| Customers | Customers can stop buying products displaying the john Lewis logo, word of mouth means that john Lewis can be seriously damaged by customer shifts. They have a huge influence on the aims and objectives of john Lewis. However john Lewis may feel that it has sufficiently strong, brand loyalty to ignore customer input. | Employees | Employee can make john Lewis alter their aims and objectives to include staff needs and wants, john Lewis altered their company objectives to include the working conditions of its staff, however a set time when unemployment is high, employers are in a position of greater power as employment is harder to find. | Trade union | Unions mainly focus on the treatment and pay of the employees.
He provides both facts as well as assumptions about why things have occurred within this large generation of people. His main sources of evidence include: personal assumptions, generalizations, facts, statistics, percentages, and prior life knowledge. He backs up his own assumptions with statistics by stating such things as “85% of hiring managers and human-resource executives said they feel that millennial have a stronger sense of entitlement than older workers.” He continues on to bring evidence to the idea that people within the millennial generation have a lack of loyalty to a company by stating “about 44% would renege on a job acceptance commitment if a better one came along.” Also, “about two thirds of the millennials said they would likely ‘surf’ from one job to the next.” Although a lot of his assumptions about the millennial generations are hard to argue, the real reliability within this article is within the statistics and quotations. Although he does make strong points with his own observations and understanding of the multiple generations his real reliability resides outside of himself. His use of quotes from other well known sources help back up his arguments in his most persuasive way.
“Hiring Based on Age” While reading, “Why Older Workers are Better Workers” by Dave Bernard published in the U.S. News & World Report LP (2012) and “Millennials accused of lax work ethic say it’s not all about 9-to-5” by Ian Shapira published in the Washington Post (2010), I discovered that Employers are indecisive when it comes to hiring youthful workers vs. aged workers. Youthful workers are indeed full of energy and eager to learn while aged workers tend to be more experienced, relaxed, and set in their ways. Age should not be a determining factor when hiring new employees. First of all, it is discrimination. Second of all youthful workers and aged workers, both have something to bring to the table in terms of personalities,
Mr. Dale, the factory owner, set regulations in order to ensure the safety and welfare of his youthful workers. c) One cannot conclude with the given information that child labor was a fallacious attempt of society to increase profit. Therefore, an additional document such as a descriptive, first person account of working conditions from a mistreated worker child is needed to further make this conclusion (ADOC). II. Harsh environment faced by workers of the Industrial Revolution d) In the Conditions of the Working Class in England (Doc 7), it is obvious that worker settlements of the Industrial Revolution were of poor conditions.
We have to be careful not to categorize someone based solely on the year he or she was born, but it is helpful to understand typical behaviors and values of each generation in the workplace. In turn, this means different needs and working styles which can cause conflict in the work environment. However, this tension among the generations seems to be overlooked or ignored. These conflicts play out on a team level in ways that hinder productivity, increase turnover, lead to frustration and poor morale. Not everyone agrees on when each generation starts and ends.
Concerning the specific nature of the "social contract" between employer and employee, there is as yet no real agreement on what this did, or does, entail. What all writers on this subject agree on is that the present era of globalization, recession and downsizing has radically altered the older nature of employer and employee relations. Diane Bister, a professional career counselor, holds that, in general, the older social contract governing the workplace revolved around security. Job security was seen as dependent on good work, company loyalty and seniority. Like all writers in this field, she sees the modern era as one of downsizing and globalization, which has radically altered this contract in favor of the employer.
Some argue that is results in low workers motivation, inflexible to respond to customer’s needs or to adapt to changing market conditions. On the other hand theorists argue that it is a fair, treating everyone according to rules, cost efficient in organizations that use mass production and stability is maintained through control. A group of writers known as bureaucratic dysfunctionalists have identified several weaknesses of bureaucracies and criticized these sharply: The first one is Robert Merton: he argued that over time people in bureaucracies start to see “following the rule” as a goal. You act as if the goal is to follow the rule instead of the effect the rule has. He calls this goal displacement Selznick found something similar.
Herbert Gutman’s essay focuses primarily on the effects industrialization (the technological advancements of machinery) had on the labor ethics of the American working-class. The new and different working environments significantly altered the way workers acted during labor hours. However, I think Gutman also presented many facts that would suggest that industrialization itself wasn’t the largest influence on laborers’ work ethics. In my view, factors such as cultural background, gender, and age are just as, if not more, relevant to citizens’ ethics in the workplace. Different groups of people behaved in different types of ways depending on where they came from, who they were, and how old they were.
Our society changes our attitudes and views on life more than our biological make-up. This dissertation investigates the hypothesis that in some cultures, men versus women cannot overcome stereotypes in the business world. Based upon both, feminist and masculine theory, the study argues that the characteristics that influence male and female behavior in the workplace are essentially, despite the fact that women are less likely than men to be promoted to high level positions. The paper concludes that stereotypes apply in general to both sexes and serve their purpose to help us make judgements when we do them intelligently and not absolutely. Considerably more work will need to be done to determine if individual differences in masculinity and femininity have both genetic and environmental components.
By structuring the personalities of the young and stabilizing the personalities of adults, the family provides its members with the psychological training and support necessary to meet the requirements of the social system. Parsons concluded the family is more specialized than before but not in any general sense less important because society is dependant more exclusively on it for the performance of certain of its vital functions. Thus the loss of certain functions by the family has made its remaining functions more important. Not all sociologists would agree, however, that the family has lost many of its functions in modern industrial society. Ronald Fletcher, a staunch supporter of the family, maintained that just the opposite has happened.