This document discusses issues between organizations and individuals. It covers areas of legitimate organizational influence, rights to privacy, and discipline. For organizational influence, it presents a model showing the legitimacy of influence based on whether conduct is job-related and on or off the job. It also discusses rights to privacy in areas like medical exams, computer monitoring, and genetic testing. The document outlines guidelines for privacy policies. Finally, it addresses bases for discrimination, quality of work life dimensions, and mutual responsibilities between individuals and organizations.
Performance-linked compensation (PLC) is a form of payment from an employer to an employee, which is directly related to the performance output of an employee and which may be specified in an employment contract.
Principles of compensation management - compensation management - Manu Melwi...manumelwin
Compensation management is a sensitive and crucial aspect of human resource management as its adequacy or inadequacy can affect, either positively or negatively, the competitiveness of the organization due to higher attrition rates, low commitment etc.
Performance-linked compensation (PLC) is a form of payment from an employer to an employee, which is directly related to the performance output of an employee and which may be specified in an employment contract.
Principles of compensation management - compensation management - Manu Melwi...manumelwin
Compensation management is a sensitive and crucial aspect of human resource management as its adequacy or inadequacy can affect, either positively or negatively, the competitiveness of the organization due to higher attrition rates, low commitment etc.
This report in Human Behavior and Organization (HBO) focuses on how the Empowerment and Participation contribute to the development of a company or an institution.
This PPT contains about wage differentials or compensating differentials. it is an HR concept. it has meaning, reason, factors, types, and determinants of inter and intra industry wage differential.
The fundamental importance of motivation• Why employee reward systems are a crucial element of motivation• The key elements required for an effective employee reward system• How to design and implement reward systems effectively.
The goal for this guide is to build and expand on your knowledge of reward systems by exploring the science and best practices behind successful programs and to help you to implement one that drives every member of your organization forward daily.
ORGANISATIONAL CHANGE & STRESS MANAGEMENT
-Managing Planned change
-Resistance to change
-Overcoming resistance to change
-Politics of change
-Lewin's Three Step Change Model
-Action Research
-Organisational Development
-OD Techniques
-Change issues for today's Managers
Technology in workplace
Stimulating Innovation
Creating & managing a learning organisation
Culture-Bond in organisation
-Work Stress & its management
-Types of stress
-Demand-Resources Model of Stress
-Potential Sources of Stress
-Consequences of Stress
-Not all Stress is Bad
-Burnout
-Stress v/s Burnout
-Managing stress
-Global Implications
-Summary & Managerial Implications
-How to Manage stress.
This report in Human Behavior and Organization (HBO) focuses on how the Empowerment and Participation contribute to the development of a company or an institution.
This PPT contains about wage differentials or compensating differentials. it is an HR concept. it has meaning, reason, factors, types, and determinants of inter and intra industry wage differential.
The fundamental importance of motivation• Why employee reward systems are a crucial element of motivation• The key elements required for an effective employee reward system• How to design and implement reward systems effectively.
The goal for this guide is to build and expand on your knowledge of reward systems by exploring the science and best practices behind successful programs and to help you to implement one that drives every member of your organization forward daily.
ORGANISATIONAL CHANGE & STRESS MANAGEMENT
-Managing Planned change
-Resistance to change
-Overcoming resistance to change
-Politics of change
-Lewin's Three Step Change Model
-Action Research
-Organisational Development
-OD Techniques
-Change issues for today's Managers
Technology in workplace
Stimulating Innovation
Creating & managing a learning organisation
Culture-Bond in organisation
-Work Stress & its management
-Types of stress
-Demand-Resources Model of Stress
-Potential Sources of Stress
-Consequences of Stress
-Not all Stress is Bad
-Burnout
-Stress v/s Burnout
-Managing stress
-Global Implications
-Summary & Managerial Implications
-How to Manage stress.
