...Case Study#1:- Work-place Violence * Problem Statement:- * Work violence is series of actions that reflects sharp deviation from normal behavior and attitude in the business domain like acting in aggressive ways between co-workers, employees and managers. * It includes verbal and physical actions that in some cases may reach life termination for the employee. * Problem Justification:- * The problem can took place due to several reasons among these reasons, * Sociological and mental reasons. * Financial reasons like job termination. * Personal reasons like conflicts with other employees in the company on the same or higher level. * Alternatives * Alternative#1 * Enhancing the reporting system in the companies to enable the employees to report any threating and suspicious problems * Alternative#2 * Installing metal detectors to prevent future violence * Alternative#3 * Monitor the employee behaviors especially whom had past violence issues and experiences. * Alternative#4 * Establish solid communication channels between the employees and the top management layer to communicate the required objectives and the needed tools to achieve these objectives to ensure transparency is in place and avoid mis-understandings that can pave the way to severe work violence cases * Alternatives Evaluations:- * Alternative#1 * It’s considered...
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...Running head: THE WORK ENVIROMENT 1 The Work Environment Arthur Stevens Eng. /120 December 12, 2013 Carole Miller The Work Environment I really enjoyed reading and gained a lot of insight from the article Image of Social Workers in Fiction written by Beverly B. Nichols. After reading this article I am able to take away several lessons from it. The first lesson and insight I gained from reading this article was the bias and opinions that we as a society place on individuals based on their profession. I had never sat back and thought before reading this article that I personal feel that people should think and act a certain way because they work a particular job. For example; I feel that all nurses should be nice and sweet because most of the time they are dealing with sick individuals but that is not always the case. I also feel that waitress and bartenders should be very sociable and nice because they are dealing with the pubic but I have also found that is not always the case. Just like all professions the article placed a biased on social workers because they are perceived to have an impact based on amount of control they can have on the lives of others. However, social workers view themselves as regular individuals and wish people would view them as they view themselves; just regular individuals who work every day to make ends meet and are just trying to do their job to the best of their ability. As a licensed barber I have similarities...
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...Experiences of misunderstanding at work scenario 1 Last year as we were preparing for our quarterly meeting, somewhere along the line in our group a misunderstanding occurred within the group. The operations market team who are responsible for putting the quarterly meeting consist of six staff. Five of the staff in the group has been with the company over six years. The last member on the team was a recent transfer from another department, though has also been with the company for about six years as well. Therefore, the majority of the team had taken part in previous market meetings except for the new member. We received an email directed to the team from the Partner in charge of the meeting with bullet points of what each person was expected to do prior to the meeting. The meeting was scheduled one month from the time of the initial email. We knew we had a deadline to meet and what was expected had been outlined in the email. We all proceeded to work on our respective parts, as each part was involved with the other therefore keeping constant communication was key to meeting the deadline. The team noticed that the new team member was not being responsive to emails and it was extremely important we know of her progress since all parts were integral of each other and without her input we were lost. Her non-responsiveness caused stress among the team because we did not know if her portion was completed, and this was imperative for the rest of us to complete our part....
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...Project Final Essay: The project Conflict: productive and destructive dynamics in the work place. Conflict is a recurrent phenomenon in the workplace, its impact can have reverse effects and push people to either surpass themselves, or the contrary deteriorate. When you have individuals coming from all different backgrounds and beliefs merging together in the workplace, conflict is inevitable. There are the work-specific problems related to promotions, salary disparity, lack of recognition for achievement, or shared responsibility among a team. There are also more general issues with personal space and privacy; and then there are plain old personality conflicts.” In this reflective, observational and theory piece of essay, I will explore the topic of ‘Conflict’, as it is relevant to the organization in which I am working. I will include observations drawn from a fellow student’s workplace, and reflections on the process of undertaking the project. Also integrating the different aspects of my learning by adding relevant psychodynamic theory, to try and clarify my reflections and to make sense of this piece of work. Naturally, I will disguise the names of individuals and organizations for the purpose of confidentiality. Let me also add a little note to declare that English is not my first language. The process of undertaking the project was not an easy task. What was required for this compelling work was to explore the different professions our fellow classmates do, discus around availability...
