two other universities that found 71 percent workers had experienced workplace incivility in the previous five years 1,100 workers surveyed). And that spark of rudeness wasn't from customers or other members of the general public, but from coworkers and superiors. And 44 percent of workers polled for OfficeTeam said the level of professional courtesy at work had decreased over the past five years. Incivility, rudeness, and bad manners at work hinder productive communication and destroy workplace relationships. Fortunately, you can avoid being the victim and learn how to recognize when you're the culprit. It's also possible to deflect unsavory comments and behavior in a professional manner without taking it personally. Devastating Results Christine Pearson, associate professor of organizational behavior at the University of Western Ontario in Canada, has studied workplace incivility for five years. In a paper she co-authored for the journal Organizational Dynamics, she and two colleagues explained that "workplace civility behavior that helps to preserve the norms for mutual respect at work." Conversely...
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...Sean Butler 4/4/16 Professor Stringer Criminal Justice System How Crime is good for Society Ever since the first use of national crime statistics came out in 1934, there have only been 16 years where the crime rate declined, eight of those years being after 1992. So basically, crime is all around us, all the time. Interestingly though, the evidence shows that,” our most sustained drop in crime, neatly coincides with the longest economic expansion in U.S. history has led some experts to insist there's a connection between the two.” (Leher, Eli.) That’s contradictive of beliefs though, at first you would think crime rates should drop and fall regarding the countries economics. After looking at the data though, there’s little evidence to suggest that good economic times have an effect on the crime rates. Crime is good for society because it determines the economic trend, how crime benefits the economy, it sets boundaries on what is right and wrong, and the philosophers and their views on crime. Between the years of 1955-1972, as the US economy flourished, with a mild recession in the beginning of the 1960s. By the time they reached the 1970s, “crime rates had increased over 140 percent. Murder rates had risen about 70 percent, rapes more than doubled, and auto theft nearly tripled.” (Leher, Eli.) A bad economy doesn’t necessarily indicate more crime though, “Crime rates fell about one third between 1934 and 1938 while the nation was struggling to emerge from the Great Depression...
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...I’m not saying specifically in a romantic way but in a way of friendship and closeness. Everyone should spend time with those who value them and not dwell on or obsess over the people that don’t like them. No matter how good you think you are being to people there is always going to be someone that disagrees or dislikes something you do. But that is just a part of human nature. In the novel, Estella and Pips relationship is a good example of this expectation. Estella embarrasses Pip by calling him a “common laboring boy” along with insulting the way he looks with his “coarse hands and thick boots.” She shows this rudeness towards him from day one in the book but yet Pip still obsesses and loves after Estella. I can connect this to a similar but not exactly the same situation I have in my life. There is this person that is very rude to me and those I care about but then I am expected by that person to be nice and love them even after all the hatred they spread. Now, of course, Pip is willingly loving Estella after her being rude and as for me, I would rather have nothing to do with the person in my...
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...1. Stress Management Assessment: Eliminating stressors (23) Developing resiliency (23) Short-term coping (9). A total score of 55 places me in the top quartile. The lowest area for me is in the skill area of short-term coping. 2. Time Management Assessment: Most frequent responses were level 4 with level 3 being second most common. In section 1 of the instrument, I scored 136 which places me in the top quartile and implies I am a better time manager in my personal life. In section 2 of the instrument, I scored 130 which ranks me in the top quartile as well and implies that that I possess slightly lower time management skills, while at the office. You must have doubled the scores for each section since there is a maximum score of 80 (20 questions x 4 points each) for each section. If that is the case, then you scored 68 in personal and 65 in management or 133 overall. Doesn’t change your comparisons but it does show that your 2 areas are not that far apart. 3. Type A Personality Inventory: Competitiveness Work Involvement Hostility/Anger Impatience/ Urgency Totals 9 12 12 10 I received a total score of 43 which places me in the second quartile. I seemed to have border-line score of 12 in two areas - Work Involvement and Hostility/ Anger respectively. 4. Social Readjustment Rating Scale: I got a score of 218 which puts me in the second quartile. This is supportive of the fact that my personal life events have clearly enhanced my scores and suggest a high chance...
