Abstract In this article, the writer notes that the work-oriented culture of today's society has increased the prevalence of office romances. Long hours spent together at the workplace, exacerbated by the lack of time to spend on outside activities, often serve as a springboard for these types of relationships. However, the writer points out that with these relationships come certain liabilities for the associated employer. The writer discusses that forbidding fraternization between employees raises questions of discrimination as well as privacy issues. The writer then looks at the issue of possible no dating policies in the workplace. The writer concludes that the most moral solution would be one that is able to give employers protection against the risks they face with employee dating, while also allowing employees the freedom to live their lives outside the workplace.
Outline:
Abstract
Introduction
Morality Overview
Employer Interests
Are No Dating Policies Morally Acceptable?
Recommendation
From the Paper "As noted earlier, there are significant downside risks for employers who have employees involved in inter-office relationships. Increased incidence of co-worker complaints of favoritism and the resultant negative effect on the team atmosphere and productivity coupled with possible reduced productivity from the employees involved are all significant concerns for an organization. In today's hyper-competitive, increasingly globalized world, these factors could significantly impact a company's bottom line with reduced competitiveness in their industry."
"In addition, allowing employee dating opens the organization up to an increased chance of sexual harassment lawsuits."
Abstract This paper looks at various factors which cause low morale and ultimately low productivity in a workplace. Topics discussed are the impact of discrimination in the workplace; the role of leadership in improving productivity; attributes essential for enhanced productivity; ways to improve productivity in the workplace and the importance of fun in the workplace.
From the Paper "An average employee lives around 10,000 days of his lifetime working. When one looks at it this way, it is rational to try and make this time at work as gratifying and rewarding as one can, so that people can be saved from burning out in advance. As a matter of fact, it is proven by research that the easiest and most effective way to uplift morale, be proof against turnover, and enhance output at the office is through encouraging fun in the workplace. Though most people draw back at the likelihood of achieving momentous goals and having fun simultaneously, it is a very viable blend."
Tags: leadership, role, discrimination, morale, enhanced, performance, communication, vision, production
Abstract This paper explains that the study of spirituality in the workplace is no longer seen as a peripheral concern in management but rather as a subject that can throw considerable understanding on managerial issues and the process of leadership, as well as on learning processes in the workplace and organization. The author explains that this study investigates the relationship of spirituality to aspects of leadership and management such as morality, stress, ethics and unawareness of human welfare. The paper states that the methodology for this quantitative research uses face-to-face interviews with twenty managerial professionals in the commercial aviation services. The paper includes several quotations and the research questions.
Table of Contents:
Introduction
Background
Problem Statement
Purpose
Significance
Nature of the Study
Research Questions
Conceptual or Theoretical Framework
Definitions
Spirituality
Detachment and "Letting Go"
Assumptions
Scope, Limitations, and Delimitations
Conclusion
From the Paper "Another very significant aspect of the theoretical foundations of this study is that there is a sense of progression or movement from a sense of "pure" spiritually to an "applied" spirituality. This means that true inner and subjective spiritual experience is a central motivating force in the manifestation of that spirituality in life and work. Therefore "applied" spirituality is in reality inner spirituality in action in the external world. This aspect has enormous implications for the present study as it suggests that the inner significance of spiritual experiential aspects such as detachment or " letting go" (Zazen in Zen Buddhism ) as a deeply felt experience in the subjective nature of the individual, is translated into understanding and action which can practically improve leadership capabilities and interaction in the workplace."
Abstract The paper explores the advantages of spirituality in the workplace but points out the concerns of organizations who do not want to appear religious and want to remain politically correct. The paper looks at the founders of Ben and Jerry's and Greystone Bakery as business leaders who openly assert their spirituality as a guide in their business operating principles. The paper concludes that incorporating spirituality into the workplace fulfills an original tenet of man's basic universal morality and will motivate employees to work better and to be more satisfied in their job task and performance.
From the Paper "Research reveals that the pros of spirituality in the workplace far outweigh the cons. In fact, most employees need to din a sense of purpose in their work in order to stay motivated (Freed, 2006). Spirituality adds meaning to the performance of professional tasks. Research further suggests that workers will seek more and more in the workplace as in all walks of life to have a "hunger" for spirituality satisfied, which will bring about a new approach to workplace relationships. The implication is that spirituality for most employees and most people is an inherent need that is being recognized more and more."