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...ENGLISH COMPOSITION DESHANE MINTER ENG 121 PROF. AMANDA SOMTHERS March 17, 2013 Work preference some people prefer to work for themselves or own a business others prefer to work for an employer. Well if I would have to decied I would say that I would like to work for a employer but don’t get me wrong I owning your own business would have its up and down just like any thing in life. And being self employed would have its ups and downs to an working for some company is the same way. The reason I would like to work for some company is because I would not have the stress that comes with owning a company or being self employed. They have the bills that come with owning and self employed companys then you have the part of having to hire people and making sure that they are onest and they will help make the company better by working harder. And then you have to be able to buy all the things that your company needs to keep on going and getting better but theres the good side of both of them. Like you get to make your own hours as self employed and when you own your company because you’re the boss and you are able to do what ever you wont when you wont to. Thens theres the part of have the ablity to make a lot of money and have a great life. The reason why I wont to work for some one is because is so that I don’t have to worrie about paying all the bill that comes with owning a company. I would do better buy just working for them so I would never have to fire any one or lay them...
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...Business Assets Protection April 4, 2014 Week 3 Violence in the workplace continues to be a major concern and recently the concern has been growing by situations that have taken place. An assault, or threat of an assault, directed toward a worker on duty falls under the category of workplace violence. There are a lot of issues that can cause workplace violence. Stress, economic hardship and the inability to control anger are all some issues that can lead to health and safety issues. OSHA, as well as state and government agencies give practical guidelines to establish safe working environments, the role of a manager is very important in aiding in the prevention of workplace violence. Manager/supervisors responsibilities are to first ensure that your own behavior and management is the example you want their employees to follow. They need to make sure that their behavior is appropriate. Certain behaviors or allowing certain behaviors from employees can cause a hostile or “unhealthy” work environment. Always remember that allowing any form of aggressive or inappropriate conduct can cause a hostile or threatening work environment. Their employees may feel intimated or harassed while at work. The following are just some things that managers need to do to prevent workplace violence. Involving employees in making decisions can make them feel as if they are valuable versus being frustrated. Managers should always make sure that they assist their employees with conflict...
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...______________________as it pertains to the specific and unique needs of ¬¬¬¬¬¬¬¬¬¬¬¬¬¬¬¬¬¬¬¬¬¬¬¬¬-_________________, and how to make __________________ “great place to work.” HR Competencies Given that the nature of the work performed by ¬_________________ is independent and not collaborative in nature, it is well-suited to teleworking. When questions do arise or input is requested, it is done through email. It is not necessary that any of that work be conducted in the physical office of _______________________. Telecommuting and virtual offices benefit the company and the employee. As Pomeroy (2007) pointed out, companies can waste enormous amounts of financial resources on “unused space.” When employees are not sitting at their desks, that empty space is dead and expensive real estate. While every employee in ¬_________________ had their own desk, desktop computer, office space and land-line phone, only 3-5 were in the office on any give work day. -_________________, paid rent on the building, bought office furniture, paid utilities, purchased desktop computers, and incurred many other overhead expenses assuming everyone would be using the space on the daily basis. It would have been far cheaper to rent less office space to house support staff, have available “day use” offices for employees to use on those occasions when they wanted to work in the office and conference room facilities, purchase or lease laptop computers instead of desktops, and utilize cell phones rather than landlines...
