Abstract
The paper relates that there is no fast and hard rule when it comes to horseplay and flirting on the job. The paper asserts that the rule that we all have though lives within us; if we are uncomfortable then the work atmosphere around us is inappropriate. The paper discusses how there are times when we may witness the sexual harassment of a coworker and the banter may look like both parties are partaking and enjoying what is unfolding, but the truth of the situation is that if you are uncomfortable with the sex talk then you can report your observations and feeling and ask for that kind of behavior to end in your work environment ("Does flirting and bantering between co-workers constitute sexual harassment", 2009).

From the Paper
"What do you think her co-workers should have done? There is no fast and hard rule when it comes to horseplay and flirting on the job. The rule that we all have though lives within us. If we are uncomfortable than the work atmosphere around us is inappropriate. There are times when we may witness the sexual harassment of a coworker and the banter may look like both parties are partaking and enjoying what is unfolding. The truth of the situation is that if you are uncomfortable with the sex talk then you can report your observations and feeling and..."

Tags:regime, theory, harassment

Abstract
This paper describes the writer's interview of one his co-workers. The paper relates that the interviewee was of Mexican-American descent and that his family emigrated originally from Mexico to El Paso, Texas back in the early 1900s. The paper then proceeds to describes the co-worker's background and life circumstances as well as how he thought his culture differed from the culture of the writer himself who is African American. The paper explains that the interviewee felt that the challenges of belonging to a minority group are many; however, for the most part people have not been discriminatory toward him.

From the Paper
"Mr. A.C. reported that he has experienced some discrimination based on the simple fact that he is Hispanic and because of his accent. The example he noted, included an incident where because some Mexican food tends to be "hot" and "spicy", that's what is always eaten. He went into the conference room one day for a luncheon, and someone immediately walked up to him and told him where the "hot and spicy" food and mustard was."

Tags:discriminatory, multiple roots. family holidays stereotypes

Abstract
This paper explores the link between organizational climate and job satisfaction, examines factors from both facets of organizational climate and job satisfaction, and how each impact the contemporary challenge confronting organizations, to ensure their organization succeeds in producing profitable products and/or services. The paper relates a myriad of concerns, considerations, challenges, along with counter-challenges to challenges, and culminates with the recommendation that organizations more constructively invest in ensuring a positive organizational climate, to consequently help resolve recruitment and retention problems. The paper suggests that organizational climate impacts employee job satisfaction, which consequently impacts commitment and turnover, which in turn, contributes to the determination of an organization's success.

Outline:
Significance of the Study
Study Aim
Study Methodology
Literature Review
Personal and Shared Climate Perceptions
Valuing Individuals' Perceptions
Job Satisfaction
Supervisory Style
Job Involvement and/or Commitment
Coworker Relations
Supervisory Style
Coworker Relations

From the Paper
"The methodology this researcher proposes to use to validate the approach examining that link between organizational climate and job satisfaction includes a thorough literature review of peer reviewed resources, along with a randomly distributed questionnaire. This researcher contends this particular proposed methodology to be most appropriate for this research effort as it compliments previous studies with a fresh investment of contemporary "real-life" considerations from individuals currently experiencing how organizational climate influences their job satisfaction. "

Tags:organization, mandates, considerations, staff, turnover, challenges

Abstract
This paper consists of three separate papers. The first is a personal SWOT analysis of the individual, who is seeking a degree in graphic arts. The second is an essay describing what the student learned in the course and defining his values, why he wants to go to finishing school, his learning style, Gardner's intelligence and personality type. The third is a 4-page write-up of an interview with a coworker.

From the Paper
"As a future communications director, my strengths are a natural talent for graphic arts, excellent organization skills and an ability to motivate and lead people. I take the time to develop my skills and become outstanding at what I do and I am constantly researching to stay abreast of the latest trends in my field. A weakness that I intend to overcome is a tendency to write in only one style. I recognize that the style should match the purpose of the writing and..."

Tags:personal SWOT, graphic arts, communications director, interview, FedEx

Abstract
This paper examines accountability in the workplace as it relates to workers and their relationships with their managers and with their employer. This paper also examines the phenomenon of tardiness in the workplace and how it negatively impacts on managers' perceptions of individuals and can negatively impact the coworker morale.

From the Paper
"According to an essay published on the International Association of Administrative Professionals website, accountability in the workplace involves taking ownership of your work and viewing the work you do not from your own perspective but from the perspective of your manager and other stakeholders. In the past, it was not uncommon for employees to perform tasks without ever understanding why the job had to be performed or how the work they did contributed to the organization for which they worked. It is widely..."

Tags:Accountability, workplace, employees, relationships, employers, longevity, careers, loyalty, productivity

Abstract
In this essay the writer discusses that many companies have rules requiring that employees do not date or marry fellow employees. The writer explains that companies have a variety of reasons for this. The writer then points out that some companies believe that when employees date each other, it distracts one or both from the work they should be doing, resulting in lowered work efficiency. There is some concern that dating or attempts to date another coworker can contribute to sexual harassment complaints, and it raises concerns about favoritism, particularly if one of the dating couple has authority over others. However, the writer maintains that a business' concern should be with its bottom line, not managing people's private lives. The writer concludes that a business has a responsibility to keep running as smoothly as possible and such rules can contribute to maintaining an atmosphere that encourages productivity.

