...| The Case for Consensual Relationship Agreements | BUS 520 – Leadership and Organizational Behavior/Assignment 1: Consensual Relationship Agreements Case study | | Victor A. Colon | 4/22/2012 | | Introduction Human beings spend their lives interacting with others. In turn, a great portion of this interaction occurs at work. Professional relationships are important to build as individuals advance in a career. It is not enough to have a good set of skills as progress in a career. Personalities go a long way towards opening doors and opportunities. While one must strive to act and behave ethically at work, learning to juggle professional behavior with friendship is important. Many times employees and managers need to be approachable while maintaining integrity and professionalism. Employees also need to know when to set certain boundaries of behaviors so as to keep the integrity required to fulfill the job. With that said, all humans have emotional, spiritual and physical needs. Studies show, Vandewater (2012), “the number of people who have had an interoffice relationship has risen to 59 percent--with half of those respondents reporting having developed a serious, long-term relationship with a colleague.” Those same studies also report that an alarming majority of employers do not have a policy regarding workplace relationships. Riccobono (2011) stated, “While often harmless, consensual co-worker relationships can create a myriad of problems for the employees...
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...HEATHER PENNINGTON The Effects of “Work” Spouse Relationships Social and Ethical Responsibility for Managers Pennington 6/19/2012 Lots of people have a spouse or significant other that they go home to every night after work. You may share you day with your spouse or listen as they share the day with you over dinner in the evening. But you might not be the only spouse that your husband or wife has, you may have the added competition of a work spouse. A work spouse is loosely defined as that person at work who is very close to you; they would be like your best friend in high school. Your work wife/husband is who you go on smoke breaks with, the person that you generally eat lunch with and someone you confide in when you need to vent about your day. There can be several issues with having a work spouse including ruining your marriage and crossing the line to inappropriateness. There is also an upside to having a work spouse that maybe over looked in the general appearance of the relationship. The big question that has to be answered though is it cheating, are you breaking the one of the Ten Commandments by having a work spouse? Are you committing adultery? Having a work spouse can be a rewarding relationship for both people at work and the true and original spouses as long as the boundaries of the relationship are understood by all and taking seriously for the potential harm that can happen. According to Vault.com, a career information website, in...
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...How Stress Management Affects the Work and Relationship of Less-Fortunate Families The word “stress” is derived from the Latin strictus and the Old French etrace. In the past, the word has been used to designate both a stimulus (a force or pressure that causes distress) and a response to that stimulus (adversity, affliction). Currently, it is used to describe a situation wherein a person suffers an adversity that still persists even after mustering up all the necessary resrouces, threatening their well-being (Auerbach, 1998). Despite this, the so called “eustress” (or “good” or “pleasant” stress), a word coined by Hans Selye during the 1950’s is described as the state wherein a person incorporates the feelings of stress in his work, using the stress as a driving force to ultimately complete a task that is initially daunting. Stressors are the sources or causes of stress. These include physical, emotional, intellectual, social, economic and spiritual factors (Girdano, et al., 1997). Stress Management is the ability to reduce stress arousal or to cope competently with stressors. The paper aims to identify the different stessors within the household and explain, in depth, how these factors affect the family dynamics. By the end of the research, the proponents aim to provide several coping methods appropriate for the types of stress families are experiencing. We have identified verious stressors of parents and children among less-fortunate families. Stressors of parents include...
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...back stage was analyzing the results. * Dr. Gotmann met the couples and talked about the findings. 2. What Dr. Gotmann and his colleagues claim to be able to predict? By analyzing the video tapes recorded of the couples, the researchers are able to predict the relationship stability. 3. Describe the “master” and “disaster” of relationships (in details). Listen for the patterns of distructive communication (4 hourses of apocalypse) the “disaster” use that you’ve also read about. Master- the couples who are together, didn’t divorce and are pretty happy. They are very gentile with one another even during an argument, take responsibility for even a small part of a problem. Disaster- couples who broke apart or stay together but are unhappy. Are pointing their finger at their partner, are critical, are diagnosing their partner’s personality defects. * Criticism- stating the problem in a relationship as a defect in a partner. * Defensiveness- any way of warding off a perceived attack. * Contempt- any statement that you make to your partner from a superior place. * Stonewalling- listener withdrawal from the conflict. 4. Describe the essence of Sound Relationship House model. Describe what...