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...Trying to convey a message in the work place could be complicated, because you have different cultures and so that meant everyone didn’t understand or got a different meaning of the message that management was trying to get across. I am referring to when I worked for one of the suppliers of the big three AAM (American Axle &Manufacturing) the big three had an agreement with UAW to practice a fair days pay for a fair days work. Most of the time the workers didn’t want to follows those rules or they would put their own understanding on what they wanted or what was best for them. In order for the people to work and have fair representation we would need the UAW to help the workers understand what was going on when management was not being fair and letting us know of our rights as workers. They would help us understand and help us communicate our message that we wanted to get across. Being the only female job setter on my shift made it hard for me to talk with supervisors who were all men, I was always questioned on my decision making, one incident I was not trained on how to repair one particular machine and my supervisor was going to write me because I refused to work on the machine after it was said and done I had to call my committed person out in order for me not to get written up. Woman in the plant still gets the worst treatment because you still have men that don’t believe woman should be working in the plant or working at all. Even with some of the workers that...
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...environment impacts employee morale, productivity and engagement - both positively and negatively. The work place environment in a majority of industry is unsafe and unhealthy. These includes poorly designed workstations, unsuitable furniture, lack of ventilation, inappropriate lighting, excessive noise, insufficient safety measures in fire emergencies and lack of personal protective equipment. People working in such environment are prone to occupational disease and it impacts on employee’s performance. Thus productivity is decreased due to the workplace environment. It is the quality of the employee’s workplace environment that most impacts on their level of motivation and subsequent performance. How well they engage with the organization, especially with their immediate environment, influences to a great extent their error rate, level of innovation and collaboration with other employees, absenteeism and ultimately, how long they stay in the job. Creating a work environment in which employees are productive is essential to increased profits for your organization, corporation or small business. The relationship between work, the workplace and the tools of work, workplace becomes an integral part of work itself. The management that dictate how, exactly, to maximize employee productivity center around two major areas of focus: personal motivation and the infrastructure of the work environment. International International Journal of...
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...Work place violence (WPV) is an increasing occurrence in the United States (US), particularly in the health care setting. According to Kowalenko et al, rates of WPV are higher among health care workers than any other industry. Statistics shows the rate of violent assaults on health care workers is 8 of 10,000 compared to 2 of 10,000 in other industries (Kelen, Gatlett, Kubit, Hsieh, 2012). The emergency room is considered especially vulnerable. However, it can and has happened in other setting in the hospital such as; recovery rooms, intermediate care, step-down and intensive care settings. . A few of the motives identified are grudge, suicide, ill relative, escape attempt social violence and mentally illness (Kelen et al, 2012). Many nonviolent assaults are not reported or underreported. Nurses are commonly exposed...
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...- ABSENTEEISM IN THE WORKPLACE One of the most common problems facing employers in today’s workplace is employee absenteeism. It is not something that is unique to any particular industry as its costs impacts just about every workplace. This article is a manager’s perspective on the pervasive trend of absenteeism and why it is a huge problem. However, there are increasingly more and more ways to deal with it and help reduce its enormous costs. Absenteeism as the term suggests, is simply a matter of employees not showing up for their scheduled work. The effects of absenteeism in the workplace are also directly proportional to decreased productivity. Unabated, this can also result in the company incurring additional costs to cover for the hiring of temporary staff or paying overtime. A simple breakdown of the actual cost ramifications of absenteeism are: • Lost productivity of the absent employee • Overtime for other employees to fill in. • The costs incurred hiring temporary help. • Possible loss of business and/or dissatisfied customers. • Problems associated with lowered employee morale. • A substantial decrease in overall productivity. Productivity lost as a direct result of absenteeism is nothing to sneeze at. In the United States, the annual cost to employers for time lost due to accidents and/or unscheduled employee absences is estimated to be in the $100 billion. That figure for the Canadian workplace is estimated to be in the $15 billion range. These...
