...Gender Issues in the Workplace Introduction Believe it or not women have had rights in the work force for over two hundred years. Women should be treated as equals with men in the work place, but that is not always the case. Companies need to be careful with gender issues; they could lead to law suits and cost millions of dollars. People whether it is men or women should be hired, promoted, or given raises based on their experience not their gender. Dealing with gender issues in the work place can create many problems that can be solved by treating all employees equally. Women have been denied rights in the work place for many years. There are many laws in place to protect women in the workplace. Not all employers follow these laws; women still on an average make less than men. This is why women should prepare themselves with knowing the current laws that deal with gender issues in the work place. Purpose and Scope To prove that women are just as valuable in the workplace as men are. Women can do the same job as men without complications. A woman working the same job as a man usually makes less money than the man. Women are sexually harassed in the work place. They are not treated as equals. Women should be treated as equals in the workplace. They should get the same pay and benefits as a man does and not be harassed because of their gender, yet this is not always the case. In explaining a little history about women’s rights, these sub-problems will also be answered:...
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...Nowadays, we hear a lot of disciplinary issues rising in organizations whether be it big companies like Infosys or any small company. It has become a matter of concern and needs to be addressed to prevent future problems in the organization and improve management skills. Disciplinary issues can be categorised into two types: Compliance issues like violation of company policies, rules & regulations, non- punctual in attendance, sexual harassment, making false travel or medical claims. Behaviour & Business Etiquette Issues: Indulging in political activities at the workplace, shouting at the subordinates using indecent language, not following proper dress code. Designing of two days training program (addressing disciplinary issues) of Bala...
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...workforce to provide better performance. There are perspectives of managing the diverse workforce, which require organization leaders and managers of being responsible of attaining better diverse workforce. Diversity means differences, difference of age, sex, race, religion and culture etc. People with different demographic differences working in the organization makes diverse workforce. And it is becoming more important for the organizations to know about these differences and how to manage it. Diversity is also the common issue in the workforce environment, in some companies employees often get discriminated or misunderstood because of the diverse features. So it is important for the companies to manage the diversity workforce to value best performance. As differences have often been associated with discrimination, bias, unfair treatment and conflicts, managing diversity in workforce is an important task for managers today. Managing diversity in the workplace refers to the ways of managers used in ensuring employees in the organizations who come from different group do not suffer discrimination. Management can mobilize the differences and similarities in each and every one of the employees for...
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...INTRODUCTION The purpose of this paper is to discuss and analyze in depth the Pregnancy Discrimination Act of 1978. This Act was approved on October 31, 1978 with the purpose of amending Title VII of the Civil Rights Act of 1964 to prohibit sex discrimination on the basis of pregnancy. EXPLANATION OF THE ACT AND ITS HISTORY: The Pregnancy Discrimination Act was brought about as a result of the significant discrimination being placed upon woman in the workplace due to pregnancy or pregnancy related medical conditions. This Act was also passed in response to the U.S. Supreme Court holdings in General Electric Company v. Gilbert, that pregnancy discrimination does not violate the Constitution or other federal law. The Act was passed in 1978 as an effort to rebuke this descision and eliminate this discrimination and set guidelines for employers. As provided by the U.S. Equal Employment Opportunity Commission the Pregnancy Discrimination Act of 1978 is described as follows: “An Act to amend Title VII of the Civil Rights Act of 1964 to prohibit sex discrimination on the basis of pregnancy. Be it enacted by the Senate and House of Representatives of the United States of America in Congress assembled, That section 701 of the Civil Rights Act of 1964 is amended by adding at the end thereof the following new subsection: "(k) The terms 'because of sex' or 'on the basis of sex' include, but are not limited to, because of or on the basis of pregnancy, childbirth, or related...
