Why does she always end up underpaid and overworked? She admits that she would like to find another job, but she feels it would be disloyal to cut back on her 80-hour work week to make time to pursue that goal. So, she subordinates
This feature can make it difficult for support staff to engage well with individuals, impacting on the level of support received. An example of this is one tenant who is autistic who finds it difficult to speak with people face to face. The tenant prefers to be alone at all times. This makes it very hard to support them as they often will not open their door, instead they will shout through the door that they are ok and do not need any help. This tenant does not get much support due to this which impacts on practice, staff are not able to complete tasks with her, and not able to physically monitor her well being.
In addition, female executives travelling alone or in the company of male associates are rare in China. This, therefore, is a key deterrent to women involvement in business since the business structure in the Chinese culture is heavily dependent on personal contacts. Furthermore, most Chinese deals are sealed in clubs and bars, which are ‘no go’ zones to women and thus further limit women participation. Moreover, it is rare to hear a report that addresses sexual harassment in Chinese companies since this will result to loosing mianzi for the family of the employee. A company that has to establish itself in China has to address the issue on sexual discrimination with adamant care.
She feels uncomfortable around people she does not know. Instead of attending event more often and trying to get over her shyness, she stopped attending events because it something she can not change. This is an example of learned helplessness. There were thing that she could have done to try and get over her shyness, but she chose to give in to it. Expert interview: She believes is shyness is her major problem in life then she is lucky.
Working alone as an accountant was most likely not meeting her need for human interaction. Tricia found and applied for a job as assistant director in a national chain retail store. She was quickly hired to work alongside 2 other assistant directors, one of whom had more management experience than she did, as well as both full time and seasonal employees. Tricia was highly motivated after training commenced but was not aware of the current state of the store and would become increasingly dis-enchanted over a period of a handful of months. The store was not being managed well currently and the store director Heather was resentful of the companies hiring practices that excluded her from the process.
They go out of their way to shut out social relationships even with family. Most people look at these people as socially inept. Emotional expression is a missing trait from the people with this disorder. Many people see this as being non caring individuals or not being interested. Those with paranoid personality disorder want to be invisible because it will help them with their social avoidance.
Other nurses and staff members are not this strong, opting to go elsewhere to only do their ‘fair share’. These nurses say that their families deserve their time as well as the patients and they feel that they are unable to equally divide their time with family if they are physically and mentally drained every day. High staffing turnover leaves another problem for the administrator. Making sure not to hire people of a certain character out of desperation is a different type of challenge for the administrator. Those people that are labeled as elder abusers, thieves or predators cannot be a part of the staff in these facilities and must carefully be weeded out of the hiring process.
This however, does not sit well with people who are becoming unemployed or who have seniority at their current jobs. Attending college is neither cheap nor convenient when you take into consideration that a lot of the employees who have been working for so long. In their brains they just are given a task and do it. They do not have the drive or means to set time aside to go take day/night classes, to keep up with and adapt to the social and economic changes. Plus, you have to take into consideration that a lot of these people have a full table to support at home.
Women in Science Women were rarely acknowledged if they chose to participate in scientific research during the seventeenth and eighteenth centuries. This was mostly due to the fact that science had been a majority of times a male field of study over the centuries. Women were thought to be incapable and stepping out of their place of beauty and housework. Mostly negative reactions and attitudes were given to women that chose to work in fields of science. Many men had an attitude of superiority and most women judged the women working in sciences negatively.
Case Study 4.1 Diana’s disappointment: The promotion stumbling block Question 1 These are the various factors that I believe led to Diana not being promoted: · Self –awareness: When Diana had not been promoted the first time, she was told by her supervisor that she needed to work on her people skills. During another visit from her supervisor, it was suggested that Diana try to be friendlier and become more approachable to the employees. At that point, Diana should have realized that this is a weakness for her and that her lack of people skills might be the cause of the high turnover in staff she has been experiencing. Since Diana did not take her supervisor’s advice, it would appear to her superiors that she has no intention of changing from her current style of managing; this would cause some concern as Diana would be training new managers. With Diana’s history of poor people skills and large turnover in staff at her own restaurant, her superiors would not want Diana in charge of training the new managers.