Outline:
Introduction
Reasons for the Rules
Ethics of Workplace Romance Rules
Bibliography

From the Paper
"For instance, a romance where the two people hold different positions in the company's hierarchy may reflect badly on the person in the higher position. The person in the lesser position may wonder if his or her advancement is based on personal competency or on the special relationship with a more powerful person. Others may wonder the same thing. If the general culture of the company looks down on office romances, the two people may find that they receive negative feedback from others."
"Business managers look at the issue of office romances and see a variety of potential problems. The existence of the romance could make difficulties for the two within the workplace as they connect with the larger organization. Suspicion by others of favoritism in all sorts of ways, including allocation of resources, may be common. It may negatively affect cooperation among other workers, and raises the question of whether everyone is being treated fairly."

Tags:employees, workplace, rules, romances

Abstract
In this paper, the author describes a conflict which came about with two engineers regarding how to meet a customer's needs. it includes a description of the author's behavior and reactions to the situation. This is followed by a self-analysis of the author's behavior and recommendations for self-improvement.

OUTLINE:

Introduction
The Context
My Behavior
Analysis
Recommendation for Improvement

From the Paper
"My initial reaction to the alternate product design was negative. It was not what I had been envisioning and therefore my first response was to say, gNo. h I then proceeded to explain to the other two members of my team more details of what I had been thinking would be a more appropriate design, explaining to them the areas where I thought their design was lacking. When they continued to explain why my design was going to be more difficult than what they felt it was worth and how their design features would offer similar benefits, I began to consider the idea; however, I was still unsure that it was what the customer truly wanted and so did not back down, forcing them to adopt my design almost entirely."

Tags:confrontation, problem, solution, assessment

Abstract
This paper covers the issues related to Internet abuse, sexual harassment and e-mail harassment in the work place based on a given case study. The case study illustrates abuse of the workplace environment and the trust accorded by employers and coworkers.
The paper then turns to the controversial question of the right of the employer to monitor employee e-mails and Internet use and if so, the question of the extent to which this is allowed.

From the Paper
"When an employee enters the office environment he or she is essentially entering a place where he is being trusted to cater to the organizational culture. The salary received by the employee is not merely for services provided but rather the sense of loyalty and trust that he or she incites in the employers and the coworkers. In the same context, the employees within the organizational environment trust the management to keep them safe and expect their coworkers to maintain a stress free environment as far as possible. The policies created for the regulatory functioning of the work place are then presented so as to maintain certain decorum of trust within the organization. These policies then create the culture of the organization and work to create the reputation the organization has in terms of employee's and customers for the most recent research suggests that a satisfied worker produces more turnover in terms of production and is thus, more motivated. Any interference in these policies would then directly interfere with employee motivation."

Tags:internet, abuse, sexual, harassment, case, study, workplace, environment, trust, employer, employee, coworker, right, monitor

Abstract
This paper discusses how standardized ethics policies provide guidelines to the employees of an organization to reflect the behavioral and operational standards of the organization. Ethics policies not only reflect legal matters but also the beliefs and values of the company. The paper looks at how important elements of a comprehensive code of conduct include the guidelines for relationships with clients, suppliers, influential parties, and coworkers and how guidelines for use of company, client, and supplier resources should also be included to ensure acceptable use of all company and client equipment and property. The paper uses Boeing as well as a fictitious company referred to as Company X to illustrate acceptable use of company and affiliate resources.

From the Paper
"Other misuses of company resources and equipment can have more severe legal implications and consequences. An employer can in some cases be held legally responsible for the illegal actions of an employee that acts within the course and scope of employment (Lype, 2000). Many superstores like Company X offer delivery services for some of their larger items. If a delivery driver commits a crime or gets into an accident while operating within the course and scope of their employment, Company X could be held responsible for personal injury or damages to a third party. While the company may not always be liable for the illegal actions or gross misconduct of an employee, they can be held responsible in some circumstances. For example, if a delivery driver gets into an accident while on a delivery and causes bodily harm to another individual, the employer could be held liable if they did not conduct a thorough background check on the employee which would have revealed a history of negligent driving (Lype, 2000)."

Tags:supplier, coworkers, conduct, boeing

Abstract
This paper examines how relationships in the workplace are often positive in nature and allow for employees to enjoy their work experience and how the most controversial workplace relationship is the office romance. It looks at how the detrimental effects of these types of relationships range from sexual harassment suits to retaliatory actions after the breakup to jealousy from coworkers. It also evaluates how friendships and nepotism work much like a romance as far as office jealousy and a feeling of unfairness in the workplace is concerned and how workplace romance policies usually exist at companies around the country, but nepotism policies often do not.

From the Paper
"As women now constitute forty-six percent of the American work force, office romances and dating is a fact of life. As the preceding survey results indicate, some offices have gone so far as to completely ban this type of interaction. The problem with this knee-jerk type of reaction is that it tends to push office relationships underground. Coworkers will still get involved with one another and everyone will know about it except management. In a recent survey of Canadians conducted by Workopolis.com, sixty-three percent of the respondents indicated that they had a workplace romance in the past. However, only fifty-seven percent said that they felt workplace romances were acceptable."

Tags:nepotism, friendshop, policies, sexual, harassment