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...also started to pay increasing attention to corporate social r responsibility (CSR) and in doing so is following the example set by other European countries. * Danes take punctuality for business meetings very seriously and expect that you will do likewise. * Business structures tend to be very flat in Denmark. * Informality is typical in business. * There are no strict hierarchies between employees and management BRAZILIAN CULTURE. * When greeting in Brazil the use of First names is common, but titles are also important. * The conservative European dressing code is the norm for all meetings in the big cities. * Punctuality may be an issue in Brazil, but you should not take lateness as a sign of rudeness or laziness. * Relationships in Brazil are important. * Clear and distinct hierarchical structures. 1 * Management styles in Brazil require the boss to give direct instructions and it is expected that these instructions will be carried out without too much discussion or debate. HOFSTEDE’S CULTURAL DIMENSIONS. Power Distance: this is the...
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...Lacrisha Lewis Patrick Anyanetu Eng.120 11/18/10 Research Paper “A Good Man Is Hard To Find” by Flannery O’Connor who is a Southern American novelist and short story writer, O’ Connor’s career expanded in the 1950sand early 60s, a time when the South was dominated by Protestant Christians.O’Connor was born and raised a Catholic. She was a fundamentalist and aChristian moralist whose powerful apocalyptic fiction is focused in the South.Flannery O’Connor was born March 25, 1925 in Savannah, Georgia. O’ Connorgrew up on a farm with her parents Regina and Edward O’ Connor. At the age offive, she taught a chicken to walk backwards. O’Connor attended Georgia StateCollege for women, now Georgia College, in Milledgeville, majoring in sociology.She had showed a gift for satirical writing, as well as cartooning since she wasa child. By the end of her undergraduate education, O’Connor knew that writingwas her true passion. She spent two years at the prestigious School for Writersat the State University of Iowa on scholarship. She received a master’s degree infine arts in 1947. In 1950, she had a near fatal attack of systemic lupus erythematosus, a chronic inflammatory connective tissue disorder that causes periods of joint pain and fatigue, and can attack the hearts, lungs, and kidneys. Her father died of the disease when she was fifteen. She would have to walk with crutches for the rest of her life. By her death at the age of 39, Flannery O’Connor won a prominent place in modern...
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...The modern state As Adam Ferguson himself described, natural productions are generally formed by degrees. Vegetables are raised from a tender shoot, and animals from an infant state. The latter, being active, extend together their operations and their powers, and have a progress in what they perform, and have a progress in what they perform as well as in the faculties they acquire. This progress in the case of man is continued to a greater extent than in that of any other animal. Not only the individual advances from infancy to manhood, but the species itself from rudeness to civilization. Given practical form by the new nation states of Western Europe such as France in the late Middle Ages or Prussia in the nineteenth century, the old state system rested on the idea that by concentrating power in a single head or centre, the state itself could be sufficiently controlled and its environment sufficiently managed to achieve self-sufficiency or at least a maximum of self-sufficiency in a world which would inevitably be hostile or at best neutral toward each state's interests and in which alliances would reflect temporary coalitions of interests that should not be expected to last beyond that convergence. The old maxim: "No state has friends, only interests," typified that situation. The first powerful nation-states were monarchies, advocates of the divine right of kings to protect central authority and power. After a series of modern revolutions, first in thought, led by...
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...TITLE OF THESIS: THE IMPACT OF CORPORATE AMERICA DOWNSIZING FOR BANKS ON CORPORATE ETHICAL STRATEGY THESIS STATEMENT The thesis statement of this research paper is “The impact of corporate America downsizing for banks on corporate ethical strategy”. The paper shall cover issues such as the causes of downsizing, how to go about the downsizing process, impacts of downsizing and measures that can be put in place to curb such adverse impacts to the downsized and those employees left behind at large and ethical issues that relate to downsizing. INTRODUCTION Downsizing is the process whereby companies reduce the number of employees for a short while or for an unknown period of time. Companies downsize due to radical changes in the external and internal environment of the organization such as restructuring of the organization, poor performance of businesses and business processes reengineering .Globalization and collapsing of trade barriers within nations and the cropping up of technology and computerization has compelled companies to downsize. Several steps are necessary for successful downsizing: education, fortifying of the organizations goals and values, trustworthiness and pride every time, designing, and communication. Other vital points to note when conducting downsizing, including putting in place a clear vision and goals, achieving the transition successfully, planning, joint effort, concern and skills. Downsizing has shown to cause family breakup, lowering of self-esteem...