Chapter 3Risk Management in EmploymentEmployment Re.docxketurahhazelhurst
Chapter 3:
Risk Management in Employment
Employment Relationship carries Risk
• Risk to an organization is not limited to
provider-patient relationships
• As in any business, the healthcare organization
has responsibilities to its employees. Many of
which, if not properly implemented/enforced,
can lead to negative and litigious results
Employment-at-Will
• An employer may dismiss an employee
hired for an indefinite period of time for
any reason or no reason at all without
incurring liability to the employee
• Caveat: cannot discharge for an unlawful
reason, such as racial discrimination
Implicit Employment Contracts
• Though most states follow the employment-at-
will doctrine, many organizations may
unknowingly negate their ability to apply this
principle through
– Employer policies (i.e. progressive disciplinary policy)
– Oral assurances (i.e. looks like you have a bright
future ahead of you here)
– Industry customs (i.e. after so many years in one
position, employees are promoted to the next level)
– Employer conduct (i.e. allowing some employees
more chances to correct errors than others)
Burden of Proof
• In civil litigation of discrimination, the burden of
proof is usually on the plaintiff -they must show:
• Membership in a protected group
• Satisfactory job performance or appropriate
qualifications for the job being sought
• Receipt of discipline, termination or rejection
despite having the qualifications
• Employees of another protected class were
disciplined less severely or the employer continued
to accept application of people who were no better
qualified
Sexual Harassment
• Unwelcome sexual advances, request for
sexual favors or other verbal or physical
conduct of a sexual nature when it is one of
the following:
• is a condition of employment
• is the basis of employment decisions
• interferes with work performance
• creates a hostile work environment
Minimizing Risk of Sexual Harassment
• Organization must exercise reasonable care to
prevent and correct any sexually harassing
behavior
– Written policies/procedures
– Documented staff training on policies/procedures
– Consistently adhere to and enforce policies
– Immediately investigate allegations of sexual
harassment
Responsibility of the Employee
• Employee must report occurrences of sexual
harassment to employer
– Employer must be given the opportunity to investigate
and take corrective action
• Though it is important that an employer investigate
all reports of sexual harassment, proactively
addressing situations or behavior that may be
perceived as sexual harassment is imperative.
– If management is aware of a potential situation and does
nothing, the risk of litigation and penalty is increased
People with HIV or AIDS
are protected by the ADA
Persons with HIV disease, both
symptomatic and asymptomatic, have
physical impairments that substantially
limit one or more major li ...
CM 1010, Professional Communication 1 Course Learning.docxShiraPrater50
CM 1010, Professional Communication 1
Course Learning Outcomes for Unit IV
Upon completion of this unit, students should be able to:
2. Identify legal and ethical considerations in a global work environment.
2.1 Explain a code of conduct—its intentions and expectations.
2.2 Describe legal and ethical implications within a code of conduct.
7. Develop communication techniques that enhance employment opportunities.
7.1 Explain employee communication requirements for knowledge of harassment, discrimination,
and other infractions.
Reading Assignment
In order to access the following resource(s), click the link(s) below:
Sczesny, S., Formanowicz, M., & Moser, F. (2016). Can gender-fair language reduce gender stereotyping
and discrimination? Frontiers in Psychology, 7, 1-11. Retrieved from
http://go.galegroup.com.libraryresources.columbiasouthern.edu/ps/i.do?p=AONE&sw=w&u=oran9510
8&v=2.1&it=r&id=GALE%7CA442088246&asid=1ec0b283aace2f9b6b9c768871fa6e64
Unit Lesson
Please be sure to maximize your Internet browser so that you can view each individual lesson on a full
screen, ensuring that all content is made visible.
Click here to access the Ethical
Communication video.
Click here to access the Ethical Communication video transcript.
Click here to access Unit IV Lesson 1.
Click here to access the Lesson 1 transcript.
UNIT IV STUDY GUIDE
Ethics and Legal Considerations
http://go.galegroup.com.libraryresources.columbiasouthern.edu/ps/i.do?p=AONE&sw=w&u=oran95108&v=2.1&it=r&id=GALE%7CA442088246&asid=1ec0b283aace2f9b6b9c768871fa6e64
http://go.galegroup.com.libraryresources.columbiasouthern.edu/ps/i.do?p=AONE&sw=w&u=oran95108&v=2.1&it=r&id=GALE%7CA442088246&asid=1ec0b283aace2f9b6b9c768871fa6e64
https://online.columbiasouthern.edu/bbcswebdav/xid-76252792_1
https://online.columbiasouthern.edu/bbcswebdav/xid-76078350_1
https://online.columbiasouthern.edu/bbcswebdav/xid-76096207_1
https://online.columbiasouthern.edu/bbcswebdav/xid-76098209_1
CM 1010, Professional Communication 2
UNIT x STUDY GUIDE
Title
Click here to access Unit IV Lesson 2.
