Potential costs associated with sexual harassment would incur in both organizations and the individual employees. Next, we discuss six main current Human Resource (HR) challenges and implications. The challenges caused by sexual harassment in the workplace are that it can create an uncomfortable environment for employees, lawsuits that can result in costly amounts and ultimately give the company a bad reputation, lack of discretion during investigations of sexual harassment, the perception of what sexual harassment is, obtaining proof during an investigation, and different perceptions of sexual harassment due to cultural differences and diversity in a workplace. Furthermore, we provide five possible recommendations that can be implemented in organizational environments to reduce the risk factors involved with such harassment. These include a code of conduct/contracts to be read and signed by new employees, updating employee’s knowledge
Plagiarism in the Workplace Plagiarism is the act of stealing someone work and using it without giving proper credit to the author. Many consider plagiarism as only happening within the area of education, but it can also be done in the workplace. It can lead to temporary leave of absences without pay, termination, and possibly claims being brought up against that person. In addition, people who take someone work show lack of confidence, incapability of doing work of their own, lack of respect for others and their work, and laziness. However, plagiarism can also be unintentionally if sources or not cited correctly.
If an employer fails to meet its duty to conduct an adequate background check and hires an unfit employee who uses his or her position to inflict harm on others, that employer may be liable for negligent hiring. Here in this case, the delivery company hired these deliverers, one of whom had pled guilty to a charge of fourth degree burglary with an intention to commit theft from a dwelling. This is clearly a case of negligent hiring without a background check. Also liability for negligent hiring is limited to situations in which an unfit employee harmed others while on the employer’s premises or while using the employer’s property. In this case, delivering a new washing machine to the home of a customer indicates that the theft was conducted in the working hours and on the employer’s premises.
Negligent Tort Tort is actually termed under law of tort, which clearly defined it as those situations or conditions where the illegal conduct of one party causes harm to other that is party A had to face loss due to unethical or wrongful deed of party B. Tort can be either negligent that is unintentional or intentional. (Larson, 2003).Examples of intentional torts is fraud, defamation, offence, insult, assault or interference etc. For example, during a business meeting an employer suffers from a reputation loss or insult due to the wrong deeds of another employer, to whom he had fight. Negligence tort refers to the conditions under which the law will hold an individual, who has a duty of care to another individual; that is legal personnel will grab the person who is responsible for any harm or damage his negligence may have caused the injured party.
Particularly, we will be focusing on the characteristics of people who exhibit negative team behaviors. I will also give an example of my experience with a team where one of the members exhibited these behaviors and how it affected the team. Negative team behavior is exhibited by team members who continuously put down other people’s suggestions and ideas. For instance, they aggress, criticize, and insult others. They waste the time of the group with redundant recounting of irrelevant subjects or individual achievements.
A ton of individuals from the outside came in and took temporary positions to fill their roles in the factory, making a hostile environment in the area. Cars were vandalized, and people were threatened. Luckily this all ended, and there came to be an agreement granting them their rights. It was interesting to read into both sides of a similar story such as this one, and maybe I’m somewhat biased, but I still can’t help but side with the union in this particular case. The company had accomplished multiple unfair practices, from interrogating employees to not recognizing their bargaining rights.
Aggression may be a consequence of many elements, including his knowledge and/or awareness of having been offended, disillusioned, let down, banned, tormented or betrayed with subsequent feelings of anger, antagonism and bitterness. This can be expressed by Rashad by doing a job poorly or asking multiple questions, asking for clarification of his duties, as a way of getting back at the nurse for her statement. Employees can express opposition indirectly through stalling, ineptitude and absentmindedness. Their resistance mirrors hostility but not openly. Their aggression is undercover.
When we think of a negative leader that we encountered we want to take a step back and remember the impact. People under negative leadership can suffer dysfunctional for months or years and so as organizations. A futile business is because of the poor performance and it is because of incompetent leadership or negative leadership. Successful companies are successful for different reasons but dysfunctional leadership companies are dysfunctional in the same way (Jones). The Subject of leadership has been greatly described by the many scholars, researchers and authors, but still it’s a challenge to many companies.
My analysis demonstrates that ``workplace bullying'' supplies a helpful interpretation for a range of unfair practices, but that the current emphasis on persistent and/or harmful experiences should be problematised. Persistent, offensive, abusive, intimidating, malicious or insulting behaviour, abuse of power or unfair penal sanctions which makes the recipient feel upset, threatened, humiliated or vulnerable, which undermines their self-confidence and which may cause them to suffer stress (MSF [working definition of workplace bullying], 1995). [e.g.] Setting objectives with impossible deadlines; removing areas of responsibility and giving people menial or trivial tasks to do instead; taking credit for other people's ideas; ignoring or excluding an individual by talking only to a third party to isolate another; withholding information;
It is usually carried out by an individual but can also be an aspect of group behavior (see “mobbing” below). Some examples of bullying behavior are: Verbal communication • Abusive and offensive language • Insults • Teasing • Spreading rumor and innuendo • Unreasonable criticism • Trivializing of work and achievements Manipulating the work environment • Isolating people from normal work interaction • Excessive demands • Setting impossible deadlines Psychological manipulation • Unfairly blaming for mistakes • Setting people up for failure • Deliberate exclusion • Excessive supervision • Practical jokes • Belittling or disregarding opinions or suggestions • Criticizing in public Context is important in understanding bullying, particularly verbal communication. There