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."
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. "
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."
Abstract This paper explains that, before the decision was made in the Oncale vs. Sundowner Offshore Services, Inc. case, there was no clear way to deal with same-sex harassment. The author points out that, in this case, a hostile environment was defined as a derivative of physical and verbal harassment suffered by the plaintiff and perpetrated by coworkers. The paper states that studies on same-gender sexual harassment suggest male-male sexual harassment has a more severe impact upon psychological and job-related outcomes than other forms of sexual harassment.
Table of Contents
Introduction
Definition of Sexual Harassment
Same-Sex Sexual Harassment
Studies Conducted Concerning Same-Sex Harassment
Conclusion
From the Paper "The quid pro quo type of sexual harassment involves sexual advances that are unwelcome, physical or verbal conduct of a sexual nature, or requests for sexual favors. These actions are seen as quid pro quo harassment when (1) submission to these actions are made either explicitly or implicitly a condition of a person's employment, or (2) submission to or denial of these actions by an individual is used as the basis for employment decisions affecting the individual. Hostile environment sexual harassment involves ?unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute "hostile environment" sexual harassment when such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive working environment.? "
Abstract This paper examines the question of whether there is any correlation between age and job satisfaction and concludes that age is a highly correlated predictor of employee satisfaction. In determining this, the paper considers several factors that likely contribute to that state of satisfaction including difficulty of finding a job at an older time of life, reluctance to part with built-up prerequisites such as leave time, insurance benefits, profit-sharing and regard of one's coworkers, employers and so on.
Chapter One: Background
Chapter Two: Literature Review
Chapter Three: Research Statements and Methodology
Chapter Four: Results and Conclusion
From the Paper "When there are too many workers and too few jobs, it seems that an investigation into job satisfaction is relatively without merit; when people are simply happy to have a job at all, they are unlikely to leave that job simply because some parts of the job itself, or the company, or their co-workers or the pay doesn't suit them perfectly. Although that is the situation at the moment, however, it will not always be so. While there are currently abundant older workers, notably the Baby Boom members born between 1946 and 1966, behind that generation-the generation of people born in the 1960s-there is a very small generation. No one at the moment is thinking about Baby Boomers and job satisfaction; mainly, at least from reading the consumer media, one would get the idea that companies' main desire is to simply get rid of the Baby Boomers, preferably without having to continue to pay their high salaries or pensions. Their lack of satisfaction would seem to be a bigger boon to businesses today than is keeping them happy. However, as noted, that will change. Before it does, it would be interesting to know not only if older workers in general are more satisfied with their jobs, but, if not, what is it that a company could do to help them in that respect."
Abstract This paper reviews the film "Erin Brockovich", focusing on the feminist implications of the main character, portrayed by Julia Roberts. The author suggests that this movie is an about-face for the film industry, which typically has portrayed women as either compliant housewives or aggressive sexualized women. The paper studies how Erin surpasses these limited roles, going on to prove herself to her boss and coworkers despite stereotypical assumptions; find a non-traditional method for child-care; stand up to male persuasion; succeed in helping her community; and use her sex appeal in a positive manner.
From the Paper "Although Erin has a successful job, she does not stay home all day with the children. Instead, Erin uses her charming appearance and hard-to-get attitude to capture the affection of her neighbor. Erin reverses the accepted roles of man versus woman. Her new boyfriend becomes the caretaker, staying at home with the children and cooking dinner, while Erin goes out to make a living, supporting her family. In doing this, her children and boyfriend lose their patience with her continually making sacrifices for her job. Soon after, her son picks up a report about one of her sick clients; "she is the same age as me" he acknowledges."
Tags: Julia, Roberts, hollywood, movie, feminism, non-traditional, sex, appeal, women
Abstract The paper examines alcoholism in the workplace. The writer proposes that choosing to overcome alcoholism is of vital importance, not only for the welfare of the alcoholic and his or her coworkers, but for his or her family and society as a whole. The paper discusses how this chronic disorder, which is characterized by alcohol dependence, frequent excessive drinking, the development of withdrawal symptoms when alcohol intake is reduced, and a decreased ability to function in society or the workplace, is a problem of epidemic proportions in America.
From the Paper "Everyone agrees that alcoholism in the workplace is a significant problem, and that choosing to overcome alcoholism is of vital importance, not only for the welfare of the alcoholic and his or her coworkers."
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."
Abstract In this article, the writer discusses the dangers of dual relationships within the mental health field. The writer maintains that counselors and therapists should avoid establishing or allowing the establishment of dual relationships within the context of their professional capacity. The writer concludes that this is not only an ethical imperative with respect to the client/patient continuum but also extends to dual relationships among patients in group therapy settings as well as relationships between coworkers and colleagues.