Click here to access the Lesson 2 transcript.
Click here to access Unit IV Lesson 3.
Click here to access the Lesson 3 transcript.
Click here to access Unit IV Lesson 4.
Click here to access the Lesson 4 transcript.
Suggested Reading
In order to access the following resource(s), click the link(s) below:
This article provides a look at how discrimination can occur.
Beck, C. (2016, February 2). Former Yahoo worker alleges anti-male discrimination. Christian Science
Monitor. Retrieved from
https://libraryresources.columbiasouthern.edu/login?url=http://search.ebscohost.com/login.aspx?direc
t=true&db=a9h&AN=112704049&site=ehost-live&scope=site
The following webpage goes over several guidelines for creating a code of conduct and provides useful
examples.
HR Council for the Nonprofit Sector. (n.d.). Po ...
101 Unit 5: Business ethics,
in this paper I have coved ;
1. Unit summary
2.Learning outcomes
3. Terminologies related to business Ethics
4. Differences between Business Ethics and Personal Ethics.
5. Benefits of Effective Governance and Managerial Ethics.
Preventing Workplace Harassment - Creating a Safe and Respectful Environment.pdfLisa Bell
Discover how to halt workplace harassment. Establish a safe, respectful, and inclusive work environment. Effective methods for enhancing your workplace.
Ethics ,Justice and Fair treatment in workplace [HR]Tamir Azrab
This is presentation slides on topic of Ethics, Justice and Fair treatment in the workplace. Also includes Ethics laws, and what shapes ethical behaviour in the workplace and how manager can bring improvement in ethical behaviour at the workplace. Also grounds of dismissals.
The Team Member and Guest Experience - Lead and Take Care of your restaurant team. They are the people closest to and delivering Hospitality to your paying Guests!
Make the call, and we can assist you.
408-784-7371
Foodservice Consulting + Design
Senior Project and Engineering Leader Jim Smith.pdfJim Smith
I am a Project and Engineering Leader with extensive experience as a Business Operations Leader, Technical Project Manager, Engineering Manager and Operations Experience for Domestic and International companies such as Electrolux, Carrier, and Deutz. I have developed new products using Stage Gate development/MS Project/JIRA, for the pro-duction of Medical Equipment, Large Commercial Refrigeration Systems, Appliances, HVAC, and Diesel engines.
My experience includes:
Managed customized engineered refrigeration system projects with high voltage power panels from quote to ship, coordinating actions between electrical engineering, mechanical design and application engineering, purchasing, production, test, quality assurance and field installation. Managed projects $25k to $1M per project; 4-8 per month. (Hussmann refrigeration)
Successfully developed the $15-20M yearly corporate capital strategy for manufacturing, with the Executive Team and key stakeholders. Created project scope and specifications, business case, ROI, managed project plans with key personnel for nine consumer product manufacturing and distribution sites; to support the company’s strategic sales plan.
Over 15 years of experience managing and developing cost improvement projects with key Stakeholders, site Manufacturing Engineers, Mechanical Engineers, Maintenance, and facility support personnel to optimize pro-duction operations, safety, EHS, and new product development. (BioLab, Deutz, Caire)
Experience working as a Technical Manager developing new products with chemical engineers and packaging engineers to enhance and reduce the cost of retail products. I have led the activities of multiple engineering groups with diverse backgrounds.
Great experience managing the product development of products which utilize complex electrical controls, high voltage power panels, product testing, and commissioning.
Created project scope, business case, ROI for multiple capital projects to support electrotechnical assembly and CPG goods. Identified project cost, risk, success criteria, and performed equipment qualifications. (Carrier, Electrolux, Biolab, Price, Hussmann)
Created detailed projects plans using MS Project, Gant charts in excel, and updated new product development in Jira for stakeholders and project team members including critical path.
Great knowledge of ISO9001, NFPA, OSHA regulations.
User level knowledge of MRP/SAP, MS Project, Powerpoint, Visio, Mastercontrol, JIRA, Power BI and Tableau.
I appreciate your consideration, and look forward to discussing this role with you, and how I can lead your company’s growth and profitability. I can be contacted via LinkedIn via phone or E Mail.
