Describe how direct or indirect discrimination may occur in the work setting Direct discrimination is when someone is treated unfairly due to their circumstances; an example of this could be missing out on a promotion at work because your employer thinks you are capable but chooses someone younger instead because they will be working for longer. Indirect discrimination can sometimes go unnoticed by people, rules
Some employees will try to produce more for fear of losing their jobs, but this does not provide positive motivation which, in my opinion, is a better means of motivation. I do not feel that these ranked appraisals necessarily boost morale by pointing out an employee’s ranking in production when they are hardworking, show up on time, and don’t miss days. For employees that don’t try and don’t want to work, this an excellent tool for trimming the fat, but not a motivational technique. It could also help to make short-term production goals, but could serve to further disgruntle employees without a perceived positive motivational enforcements. From an expectancy theory point of view, in my opinion, the forced ranking performance appraisals would still need to be coupled with goal setting and rewards to motivate the employees to step up their efforts to work harder, and to be more efficient and productive.
A job description usually just summarizes the tasks that have to be done and this might be very narrow, this will make a potential employee assume that there is not a lot to do in this job and then might not expect the full responsibilities of a job and then might quit for this reason. This will limit the productivity of staff and employees. - As a job changes regularly the job description has to be updated, this means the employer or manager has to spend a lot of time updating the job description instead of working on a profitable task. Recommendations to improve a job
We have found ourselves at times to be guilty of the negatives that come with functional organization. We’ve spent so much time focusing on our particular function, that it’s harder for us to understand the goals of our co-worker’s functions, and would just write them off as not being a qualified employee because they don’t understand our particular function at work. This can help us take a step back and further analyze our organization’s structure and what we can do differently to help understand it better and contribute better to the organization’s overall
A person's personality may play a role in their likelihood to experience burnout, for example a type A personality may have unrealistic expectations and may experience burnout more easily than someone with more realistic expectations. Cultural aspects, such as lack of community and decreasing feelings of self-actualization thru work can also contribute to burnout. Unrealistic or unclear role expectations and too great a work load in organizations can create an
Some of the reasons diversity training does not work well in organizations are outlined below. If your organization's initiative did not do as well as you expected, assess whether your training was affected by any of the following: Poor Timing. The training may have come at a time when employees were preoccupied with more urgent priorities. Stress, because of downsizing and the accompanying fear of job loss, increased workload, or a specific conflict or negotiation with a union might have been much more critical. During such periods, staff is usually functioning at the survival level on Maslow's hierarchy and diversity may not even be a blip on their radar screen, hence their irritation that time and resources are taken up with training.
We have a difficulty in defining information because it differs from one person to another and what this person consider as good information . As for information technology it is the technology of processing, planning, designing..etc using software and computer systems. Question # 2: Tangible costs of Information systems: Costs of new equipment, cost of installing equipment and machines, training costs, maintenance costs and new personnel and staff costs. Intagible costs of Information systems: Losses due to low productivity , waste of time needed to train existing employees, low morale of staff, no satisfaction of employees when seeing the end result of their work, upsetting customers from system change. Tangible measures of the Value of information system: Better quality of work, more automation so less wastes, accurate work, no human
I do not think that this is the case. We control what affects us also what makes us happy or sad and what we permit to hurt us. My job at work made us take a test because they look for perfectionist to do their work. That is a downside because internal control may seem to arrogant it can even push a person to a point where it may affect ones health or psychological stability. External can influence bad behavior such as being late for work due to the traffic or bad weather.
Rico’s work life causes unhappiness because it forces him to uproot the more meaningful connections he can make in a family and community. Without connections that foster a consistent outlook on life, Rico has trouble knowing how to pass on productive characteristics to his
Imagery plays an enormous part in society, as within society, imagery is everything. Shallowness, rather than depth and substance, will always be the order of the day in today's society. However much we try to obey the laws of society, and the pressures that society can bring, there is a certain inevitability about it all. People are miserable, gray, tired, and worn. They are sick of the mounting pressures put upon them; sick of working long hours for little pay, sick of obeying the law when the law is nowhere to be seen for them when they may need it the most.