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...Being a Christian: “How Does It Help or Hurt Managers in Building the Best Working Relationship with Staff” Adrienne N. Manning Belhaven University October 29, 2014 A Christian is a person who believes in Jesus Christ, accepts Him as Lord and Savior, and lives by His teachings and instructions (Webster, 2003). So, what is a Christian manager? A Christian manager is a shepherd and servant to the flock, shows humility, is a good steward of their resources, and believes in building good relationships with those being managed. There are however, Christians that are managers but, do not manage according to Christian discipleship. They are as cynical as the unsaved men and women of the world. Therefore, being a Christian can help as well as hurt the ability of a manager to build the best working relationship possible with his/her staff. Employee engagement is a good example of how being a Christian can help or hurt the ability of a manager to build the best work relationship with staff. A Christian manager knows the rules of engagement. They consider the questions: 1) How do we engage each other/our employee; 2) how do we have those difficult conversations with each other/employees; 3) are we comfortable with conflict? Are our employees comfortable with conflict; and what’s behind our tendency to take things personally (DevelopMe, 2014)? Good Christian managers know the effects of accepting confrontation and exemplify good rules of engagement. They understand...
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...Critically evaluate the relationship between applying the law and social work values in a child protection case study in Northern Ireland case study. Social work is a value-based profession, and one of the core capabilities, at all career levels, is recognising, and where appropriate addressing, personal and professional values and prejudices. It is not uncommon, for the law to be seen as a critical component in developing provision and strengthening professional practice. According to the College of Social Work, in social work professional practice we work with some of the most disadvantaged and marginalised individuals, families and communities, often at the most difficult points in their lives. When parents do need help, they still want to be in control and indeed in the vast majority of families they should be it is important that a balance between intervention and assistance is maintained. (2009 NIRFPS) Since the late 1980’s there has been an increasing awareness of the impact of oppression and discrimination on clients and communities (Thompson, 2001). In 1997 Thompsons Theory called the PCS model recognises oppression and discrimination from a Personal, Cultural and Structural perspective. In the Code of Ethics of Social Work it is stated, respect for human rights, commitment to promoting social justice and professional integrity are at the core of social work practice throughout the world, but in actual practice of implementing the law there is a stark contrast...
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...McEntee Brew Wilson-Battles English 11011 28 October 2014 Long Distance Relationships Work Being in long distance relationships can be very tough and there is quite a bit of negativity around the general idea of them. Some stereotypical things people might say about long distance relationships are: “Long distance relationships never turn out well” or “There is no hope for couples in long distance relationships.” Long distance relationships have been stereotyped negatively because it was much harder to sustain them in the past. One reason long distance relationships were harder to sustain is that the only forms of technology available were letters and phone calls. Letters took quite a bit of time to move from person to person and long distance phone calls were very expensive to make. These limited communications were impractical in a sense that the communications between couples were insignificant and didn’t help the relationship. Although technology isn’t the only thing that can make or break a long distance relationship, it can help dramatically. Engaging in a long distance relationship means that being able to see each other isn’t very easy and doesn’t happen very often. People in long distance relationships go weeks, months, even years without seeing their significant other. They must rely on alternate forms of communication other than face-to-face interaction. Usually people in long distance relationships are separated geographically by mileage between them. One reason that...
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...10/14/2015 Sociology/Relationship Between Work And Family term paper 16434 + 18888239060 + 13023514405 A paper writing site You CAN trust! What We Do How It Works Our Promise 10+ years of experience in paper writing Here you can easily hire a Any assignment on any level. Any deadline! private writer in as early as 5 Open 24/7 Your essay will be done on time! minutes. With 200+ writers 200+ essay writers. Live Chat. Great support available 24/7, we can help with No Plagiarism. Satisfaction. Confidentiality. any written assignment (from simple essays to dissertations). Our writers are all Uni graduates able to work effectively on any level under time I nstant Quote constraints. O rder Now Wellversed in most subjects and citation C ontact Support L ive Chat L og In to Account styles, our writers have years of ghostwriting experience doing both academic and professional projects. Home , Why Use Us , Services , Work Samples , Client Testimonials , Sociology/Relationship Between Work And Family term paper 16434 Sociology term papers F AQ D iscounts F ormat Specifications P rivacy Policy T erms of Service Beware of Fakes News Live support is now available roundtheclock 24/7 Disclaimer: Free essays on Sociology posted on this site were donated by anonymous users and are provided for 20,096 Client Testimonials (as of Jan 24...