Jim Smith
678-993-7195
jimsmith30024@gmail.com
Oprah Winfrey: A Leader in Media, Philanthropy, and Empowerment | CIO Women M...CIOWomenMagazine
This person is none other than Oprah Winfrey, a highly influential figure whose impact extends beyond television. This article will delve into the remarkable life and lasting legacy of Oprah. Her story serves as a reminder of the importance of perseverance, compassion, and firm determination.
The case study discusses the potential of drone delivery and the challenges that need to be addressed before it becomes widespread.
Key takeaways:
Drone delivery is in its early stages: Amazon's trial in the UK demonstrates the potential for faster deliveries, but it's still limited by regulations and technology.
Regulations are a major hurdle: Safety concerns around drone collisions with airplanes and people have led to restrictions on flight height and location.
Other challenges exist: Who will use drone delivery the most? Is it cost-effective compared to traditional delivery trucks?
Discussion questions:
Managerial challenges: Integrating drones requires planning for new infrastructure, training staff, and navigating regulations. There are also marketing and recruitment considerations specific to this technology.
External forces vary by country: Regulations, consumer acceptance, and infrastructure all differ between countries.
Demographics matter: Younger generations might be more receptive to drone delivery, while older populations might have concerns.
Stakeholders for Amazon: Customers, regulators, aviation authorities, and competitors are all stakeholders. Regulators likely hold the greatest influence as they determine the feasibility of drone delivery.
Artificial intelligence (AI) offers new opportunities to radically reinvent the way we do business. This study explores how CEOs and top decision makers around the world are responding to the transformative potential of AI.
2. CHAPTER OBJECTIVES:
A Model of Legitimacy of Organizational
Influence
How Rights to Privacy Are Interpreted
Bases for Discrimination at Work
Using Discipline to Change Behaviors
Quality of Work Life (QWL)
Mutual Individual-Organization Responsibilities
3. ISSUES:
1. Areas of Legitimate
Organizational Influence
2. Rights of Privacy
3. Discipline
4. AREAS OF LEGITIMATE
ORGANIZATIONAL INFLUENCE
If the organization and an individual define the boundaries of
legitimate influence differently, then organizational conflict is likely
to develop.
Legitimate - conforming to the law or to rules.
Job Conduct-such as the appearance of one’s workspace and one’s
working hours.
Personal Activities off the job-such as the church one attend, where
charge accounts are maintained, and where one goes on vacation.
Off the Job Conduct-the power of businesss to regulate employee
coduct off the job is very limited.
5. A model of Legitimacy of
Organizational Influence
Type of Conduct
On-the-job
Off-the-job
Job Related Not Job Related
Job Relatedness
High
Legitimacy
Moderate
Legitimacy
Moderate
Legitimacy
Low
Legitimacy
6. Rights to Privacy
primarily related to organizational invasion of a person’s private life and unauthorized
release of confidential information about a person in a way that would cause
emotional harm or suffering.
Business Activities that May Involve Employee Rights of Privacy:
Lie detectors
Personality tests
Location trackers
Medical examinations
Treatment of alcoholism
Monitoring of employee lifestyles
Treatment of drug abuse
Surveillance devices
Computer data banks
Confidential records
Genetic screening
Inquiry into personal relationships
7. Policy Guidelines Relating to Privacy
Relevance
– only necessary, useful information.
Recency – Obsolete information.
Notice – No personal data system is unknown.
Fiduciary duty – keeper of the information.
Confidentiality – secured information.
Due process
Protection of the psyche- inner self should not
be invaded.
8. Surveillance
Is known to employees and has a compelling job reason usually is not
considered to be an undue infringement on privacy.
Forms of Surveillance Devices
Electronic sensor badges – microcomputers in clip-on ID cards, which
emit infrared signals.
Electronic monitoring - it takes many forms, including automatic
counting of key strokes, remote observations of the screen s of
desktop computer operators, surreptitious reading of employee’s
electronic mail, and voice recording systems.
Cybersurfing – activity done by employees who use work time and
work computers to surf the Web, looking for wide range of
information of personal interest.
Cyberloafers/Cyberslackers – called to those employees who abuses
their privileges.
9. Honesty Testing
The Polygraph (Lie detector)
– is an instrument that was developed to record those
changes and provide evidence of lying.
Paper and Pencil Tests
– also known as integrity tests, attempt to get the
respondent to disclose information about his or her
previous or prospective honesty.