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...Effective Communication Paper HCS/241 May 2, 2011 In order for a business or company to run smoothly, the employees and company must be on the “same page” when it comes to what the goals of the business are and the ideas that employees have for making it a better place to work. Many businesses today are asking their employees how they can improve the working conditions and make it more enjoyable for an employee to be at work. There are many ways that companies are doing this. I will be explaining the way that the company I work for not only explains or shares knowledge about how the company is doing, but I will explain how the company wants feedback on how they can make the working conditions better for the employees. I will first explain that I work in a very big distribution center for a large home improvement center company. When I first started with this company, I wondered if this was going to be one of these businesses that even cared about their employees or what they had to say, or was this company so big and powerful that they were not interested in what their employees had to say because the company’s way is the right way and the only way. I quickly learned that not only was this company not a big bully to their employees, but that they actually went out of their way to ask the employees how they thought they could improve the company but also how could the company improve for the benefit of the employees. The company’s attitude towards their employees...
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...CORPORATE GOVERNANCE, ETHICS, AND VALUES GSGM 7253 WORKPLACE ETHICS: ISSUES AND CHALLENGES (Term Paper) by: ANWAR REDHWAN BIN LOKMAN HAKIM MD1409MD0088 (redhwan_ocean@yahoo.com) LECTURER: PN SALBIAH BINTI ABD RAHMAN (salbiah710@yahoo.com) TABLE OF CONTENTS PAGE Abstract 3 1.0 Introduction 3 2.0 Literature Review 4 2.1.1 Why Ethics in Workplace is Importance 4 2.1.2 Ethic’s Issues In Workplace 5 2.1.3 Ethic’s Challenges in Workplace 7 2.1.3.1 Fair Treatment 7 2.1.3.2 Trust 7 2.1.3.3 Resources 8 2.1.3.4 Harassment 8 3.0 Case Study Based on Enron Scandal 8 3.1.1 Misleading 8 3.1.2 Embezzlement of Enron 9 4.0 Recommendation – Implementing Ethics in The Workplace 9 4.1.1 Identify and Reform Value Company 9 4.1.2 Welcome Commitment Can See From Senior Manager 10 4.1.3 Involving the Board 10 4.1.4 Developing a Code of Ethic or Code of Business Ethic 10 4.1.5 To Build Ethics Mission and Vision...
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...PUMA POLICY BRIEF PRINCIPLES FOR MANAGING ETHICS IN THE PUBLIC SERVICE OECD RECOMMENDATION The OECD Council adopted a Recommendation on Improving Ethical Conduct in the Public Service on 23 April 1998. The Recommendation is based on a set of Principles for Managing Ethics in the Public Service agreed in the Public Management Committee, to help Member countries to review their ethics management systems. Although governments have different cultural, political and administrative environments, they often confront similar ethical challenges, and the responses in their ethics management show common characteristics... Member countries need to have a point of reference when combining the elements of an effective ethics management system in line with their own political, administrative and cultural circumstances... Preamble to the OECD Recommendation PUMA Policy Brief No. 4 Public Management Service May 1998 On the proposal of the Public Management Committee the OECD Council recommends that Member countries take action to ensure well-functioning institutions and systems for promoting ethical conduct in the public service. This can be achieved by: • developing and regularly reviewing policies, procedures, practices and institutions influencing ethical conduct in the public service; • promoting government action to maintain high standards of conduct and counter corruption in the public sector; • incorporating the ethical dimension into management frameworks to ensure that management...
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...Issues of Time management at a workplace in Kazakhstan Akhtanova Madina Suleyman Demirel University Kazakhstan, Kaskelen Faculty of Economic and Administrative Sciences Specialty: Finance Email: madina-akhtanova@mail.ru Abstract Nowadays conditions of rapid rise of competition around the world induce companies to pay attention to absolutely new fields of management. This research concentrates on the field , called Time management. The paper here looks at whether Kazakhstan companies use and have good time management techniques and if they apply Stephen R.Covey’s popular theory of The Seven Habits of Highly Effective people. The purpose of this study is to examine the omissions of Kazakhstan companies in this issue and find the ways of correction. The sample of 85 companies, locating in Almaty, Astana, Shymkent and Aktobe has chosen to participate in this research. Data was collected through the results of well-constructed questionnaires and by the agency of general managers of companies. Questionnaire was distributed to all potential respondents. A total of 76 companies returned the completed questionnaire. The finding shows that most companies have placed low emphasis on company time management. In addition, the results identifies that only small portion of companies are familiar with the book «The Seven Habits of Highly Effective people» by Stephen Covey. With greater competition in the globalized market, this research implicates that Kazakhstan companies also should...