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...Flexibility, Work Hours, and Work-Life Conflict: Finding an Extra Day or Two E. Jeffrey Hill, Jenet Jacob Erickson, and Erin K. Holmes Brigham Young University Maria Ferris IBM Global Workforce Diversity | Problem/ Solution | Content/ Reference | Work-life conflict | The reciprocal influence between the microsystems of work and life compose what is called the work-life mesosystem. When the boundaries be- tween these microsystems are permeable, characteristics associated with the work and life domains influence each other. Work-life conflict is identified as the linking mecha-nism through which work and life are related to one another and to individual and work outcomes.Work-life conflict consists of a cognitive appraisal of inter-role conflict in which individuals feel that the demands of paid work and life roles are incompatible. Incompatibility is experienced as participation in either paid work or life roles is made more difficult because of the demands of the other role.A plethora of studies have found that work hours are associated with greater work-family conflict and that workplace flexibility is associated with less work-family conflict.Judge, Boudreau, and Bretz (1994) found a strong relationship betweenthe number of paid work hours and work/family conflict, especially for those with preschool children.In an interesting twist, Jacob et al. (2008) found that the frequency of missed evening family meals because of work mediated the negative relationship between long work hours...
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...There is a relationship among the management system established by the corporate leaders, the management methods used by the directors, the organizational structure and the evaluation from the managers to the subordinates and the staff (Hung-Wen & Ching-Hsiang, 2009). The relationship is put forward by Adam • Smith who was the British bourgeois classical economist. In 1776, the theory emerged in his most important literature which was named Wealth of Nations. The theory holds the view that all human behavior is to satisfy the self-interest (Hung-Wen & Ching-Hsiang, 2009). Actually people should strive for the maximum economic benefit and working is to obtain economic returns. For this reason, the employees’ attitude that plays the role as the inner motivation of the work will makes a great impact on the perceptions and judgments on the work (Boardman & Sundquist, 2008). What is more, the employees’ attitude also will promote their learning knowledge and improve the endurance in the work. As a result, the self-motivation has more spiritual strength than the spontaneous working from the employees. In fact, the employees who are working with the self-motivation can run themselves up (Boardman & Sundquist, 2008). Their attitude towards the work is the completed devotion into the job and a mission which is being not able to shirk the work and doing not applying for any remuneration (Boardman & Sundquist, 2008). Therefore, the purpose to pay more attention on the relationship between the...
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...Assignment 1: Consensual Relationship Agreements Case Study Due Week 3 and worth 100 points Read the Consensual Relationship Agreements case study located in Chapter 2. In Questions 1 and 2, focus on non-ethical ramifications (save any discussion of ethics for Question 3). Write a six to eight (6-8) page paper in which you: • Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. Check with your professor for any additional instructions. • Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length. On the Written Assignment, "Consensual Relationship Agreements"; it's due this week Sunday, October 28th, by 11:59PM. Remember also to be sure to proofread your paper thoroughly because for each typographical mistake, incomplete sentence, or 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...