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...1 1 The Art of Significance – A Book Report Brandon Heimericks Webster University 2 2 What is Significance? Significance can only be defined when compared with a very similar, and often mistaken for word like success. The author defines the difference between the two as, “success is getting what you want and finding happiness on a superficial level. Success is achieving goals-without having much purpose behind those goals. Success is crating the life you want-but leaving no legacy and making no difference in the grand scheme of things. Significance is a higher state of happiness and fulfillment beyond the merely successful. Attaining significance means becoming aware of your purpose and working hard to bring that out in the world.” (Clark, p.4, 2013) When we think of the difference between the two, and we want to use real life examples to bring this to life, the author explains this in real world terms that we can understand. When using a doctor as an example, “significance is the difference between your average physician who has succeeded academically and graduated from a recognized medical school, and that rare doctor who travels to a developing country, and performs cleft lip/cleft palate surgery on children, seeking no money, recognition or glory.” (Clark, p.5, 2013) But, realistically we can infer that significance is much more than about the present. Instead, significance is about what legacy we choose to leave on this earth. Regardless of whom we...
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...56 959 and 56 522 Supply Chain Operations Demand Management Demand Management INTRODUCTION .......................................................................................................... 3 1. DEMAND MANAGEMENT ......................................................................................... 4 2. FORECASTING ...................................................................................................... 7 Approaches to Business Forecasting .................................................................. 8 Methods of Producing a Forecast........................................................................ 9 3. THE PLANNING PROCESS .................................................................................... 13 4. SALES AND OPERATIONS PLANNING ..................................................................... 14 5. MASTER PLANNING ............................................................................................. 15 Master Production Schedule Report.................................................................. 16 6. DEALING WITH FORECASTING PROBLEMS .............................................................. 22 7. CUSTOMER NEEDS ............................................................................................. 23 CONCLUSION .......................................................................................................... 34 56 959 and 56 522 Supply Chain Operations – Demand Management 2 ...
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...German business culture tips Keep in mind most of this is copy and pasted and has not been reworded and extracted yet. Background of German business culture In Germany, much greater attention has been paid to academic, technical education and its value to business in general. Therefore, companies tend to be run by technical experts rather than lawyers and accountants and this is reflected in the high regard in which engineers are held by other Germans. Diligence and competence are characteristics which are held in high esteem by colleagues and are seen as the key indicators of performance. Appraisal systems based on the softer competencies as favoured by many U.K. and U.S. firms are still not common in traditional German companies. German business structures Most of the power in German companies is vested in the hands of a few senior managers. Larger companies (AG & GmbH) have a Supervisory Board (Aufsichtsrat) which appoints the Management Board (Vorstand). The management board is the final decision-maker on policy matters which affect management. However below Vorstand level, companies tend to have a strictly hierarchical approach within which individual's specific roles and responsibilities are tightly defined and compartmentalised. This results in a methodical approach to most business issues where procedures and adherence to well-defined rules are respected. This methodical approach has both good and bad points. On the plus side, everybody knows what is expected...
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...Contemporary Confucianism REL 133 March 11, 2014 Confucianism The system of thought known as Confucianism has its roots in the teachings of the Chinese scholar Confucius, who lived over twenty-five hundred years ago. Confucius devised a set of guidelines for individual moral development and for creating a harmonious, orderly society. During the early twentieth century, Confucianism lost its dominance in the political and educational systems of China. Throughout the modern era, the moral teachings that form the heart of Confucianism have continued to shape the attitudes and behaviors of millions of people worldwide.(Coogan, 1998) The contemporary issues can be understood by examining the common characteristics of Confucianism and other eastern religions, analyzing the interactions between the modern world and Confucianism, and studying how those interactions influence Confucianism and the modern world. Common Characteristics Among Eastern Religions Confucianism, Taoism, and Buddhism are three religions that make up the essence of traditional, Chinese culture. While all three religions have differences, the religions also share fundamental elements such as purpose, principle, and teachings that have created a strong and long lasting way of life for the Chinese culture. When comparing religions a person can deduce that all religions have a purpose and follow a specific set of rules, guidelines, and traditions. The vessel that leads each individual to their ultimate purpose...
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