Abstract This paper analyzes the ramifications of unethical behavior in the workplace, as well as how ethics function at a practical level within work environments. The paper concludes that unethical behavior is extremely unproductive for the greater good, since it distorts economic productivity and decreases the morale of the organization. It suggests that there is a great need for ethics to be instituted within policy initiatives.
Table of Contents:
Thesis Statement
Conclusion
From the Paper "The premise of unethical behavior in the workplace is a foundation for disaster, as the greed of a few persons in high positions can devastate the rest of the company or business by deviant actions. When there are no guidelines for behavior and conduct then chaos becomes the mainstay for all personnel to act selfishly. If the greater good is not kept in tact, then people like Martha Stewart would certainly dissolve the moral fiber of the American economy. Also, the positive growth of feminist ethics in the workplace is helping to reduce sexual harassment and the glass ceiling policies of patriarchal business. This is one example of how business ethics are a practical and extremely useful set of rules for policies that will increase economic productivity and help morale boost unity in the workplace."
This paper compares the patriarchal moral values in the film "Ten Things I Hate about You" by Gil Junger and "The Taming of the Shrew" by William Shakespeare.
1,125 words (approx. 4.5 pages), 2 sources, 2005, $ 44.95
Abstract This paper explains that, in the play "The Taming of the Shrew" by Shakespeare, the message of morality is presented through the patriarchal traditions of family, which also are represented in the modern family as depicted in the contemporary film "Ten Things I Hate about You". The author points out that both fathers are seemingly absent to uphold their authority due to the nature of their professions. The paper assumes that this lack of fatherly presence in the family unit is what makes both Katherine and Bianca choose their own suitors whether it is for dating or marriage.
From the Paper "This drama analysis compares the play "The Taming of the Shrew" by William Shakespeare and the film "Ten Things I Hate About You" by Gil Junger. In the play "The Taming of the Shrew" by Shakespeare, the message of morality is presented through the patriarchal traditions of family. Through the overwhelming power of Baptista to preserve Bianca's marriage status below her sister Katherine, the film "Ten Things I Hate About You" relates a similar set of moral principles in the patriarchal traditions within modern families."
Abstract The paper introduces archaeology, and explains that the concept of dating is central to the science of archaeology. Two broad categories of dating, relative and absolute, are introduced, and four major specific types of dating are presented to the reader; stratigraphy, dendrochronology, obsidian hydration dating, and radiocarbon dating. Each of the four methods are discussed in great detail, each with a closing paragraph devoted to the underlying problems with that particular method. For example, the section on stratigraphy begins with a brief history of the method itself, and introduces such concepts as the law of superposition, temporal sequences of data within stratified deposits, context evaluation, and determining age through the relative position of superimposed artifacts. The negatives of stratigraphy are then discussed, and include deformation, overlapping and reverse stratigraphy, and the method is evaluated on the whole. This format is then applied to the other three types of dating discussed. Finally, a concluding paragraph states that although the four types of dating discussed are infinitely valuable to archaeologists all over the world, there are still problems associated with each that need to be accounted for when using them to address the age of fossilized remains and other artifacts.
From the Paper "Archaeology is the study of past human cultures, and archaeologists must uncover and interpret material remains in order to reconstruct past ways of life. To understand the purposes of these remains, Archaeologists have the task of constructing a chronology of prehistory, using various dating methods. ?Without knowing the age of materials, little can be said about the activity that made them part of the site (David L. Webster, Susan Toby Evans & William T. Sanders, 1993: 128).? Dating is defined as the placement in time of events relative to one another or to any established scale of temporal measurement (Jeffrey S. Dean, 1981: 375). Dating methods used by Archaeologist incorporate the scientific method and have the advantages of objectification, application to isolated cultural sequences, and an expanded span of human prehistory for which an absolute chronology can be built (Keith Brannigan, 1974: 100-101). Scientific methods of dating are invaluable for the prehistoric periods and have revolutionized the archaeologists? ideas about the absolute chronology of the prehistoric culture sequence (Brannigan, 1974: 101), yet each of these scientific methods has many difficulties. Dating techniques fall into two categories"relative and absolute"and include the following: seriation, ceramic dating, potassium argon dating, thermoluminescence dating, archaeomagnetic dating, fission track dating, stratigraphy, dendrochronology, obsidian hydration dating, and radiocarbon dating. This paper will discuss the latter four methods, with an emphasis on the shortcomings of each."