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...REPORT WORK RELATED STRESS BY JULIE SMITH 2ND SEPTEMBER 2010 Terms of Reference/ 100 Introduction/100 Methodology/300 I created a survey based upon a questionnaire produced by HSE(DATE AND WEB). It was based around the 6 management standards HSE (date and web) of role, demand, change, support, control and relationships. Initially I intended to have equal questions per each section, however, this made the survey to long and the questions that I removed were not evenly based. The survey was made up with; * Role = 2 questions * Demand = 3 questions * Control = 4 questions * Support = 4 questions * Relationships = 2 questions * Change = 3 questions. Candidates were given the choice of 5 options for scoring from; never, seldom, sometimes, often and always. Added to these were 3 further questions on organisational procedures, employee rights and had they suffered work related stress to which they could answer yes or no. I produced 20 surveys which were distributed to members of staff employed by UCS by my tutor on my behalf; hence total anonymity has been sustained as I have no idea who they were given to. The staffing positions ranged from lecturers to academic support staff of which a total of 18 completed surveys were returned to the student academic services for my collection again retaining anonymity. My initial study revealed that the surveys had been completed by 14 females and 4 males, of which 10 were teaching staff and the remaining...
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...Northern Drilling Inc. Questions. Chapter 3 (External) 1. Does the industry offer attractive opportunities for growth? I believe that the industry does offer attractive opportunities for growth.Northern is a subsidiary of the worlds third largest exploration drilling contractor. In 2010 the exploration market worldwide was 10.68 billion and expected to increase. The exploration market in Canada was 1.4 Billion USD in 2010. The market is very cyclical and dependent on commodity prices yet is expected to increase over time. 2. What kinds of competitive forces are industry members facing, and how strong is each force ? Rival Sellers:The industry is highly competitive and very fragmented.Canadian industry comprised about 80 drilling contractors, including many smaller owner operators with almost no overhead costs, these owner operators drive down industry prices by operating on relatively thin gross margins. Potential New Entrants: High start up costs, not likely to be too much of a threat. Customer Bargaining Power:This is a very price sensitive industry and customers shop around for the lowest price often.Northern was struggling to be competitive in the market. Problems may be because of the price relative to some of the commodity type drillers and owner operators Competition from Substitute products/Producers: See Rival Sellers. Low switching costs for customers. Supplier Bargaining Power: Low supplier bargaining power. From the information we know there...
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...home and then back out to do other things. They have their phone constantly up to their ear talking, talking, talking and most have even upgraded now to a hands-free Bluetooth so they can juggle even more things. Doesn't one feel like just giving them a vacation or just a few minutes to sit down and relax? Do they even know how to relax after working so hard for so long? Everyone deserves that "me" time. This is why overworking creates an unhappy life to those that do not slow down and take breaks. Overworking will affect the person eventually and almost always it is in the negative aspect. If a person is constantly on the go and thinking about only work, that means that they may not be resting their brain or getting sleep. No sleep makes almost everyone grouchy, disconnected or both. When someone is too preoccupied with work or working in general, whether on a presentation or a sport or in a big corporation, this may make them forget about simple tasks like eating, sleeping, exercising or taking breaks to rest. This all leads to health problems! Think about this, if a person is too busy to eat, rest, or do simple tasks, does one really think they are going to make time to go see a doctor? Not taking care of one's body can lead to serious health problems, which become more serious if they are untreated. Some are not even realizing that they are skipping this simple tasks and putting themselves in harm's way. Stress can be one of these silent killers. Whether or not one realize...
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...forth the extra effort. I thoroughly enjoyed my last job and the relationships I formed were invaluable. I know they would describe me as a positive influence to be around and one with a charismatic instinct. I took pleasure in having fun at work telling jokes or sharing stories. They would describe my attitude toward personal life as one that values friendship, family, social and physical activities. My employees know I cared for them professionally and personally. I tried to have as much fun inside work as I did outside. I believe one of the major keys to happiness and well-being is having a good work/life relationship. In Walt’s instance, his employees would describe his attitude towards work of one that is inflexible, unprincipled, has very high standards, but motivated and results oriented. He was a successful manager and it proved to be that way, but his demands were extremely high. His work expectations were not the same as his employees. In some instances, his practices and behavior didn’t act in accordance with moral principles. His employee’s weren’t enjoying work or being acknowledged for their work. In some respects, Walt was too self indulged and only cared about his own desires. For Walt, there wasn’t much time for a personal life or a real work/life balance. He took much more pride in working hard than taking time for life outside of work. His employees seem disgruntled and unhappy about some of the work demands in correlation to their own personal lives. He rescheduled...
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