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...Managing Workplace Conflicts The author of this article, Annemarie Franczyk, believes that the expectation to do more with less these days could be fostering a breeding ground of workplace conflict. Managers need to be increasingly aware of clashes between workers before the problems disrupt workflow and productivity. (Franczyk, A., 2010) Annemarie and her panel made suggestions for how to best mitigate the risks associated with workplace conflict. I chose to review this article about workplace conflicts, because I am currently in management at my job and I believe this article will help me get involved more with fellow co-workers and also help me see the things that are going on within the store that are not verbally communicated to me. This article will also help me address issues and help develop solutions to issues. The main point that is made in this article is that people lose sight of the organization’s goals while fighting for their personal goals. And there are four strategies for mitigating the damaging effects of workplace conflicts which are: (1) Recognize it and step in, (2) Meet without emotion, (3) Real solutions, and (4) Use the EAP (Employee-Assistance Program). (Franczyk, A., 2010) 1. Recognize it and step in: Managers shouldn’t avoid situations and wait for employees to do something drastic, like resigning, they should set in and help to resolve issues for them instead of letting them try to solve them for themselves. They...
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...a no. Although Raymond’s behavior was perceived as a form of arrogance and not found to be so for sure, he could have altered his conduct around his coworkers to ensure the right perception. Regardless of the clarity of Raymond’s behavior and attitude, it is clear that several of Raymond’s coworkers are jealous of his knowledge and expertise. Aware of the obvious issues, the individuals mentioned in the case and those unmentioned have responsibilities in ensuring peace and compliance in the workplace which will be considered in this analysis. “The Workplace Communication website defines organizational behavior as how employees act as individuals within the company and how they interact as part of work groups” (Root III, 2015). Of the several noticeable issues in this case, the bulk of it seems to be ethical violations and accountability. There is a possibility that Raymond thinks he’s superior to his colleagues; however, they have no right to engage in inappropriate activity. Raymond’s colleagues decided to single him out to embarrass him which completely violates the principles of ethical practice in the workplace. Aside from ethical infractions, I am sure that the company policies have been abused as well. In each company or business, managerial teams have the responsibility of enforcing rules and regulations that require employees to adhere to certain policies. The behavior of Raymond’s colleagues has clearly defied those rules and has shown disrespect for Raymond’s position...
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...Workplace Conflict: Critical Thinking and Conflict Resolution Charles Weathersby Columbia Southern University Annotated Bibliography Adkins, B. (2004, 5 28). Conflict could be costing your company more than you know. Fort Worth Business Press, pp. p33-33. This article profiles the norms as far as negatives and positives of workplace conflict then proceeds with a five step strategy for management. The article also suggests ways to deal with unresolved conflict in the workplace. It also discusses the impact on the industry that conflict has in regards to productivity; Positives from the use of an effective conflict management strategy; Assessment of corporate culture. Bowling, D.; Hoffman, D. (2003). Bringing Peace Into the Room: How the Personal Qualities of the Mediator Impact the Process of Conflict Resolution. San Francisco: Jossey-Bass. Bringing Peace Into the Room discusses how a person’s own personal values assist in them being an effective mediator. This book isn’t focused on the traditional elements but rather the emotional elements. It discusses how the temperament shapes thoughts that influence the decision making process. The authors base their book on the opinions of several professionals in the field of conflict resolution such as practitioners, academics, teachers, and trainers. Every respected professional interviewed had one common denominator on the subject of mediation and that was the interaction between the parties and the mediator's...