Abstract This paper examines aggressive sexual behavior as it occurs in dating situations among young adults. The author presents salient statistics showing how widespread this problem is. The paper further describes the combinations of interactions in which dating violence may happen. The paper discusses dating violence toward boys, as well as girls.
Outline:
Dating Violence and Its Prevalence
Dating and Dating Violence, Sexual in Nature
Men Upset more by Sexual infidelity; Women, by Emotional Infidelity
Young Women at a Greater Risk of Victimization
A Most Fatal Consequence: STDs
But Boys Get Victimized, Too
From the Paper " There is a difference in the motivation for aggression between the genders. Evolutionary psychology has argued that men are more upset by their partner's sexual infidelity than women are but that women are more upset by their partner's emotional infidelity than are men (Forbes 2005). It identified jealousy as the proximal cause of relationship violence. It would, then, expect men to engage in more frequent and severe relationship violence in response to sexual infidelity than to emotional infidelity. In contract, women would resort to more frequent and severe relationship violence on account of emotional infidelity (Forbes et al)."
Tags:dating, date, rape, sexual, aggression, violence, against, women
Abstract This paper presents a research proposal based on the hypothesis that a decrease in employee morale is directly related to an increase in employee absenteeism. The Department of Child Support Services in San Bernardino County, currently experiencing an absenteeism rate of approximately 75% among all staff, is chosen as a fitting case for this study. The author gives a detailed description of the Department and its history, and then reviews the current literature on the subject of the relationship between employee morale and the rate of absenteeism to allow for a qualitative analysis of the framework study. Frederick Herzberg's Two-Factor Theory is used to support the author's hypothesis and to construct an empirical model which will serve as the framework guiding the quantitative study. The paper concludes with a detailed description of the proposed survey and the way in which the data collected will be analyzed. This paper contains figures and an appendix.
Outline:
Chapter One: Problem Statement
Introduction
Background
Chapter Two: Literature Review
Elements of Morale Model of Absenteeism
Other Causes of Absenteeism
Trends in Absenteeism
Theories of Motivation
The Carrot and the Stick Approach
Need Hierarchy Theory
Valence x Expectancy Theory
Two-factor Theory
Summary
Chapter Three: Theoretical Foundation
Herzberg's Two-Factor, or Motivation-Hygiene Theory
Steers and Rhodes Model of Absenteeism
Summary
Chapter Four: Current Study
Operationalization
Methods
Research Design
Population
Sampling Plan
Data Collection
Data Analysis
Appendix A: Table of Collected Data
Survey Questions
From the Paper "Absenteeism due to low morale or job dissatisfaction usually begins with a psychological withdrawal (Noe et al, 2006). This means that although the employee may be there physically, their mind is somewhere else. Psychological withdrawal can take many forms. An employee may display very low levels of job involvement. At this point the employee has disengaged and no longer considers their work important. There may also be a total disconnect from the company as a whole. The employee now has a low level of organizational commitment. When commitment is gone, absenteeism is on the rise. The employee no longer can identify with the organization and is unwilling to put forth much effort on its behalf."
Abstract This paper explains how spirituality in the workplace has become an important topic since the 1990?s. The paper uses the article, "The Ethics of Shrewdness", to help show how Christians can remain true to their faith while maintaining relationships with others that do not share that faith so that they may be successful in business together.
From the Paper "Christians in the workplace face many rash and fastidious decisions. In the workplace, a manager may argue against dishonorable acts because they may ruin the company's reputation, but he may not imply that those acts are wrong in the eyes of God. During competition and pressure to succeed in business, he or she is enticed to be ?shrewd.? A beneficial quality in decision-making is shrewdness. ?The Concise Oxford Dictionary defines the word "shrewd" to mean ?sagacious, sensible, discriminating, astute, judicious.??(McLoughlin 5) However, cutting corners or cheating to achieve success, as well as bribery are considered to be shrewd business. In order to remain successful in business endeavors, one must be shrewd in these pacifications. In undertaking decisions, absolute ethics would prohibit this fashion of shrewdness. Therefore, a Christian's coherence to an absolute measurement of virtue is viewed as business suicide as well as "religious fanaticism.? In order to coexist with a value system that is opposite of their beliefs, a Christian in the workplace can relate to other business people by simply being shrewd."