10. Treatment of Alcoholism
Since alcoholism presents major medical and job problems, employers need to
develop responsible policies and programs to deal with it without endangering
rights of privacy.
Reasons for Company Programs
The firm and employee already have a working relationship on which they can
build.
Any success with the employee will save both a valuable person for the company
and a valuable citizen for society.
The job appears to be the best environment for supporting recovery.
Successful Programs
treat alcoholism as an illness
focus on the behavior caused by alcoholism
provide both medical help and psychological support for alcoholics
11. Drug Abuse
Abuse of drugs other than alcohol, particularly if used at work, may
cause severe problems for the individual, the employer, and other
employees.
Drug Testing
- To employers, the direct consequences of employee drug abuse are
are enormous.
Impairment Testing
- A solution to the problems with drug testing.
- this method usually consists of a brief motor-
skills test performed on a computer
12. Genetic Testing
Positive uses of genetic testing
information include transferring the susceptible employees to
work areas where they will not be exposed to the substances,
providing health warnings, and developing protective measures to
shield the employees from danger.
Negative side of genetic testing
comes into play when a firm screens present employees or job
applicants on the basis of genetic predispositions and uses the
information o discriminate against them in an attempt to minimize
the firm’s future health costs.
13. DISCRIMINATION- EQUAL EMPLOYMENT OPPORTUNITIES (EEO)
laws generally prohibit job discrimination on the basis of race,
color, national origin, sex, religion, status and other factors.
Sexual harassment
When supervisors make employment or promotion decisions
contingent on sexual favors.
When an employee’s colleagues engage in any verbal or
physical conduct that creates an offensive working environment.
Acquired immune deficiency syndrome (AIDS)
is a deadly virus affecting the human immune system.
14. Discipline
is management action to enforce organizational
standards.
2 Types of Discipline
preventive discipline
is action taken to encourage employees to follow
standards and rules so that infractions do not occur.
Corrective discipline
is action that follows infraction of a rule;
it seeks to discourage further infractions so that future
acts will be in compliance with standards.
15. QUALITY OF WORK LIFFE
- refers to the favorableness or unfavorableness of total job environment for people.
A progressive Discipline System
Written reprimand, with
record in personnel file
Verbal reprimand by
supervisor
One-to three day
suspension from work
Discharge for cause
Suspension for one week
or longer
16. Core dimensions:
A Job Characteristics Approach
Five Core Dimensions :
Skill Variety-allows employees to perform different operations that often require
different skills.
Task Identity- allows employees perform a complete piece of work.
Task Significance-refers to the amount of impact, as perceived by the worker, that
the work has on other people.
Autonomy- job characteristic that gives employees some discretion and control
over job-related decisions and it appears to be fundamental in building a sense of
responsibility in workers
.
Feedback- refers to information that tells workers how well they are performing.
17. Enrichment Increases
Motivation
Managers can then take action to increase one or more of the five
factors to enrich the job.
Jobs that have been enriched increase the probability of high
motivation, provided that employees
Con’t
o Have adequate job knowledge and skills
o Desire to learn, grow, and develop
o Are satisfied with their work environment (are not distracted by
negative hygiene)
18. Social cues Affect
Perceptions
One explanation for the lack of predicted changes from enrichment
lies in the presence of social cues, which are often rather subtle bits
of information workers receive from their social surroundings. These
social cues may come from co-workers , leaders. Other
organizational members, customers and family.
20. The Individual’s responsibilities to the
organizationOrganizational Citizenship- Applying the social exchange idea makes it
evident that employees are expected to go beyond their job description and
be good organizational citizens. This reciprocal relationship at the individual
level parallels the way the organization expected to behave in the broader
society in which it operates.
Dues-paying- a special case of individual responsibility to others occurs when
employees are expected-by their peers- to pay their dues or put in their time.
It consists of the total costs that a person’s group believes an individual should
pay for the privileges of full acceptance and continuing membership in it.
Blowing the Whistle on Unethical Behavior- it occurs at all levels. Despite
our own optimism about human nature and fundamental goodness within
people, many studies still find that many people act in dishonest ways at some
point in their work careers.
Mutual Trust- is joint faith in the responsibility and actions of the parties
involved; when it is present, each person has a strongly positive expectation
that the other person will do the right thing.