Though John had sympathy for the family pressures she was facing, but her unpleasant behavior was affecting the efficiency of the entire team and the organization. On the other hand, Andy another employee with CES and a team member for the waste management committee, made it worse by creating negativity in the mind of Vincent on the very first day of his office. Vincent resigned his earlier job because of the internal politics and did not want the same issues again. Vincent tough tried in altering Gwen’s job description but knew she won’t be satisfied with that too. John’s inability to anticipate issues and take up steps to resolve the conflict arising due to the Vincent’s presence is harming the output of the organization.
They id not respond appropriately to allegations of abuse. They had not responded to or considered complaints and views of people about the service. Investigations into the conduct of staff were not robust enough and had not safeguarded the residents. The report said that it was now clear that the problems at Winterbourne View were far worse than initially indicated by the whistle-blower and that the provider had effectively misled the Q.C.Q by not keeping them informed about incidents as required by
Micromanagement like this puts employees in a threatened state and unable to perform their best. Additionally, while the reward system may have appeared functional, it ultimately was very poorly designed. Employees felt incentivized to simply “impress” their superiors, which did not necessarily correlate with actual performance. Further, the assessment cloaked evaluations as a part of career development counseling, creating a conflict of interest for the auditor collecting performance information from the employees. Finally, the evaluation system failed to require managers to provide feedback to their reports, inhibiting an environment of learning or growth.
Problems occur if such situations are ignored: If the situations are ignored, it may turn even worse and employees refuse to work, poor coordination and integration. Employees become demotivated and in turn loss to the company since cost factor increases with these situations, there is will be no creativity and innovation in organization of employees. In Case Study "Cape Trafalgar" if the situation is the same i.e., ignoring. Fisher men may revolt against Government and Organizations. Already Fisher men are hostile towards the actions carried with them and this will take worse and there is a troublesome situation for Government if all the opposing parties in the
The individuals were not able to defend themselves, this is an abuse of power and trust. Winterbourne were putting profits before humanity, it was run with a view to profit and with a lack of interest to its residents or staff. Poor working practices are seen here, one member of staff stated that he was originally shocked by the ill treatment of patients at Winterbourne yet became use to it over time. This is unsafe practice, not reporting incidents is also abusing the residents as they are still in danger. It was this member of staff’s responsibility to report what was happening.
If I were a human resource manager, I would be ashamed and I would feel like I didn't do my job, and that I just ignored a safety issue that was serious. The lawsuit costed the company a lot money and I would be afraid that I would lose my job over the lawsuit. The courts verdict would affect me greatly and I would be ashamed to go back to work. Their was no explanation as to why the safety complaints were never investigated
This made fighting on both sides “heartless” and beyond “human decency” (134). The hatred between these two civilizations derived “a process of dehumanization” to get “large numbers of soldiers to kill other people” for killing to come “naturally” or “easily” (page 134). The Japanese felt the Flyboys were inhumane because of the bombings of hospital, factories, and houses. Americans and Japanese had an endless list of cultural opposites such as counting numbers on their hands, reading a book, or greeting someone (page 134). Americans and Japanese “didn’t even agree what year it is.” America and Japan were cultural polar opposites, which made them more enthusiastic to kill each other.
The OSHA investigation concluded that if these regulations were followed, the tragic event could have been avoided. The legal issue is whether or not the courts and the construction company itself should up hold the violations of specific OSHA standards. Explain what the employer did or failed to do that violated the OSH Act. Williams Construction failed to do four very important procedures in regards to the regulations of OSHA. The first violation was the failure to provide training to employees and their managers about how to recognize and avoid unsafe working conditions.
• Poor communication after Mr. Barton discontinued the tally system. ➢ Employees felt management failed to represent their best interests. ➢ Poor communication by management. There was a lack of input requested from sales personnel. Problem Statement The problem, in this case, stemmed from declining department sales and inappropriate business practices that created unpleasant work conditions and significant reductions in employee productivity.
It establishes a fundamental systems and processes for presenting and detecting misconduct, for investigating and disciplining, and for recovery and continuous improvement (Ferrell, Fraedrich, & Ferrell, 2011). The corporate governance did not protect the stakeholders because there was embezzlements from some employees and greed from the executive leadership. There was a lot of turnover at the executive level which made the organization weaken and may not able to carry out its mission. Not having this process in place to detect when there was some unethical acts being taking place has caused a lot of turmoil for this no-profit agency. There was not process in place to follow for recovery for when a mistake was discovered or a problem was reported.