Abstract This paper discusses the topic of dating in the United States and shows how technology has affected dating in the last 50 years. The paper shows the impact of technology during this period on dating patterns of "young adults", namely, those aged 13-30, depending on the social norm of the decade. Dating has always been a ritual by which young adults find themselves and discover their sexuality while trying out potential long-term mates. The paper explains that, today, dating has changed considerably due to advances in technology, such as films, MTV, and the Internet.
From the Paper "The partners no longer need to be in the same room, car, or theater, they can be hundreds of miles away from each other and still date online. They can view films together, listen to the same music, and play games all over the Internet. They can chat whenever they want via Instant Messenger or email. The Internet has taken dating to another level, and has proved to be an excellent way for people to meet other people with the same interests and ideals."
Abstract The purpose of this paper is to introduce, discuss and analyze business ethics in the workplace. Specifically, it identifies a basic physical privacy right issue at Harrah's casino in Reno, Nevada. In July 2001, a Reno bartender filed suit against Harrah's, Inc., the worldwide casino gaming corporation, after she was fired from her bartending job. Darlene Jespersen had worked for Harrah's for twenty-one years as a bartender and in other areas of the casino for not complying to new dress rules. It discusses how the Jespersen case is a clear physical privacy rights issue and contends that individual should not give up the rights and ethics they believe in just so they can be employed.
From the Paper "Jespersen's position is based on the deontological considerations that a business should take into consideration regarding employee rights. Morally, it is wrong to force an employee to do something they morally or ethically disagree with, especially after the company hired the employee. If a policy changes, there should be consideration for employees who have been employed for years and may not "fit" with the current policy. As Jespersen emotionally noted, the company could have grandfathered her non-adherence to the program before they took the step of firing her. That would have been the moral and ethical thing to do for a long-time employee. However, that was not an option, and it points to the rigidity of the corporation and its rules."
Abstract This paper addresses how layoffs operate in the workplace. The author points out their impact and strategic importance. The paper suggests ways that layoffs can be made less traumatic for everyone involved in the process.
From the Paper "Joseph Weber in "Business Week Online" writes that, even as the revived economy creates hundreds of thousands of jobs in ..., more than ... people are still being put out of work each month across America. Weber notes that no sector of the economy is ever immune to downsizing. Net of job losses the U. S. has created an average of ... jobs a month in ... . By June of ..., America was ... million jobs below its March ... peak of ... million employed and the pace of job cuts has slowed ."
Tags: Layoff, downsizing, rightsizing, termination, short term profits, productivity, morale, severance, stress
Abstract This paper offers a definition of dating violence and provides examples of incidents of dating violence. The paper also examines evidence concerning the extent of dating violence and looks at suggested ways of coping how to deal with it. Additionally, the paper discusses the underlying motivation of dating violence.
Abstract This paper discusses the factors needed in order to integrate principles of ethics and integrity in the workplace, based on the writer's review of "Organizational Communication: Balancing Creativity and Constraint," by E. M. Eisenberg, H.L. Goodall, and A. Trethewey, "A Framework for Understanding Organizational Ethics," by O.C. Ferrell, and "Organizational Communication: Challenges for the New Century," by E. Jones, B. Watson, J.G. Gardner and C. Gallois. The writer demonstrates from the literature review that organizational ethics and integrity are generally set out in company rules and policies. They are also communicated through the company's social system, and through other forms which, although not stated aloud or written, create the organization's ethical climate.
Outline:
Introduction
Statement of Thesis
Significance of Study
Review of Literature
Summary and Conclusion
From the Paper "Stated as requirements for becoming more mindful in the workplace are the following: (1) analyze communication situations and develop strategies for accountability goals informed by the organization's culture; power relations among participants and differences in message interpretation derived from race, ethnicity and gender; (2) Think actively about possible communication choices, especially those that don't seem like choices as well as the potential organization, relational and personal outcomes of those choices; (3) adapt messages in a timely and thoughtful manner when seeking to inform, amuse, persuade or otherwise influence listeners and audiences; and (4) evaluate the feedback or response received as an indication of successful the purpose was accomplished."