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...The Impact of Stress on Jobs and the Workplace Prepared for: Mr. Glenn Pace Webster University Truman Education Center ------------------------------------------------- Fort Leonard Wood, Missouri ------------------------------------------------- Prepared By: Mrs. Betty Downing 5 March 2012 Introduction: There is an overwhelming concern in today’s society about stress on the job and in the workplace and how that will carry over to a person’s home life. Stress has taken an immense toll on the physical and emotional health of individuals, as well as the bottom lines of organizations (Greenhaus, Callanan, Godshalk, 2010). Stress can be the number one problem for working individuals, many of whom are trying to juggle everything at one time such as home, caring for children or aging family members, and work. The human brain has an inherit response for perceived attacks, harm or threats to ourselves that is known as the “fight or flight” response. With constant stress situations at work an individual will make a decision to either fight or flee the environment. There is no getting around it stress is going to be in the workplace but the issue is determining if the stressor is a positive or negative factor for employees is the matter to be dealt with. Afterwards people need to learn how to manage the stress therefore maximizing their job performance while also being able to preserve both their mental and physical health. What organizations need to start...
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...this behavior to school authorities, including Phoebe’s mother. Nothing was done until it was too late. In a similar situation in 2008, 31-year-old Jodie Zebell from Wisconsin committed suicide after enduring months of workplace bullying from her peers and supervisor. Last week, the Wisconsin legislature listened to her story and others as the Healthy Workplace Bill was introduced. Gary Namie and Ruth Namie in their book The Bully at Work describe how bullies thrive on secrecy, shame, and the silence of others. The authors’ Labor Day 2008 Survey (of which 95% of the 400 respondents had been targets of bullying) revealed that 95% of the target’s co-workers of any rank — peers or managers — witnessed the mistreatment at least once. Yet 53% of the employers did nothing to stop the mistreatment when reported. In fact, in 71% of the cases, employers actually retaliated against the person who reported being bullied. The authors provide many reasons for “Witness Paralysis” including a natural human aversion to risk, Groupthink, rationalization, and blaming the victim. Bullies are hugely expensive for corporations in terms of lost dollars, productivity, employee retention and wellness. The research strongly suggests that the only way to get organizations to take this issue seriously, particularly in competitive environments where bullying behavior is implicitly rewarded, is if it impacts their bottom line. It will be immensely more...
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...A White Paper from the Society for Human Resource Management BULLIES IN THE WORKPLACE: A FOCUS ON THE “ABUSIVE DISRESPECT” OF EMPLOYEES By Teresa A. Daniel “Bullying is the sexual harassment of 20 years ago; everybody knows about it, but nobody wants to admit it”. —Lewis Maltby (Russell, 2001) The purpose of this paper is to review the current research and literature about workplace bullying, to provide information about how organizations can learn to more quickly identify bullies and to suggest ways of dealing with these toxic people so that the corporate culture is not negatively impacted by their behavior. Overview To be successful, organizations must create an atmosphere that inspires both innovation and risk-taking. In an increasingly competitive global economy, such innovation is more important than ever before (Hamel, 2000). However, not only does workplace bullying stifle productivity and innovative practices, but bullies often target the organization’s most talented employees—those individuals who are generally the most threatening to bullies (McCord & Richardson, 2001). As a result, the creativity and productivity of the organization’s most talented human capital is often negatively affected by this type of behavior at work or, worse yet, good employees are driven out of the company altogether. Bullies are often hard to identify because they operate “under cover”—that is, on the surface they appear to be civil and cooperative, while they do ...
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...Jenn Hoffman Human Capital Essay #2 MGT344 Organizational Behavior August 4, 2013 Introduction: The purpose of this paper is to discuss what role conflict plays in the workplace. Conflict can be defined in a few different ways. “Conflict is an expressed struggle between at least two interdependent parties who perceive incompatible goals, scare resources, and interference from others in achieving their goals” (Definition of Conflict). Conflict is bound to happen, and to occur even in the most stable companies. Conflicts can be both positive and negative influences in a workplace. Constructive conflict creates a productive and safe place. Unresolved conflicts on the other hand, creates a hostile environment leading to a reduction in productivity. Conflict can be divided into multiple categories. Conflicts often occur when there are conflicting choices or people want different things. Changes within an organization can also create conflict. Finding a solution to reach a good solution is how conflicts are resolved. Conflict in the workplace is largely a result of changes. Employees often are required to adjust to new rules, management and locations. Tenure employees may refuse to break old habits and experience difficulties adjusting to new guidelines. All of these changes will create conflict. Being prepared to deal with the conflict is the important part. Change means something familiar is replaced with something new. These changes can cause employees to be emotional...
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