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...measured as a combination of education, income and occupation. This often will reveal the persons or groups opportunity to acquire resources. The socioeconomic impact of the business we chose, McMenamins has on the public and its employees is great. For the public it provides a melting pot where many different backgrounds can come together and blend without prejudice for a meal and a craft beer. McMenamins is also active in helping the communities its business is related to such as, the Bagdad Theater and Pub helps with the Annual Hawthorne Holiday Stroll, “dedicated to the ideals of community involvement and making Hawthorne a desirable place to work, shop, and live”. (McM web) Their web page has many more events just like this one. As for the employees, I’ve read reviews of current and former employees some say it’s great place to work, some didn’t like it as much. The biggest complaints were working conditions, low pay and lack of upward mobility. All being equal this is a very tough business where there is a lot of turn over. I also discovered that there’s a large number of employees that have worked for McMenamins for twenty years or more. This also creates a tougher market for upward movement because of long term employees getting the opportunities because of their commitment. Resources American Psychological Association.http://www.apa.org/topics/socioeconomic-status. 2015 Merriam Webster .Online....
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...Workplace Motivation Paper Teressa Y. Wright PSY/320 July 7, 2012 Angel J. Perkins Workplace Motivation Paper There are various sources of motivation; to clearly comprehend the force of motivation in the workforce we should scrutinize the feasible sources of motivation. Employees are commonly motivated with both inside and outside factors. Inside factors involve a persons own private thinking processes and experiences. The outside factors involve such things as organizational outlook, which motivates employees to become more fruitful through the exploit of rewards or by imbedding logic of fear into their employees. It is vital to comprehend that a member of staff who is naturally motivated can be significantly impacted by a peripheral setting that discourages employees to demonstrate elevated levels of enthusiasm. Department managers must be leaders and generate an encouraging managerial environment to persuade employees to be fruitful. While managers can implement output levels merely through means of the influence of their title, leaders search for affirmative motivators to persuade most favorable levels of output. Employees are usually more creative while working in an environment of admiration wherever leaders maintain the lines of communication open and keep employees knowledgeable of long-term goals relatively than merely controlling and managing employees on their daily actions. The key to managing output in the office is to administer behaviors relatively...
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...Extrinsic (also called hygiene factors or Dissatisfiers). These do not cause motivation by themselves, but if they are absent they cause dissatisfaction. They include things like company policies, relationship with boss and peers, quality of supervision, salary, work conditions etc; and 2. Intrinsic factors (also known as motivators or satisfiers). These are needed to motivate employees to higher performance. They include things like recognition, responsibility, job satisfaction and other things related to the job itself. b) People quit their jobs if the company they work for does not provide the intrinsic factors needed on the job. Extrinsic: If their relationship with the boss is not encouraging at all, that will be a problem too. Absence of recognition given their efforts or achievements, will also be a cause for concern. c) How an organization or manager can put this theory into practice: An organization or manager can effectively motivate their employees by first making such that the necessary hygiene factors are in place. Starting with salary, organizations should ensure that their employees are adequately compensated monetarily. Also providing the basics of getting their work done, like clean work environment, computers where needed, great policies etc will be a great plus. Equally important, an organization should focus more on their people, know what intrinsic factors are important to them and implement it in their culture as much as possible. This will...
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...in the workplace are similar as far as training program for all employees. Practicing positive workplace ethics within their organization was key issues in both articles. Both agreed not only should written policies be put into place but reinforce through ethical training programs and recommending ways to create a business culture of acceptable practices in the workplace by creating ethical business policies and guidelines. Both articles agreed on training programs to build a strong ethical workplace environment. In contrast Sharpe found that ethical practices improved business among employees relationship through honesty and respect which starts with management than staff. Sharpe focus was more social responsibility in business ethics, conducting workshops through the company style. Roe focus was more ethical practicing made mandatory through training to ensure that employees behave. I agreed with both articles but I lean more on the side of Sharpe because workplace ethics is a style. A style created through management which defines how and what employees do whether acceptable or not. I’ve identify with the honesty part of work ethic and how it applies to my personal, social and business life. I think integrity is a major part of anyone work ethic and it can be applied in all areas of one life even in school while taking online classes. Maintaining a strong ethical attitude in every area of my life is sometimes tough but its obtainable. Roe, Angela. “Guide to Business...
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