Outline:
Abstract
Introduction
Dual Relationships in Group Therapy
The Counselor/Client Continuum
Conclusion
From the Paper "Clearly, these negative developments that arise due to the existence or the establishment of dual relationships can have a very real and a potentially very harmful impact on the counseling process within the group therapy setting. Yet, all of these negative attributes can just as easily develop within the dual relationship context in the single-patient counseling environment or in the back office relationships that arise within the clinic or treatment facility setting. In all instances, the effectiveness and the objective of the counseling process is undermined and made almost irrelevant due to the dual relationships allowed to develop."
Abstract This paper discusses the serious and often underreported problem of substance abuse in the nursing sector. The writer explains that a stressful workplace, ease of access to drugs, and the enabling attitude of coworkers all contribute to the development of drug abuse. Besides hurting themselves, substance abusing nurses also pose a serious threat to the life of the patients under their care. The writer suggests that nursing managers should promote a safe and open organizational culture to permit early recognition and intervention for the problem. The writer concludes that substance abuse related training should be integrated into the main curriculum of nursing education.
From the Paper "Drug addiction is a serious problem in our society. Addiction among nurses who are one of the main pillars of health care delivery is an even more dangerous and largely ignored problem. Statistics show that substance abuse rate among nurses is as high as in the general population. It is estimated that 10% of the nursing population are substance abusers. Recent statistics from the ANA indicate that 6 to 8% of nurses abuse drugs to such an extent that it interferes with their professional ability."
Reviews A. De Jong, K. de Ruyter and M. Wetzels' research article 'Linking Employee Confidence To Performance: A Study Of Self-Managing Service Teams' in a 2006 issue of the "Academy of Marketing Science Journal".
Abstract This paper explains that De Jong, de Ruyter and Wetzels (2006), in their research article 'Linking Employee Confidence To Performance: A Study Of Self-Managing Service Teams', review the specific variables, which can impact the overall performance of self-managed teams (SMTs). The paper points out that De Jong and coworkers argue that what occurs at the individual level clearly has repercussions for how the team operates and how effective they are at performing their job. By providing a direct link between team performance and clear quantitative measures, this research codifies the importance of internal team development in improving outcomes for the organization. The paper relates that, while the focus of this research is not the internal dynamics that lead to team efficacy, there is strong support for these identified quantitative factors, which are needed to create team efficacy and improve organizational outcomes.
Table of Contents:
Author's Main Point
Conducting Research
Personal Experience
Comparison of Ideas
From the Paper "The results provided in the investigation suggest that team efficacy had a positive impact on both customer perceived service quality and financial performance of the team. In short, team efficacy was important for bolstering customer satisfaction and the overall performance of the team. Placing these results in the context of personal experience, it seems reasonable to argue that I have experienced this in practice. As a member of a cross-functional team, I have found that that ability of individual members to effectively contribute to the team is essential to how it performs."
Tags: individual efficacy, group potency, service delivery, cross-functional
Abstract This paper discusses the concept of employee development, drawing in particular from the article "Improving Organizations by Coaching Individual Development Using Resources-Based Business Strategy" by W. Scott Sherman and Chapter 9 from the textbook "Human Resource Management" by Noe et al, 2008. The writer defines what is meant by the term and explains its importance to both employers and employees. The writer also describes five mutually exclusive ways, often used in some kind of combination, which companies can implement to achieve employee development. The paper concludes that employee development is vital to productivity, and is one way for companies to keep up with a constantly changing business environment.
Outline:
Definition of Employee Development
Benefits of Employee Development
Approaches to Employee Development
From the Paper "Employee development is a key contributor to a company's competitive advantage as it helps develop managerial talents while allowing employees to take responsibility for their careers (Noe et. Al, 2008). There is increasing evidence that today's consumers and employees are more educated, informed and demanding. In addition, many other variables are making it more difficult for companies to compete. The workplace has become more diverse through globalization and the newer generations are having different needs, values, goals, perceptions and levels of motivation. Employees are competing more for power, status, manager's time and opportunities for personal growth and development."
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 The paper explores the challenges that the modern black woman must face in corporate America. The paper reveals that black women are more likely to be subjected to incidences of sexual harassment and racism, their salaries are lower, they are more likely to be passed over for promotions and they have a difficulty in developing positive relationships with management and coworkers. The paper relates that due to these difficulties, they are beginning to launch their own businesses. The paper suggests that one of the ways corporate America can combat this problem is to apply diversity management techniques since affirmative action legislation is too controversial and can create hostility in the workplace.
From the Paper "There are significant barriers that face black women in the corporate world of the United States. Many women of color have the same educational background and work experience as their white counterparts, but they are not offered the same opportunities. Many black women find that they are unable to advance within a company and they remain at entry level positions. Black women face career related barriers to success and often lack credibility and earn a lower salary because of their gender and sex. Incidences of black women being harassed by their coworkers and managers are extremely common. Diversity management techniques need to be utilized in order to combat this serious problem."
