the blessed and those that lament, hunters and prey. The world is a diverse place; therefore, different societal sects or cultures view and respond to difference in position/title, wealth and power, and capability in dissimilar ways. In the workplace this disparity can produce a phenomena referred to as “victim mentality.” This behavior is marked by an individual blaming everything and everyone for their failures and woes; with the individual assuming the role of victim, e.g., John who is chronically
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Safety in the Workplace Occupational safety and health (OSH) also commonly referred to as occupational health and safety (OHS) or workplace health and safety (WHS) is an area concerned with the safety, health and welfare of people engaged in work or employment. The goals of occupational safety and health programs include fostering a safe and healthy work environment. OSH may also protect co-workers, family members, employers, customers, and many others who might be affected by the workplace environment
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Case on Corporate Sustainability Reporting: Coca Cola 1) The Coca Cola Enterprise is very big supporter of the community. In 2013 they have * Invested more than $9 million in community programs to support young people, encourage active lifestyles and protect the environment. * Reached more than 100,000 young people through local partnerships and our education centers. * In 2013, we launched a new partnership with JINC, an organization bringing together companies and underprivileged
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Workplace Diversity Workplace Diversity 1. Describe an approach to a business diversity program that would be pragmatic and ethical. Most business people would want to be both pragmatic and ethical. Pragmatic ethics is a theory of normative philosophical ethics. Ethical pragmatists think that norms, principles, and moral criteria are likely to be improved as a result of inquiry. According to the reading “Quadrant I is where most of the ethical arguments for diversity in the workplace are likely
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working at height that were found in previous studies. According to Min (2012), working at height is a place that a person could be injured when falling from it, even if it is at or below of ground level. Working at high level, means there are risks due to height from which a person may fall to the ground. In determining the distance that a person may fall, no obstruction that may delay or stop the fall unless there is no possibility of the fall continuing after the obstruction is reached. The consequences
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study was to analyze the employee’s perspective on the roles of supervisors to prevent workplace disability after injuries. As part of needs assessment for a supervisory training program, 30 employees from four companies were interviewed about the role of supervisors to prevent workplace disability after injuries. From interview notes, 305 employee statements were extracted for analysis. An affinity mapping process with an expert panel produced 11 common themes: accommodation, communicating with workers
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thinking than on non-critical thinking. In general, critical thinking is a process that helps evaluate situations or problems and then leads to the best solution possible that will give one’s organization the best results. Employee empowerment culture GE Oil and Gas is committed to find ways to achieve an incident-free workplace (Veazie, B., Knode, T., 2010). Human Resources is one of the most critical in this implementing process because they will help train, and communicate to employees how important
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| | | Strategic Staffing & Diversity | | | |
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Nowadays, due to globalization, people from different cultures, backgrounds, beliefs, attitudes, education, experience, and behaviors exist in the same organization. This workforce diversity provides the business innovative ideas, ability to anticipate and meet customers’ needs, and competitive advantage to succeed locally and internationally. Thus, it is crucial to manage diversity efficiently in order to benefit from its advantages and eliminate its disadvantages. When diversity is not managed
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Abstract This paper will explain why employers monitor their employees in the workplace and what are the recent devices and programs used in the monitoring process. The paper will examine also the effects of the surveillance on the employees’ psychological health and their rights to privacy. Nowadays, the negative effects of surveillance must be discussed and solved. In addition, a solution is given to ease the controversy between the employer’s work protection and the employees’ privacy rights.
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