CASE 6: COUNTRYSIDE ENVIORNMENTAL SERVICES The case “Countryside Environmental Services” focuses on the affect an employee’s unpleasant behavior has on the team and organization on the whole. Gwen not being satisfied with her supervisor John, salary structure, family etc. subjects to incivility the very first day of her meeting with a new entrant, Vincent. Despite of such behaviors the company owner and manager John was not successful in managing her. 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.
Meanwhile some food service workers are claiming $12.85 an hour is not enough to raise a family on or even live in Pittsburgh. Such as Christoria Hughes, a food service worker who has been working at UPMC for the last 6 years, she claims the $12.85 sounds good but on paper its under $350 a week. Mr. Peaslee said his employees are being paid fairly and are receiving great benefits with plenty of career opportunities. Referring to the tuition assistance plan, pension and 401(k) match. However as good as all of that sounds, once again do not judge a book by its’ cover.
Also, the majority of the employees surveyed did not enjoy their assigned shift nor did they feel they were given the proper tools to perform their jobs effectively. Finally, the majority of the sample felt the company was not good at communicating effectively. All these would indicate reasons why the company would have such a high employee turnover rate. The survey was effective in determining why employees were leaving so frequently, enabling the company to develop new policies and procedures that will help increase employee morale and happiness which could lead to a reduced turnover
Statistics shows that the cause of homelessness is because the lack of jobs. Others say that it is due to lack of housing. Several people are homeless even though they have a job. This happens because a lot of people work but they don’t make enough money to get above what is called the poverty line. Today’s estimate of fifty percent of the homeless has a full or part time job, but still don’t make enough money to pay their bills.
The criticisms tend to fall into two categories. The first is that most TFA teachers have not received traditional teacher training and therefore are not as prepared for the demands of the classroom as traditionally trained teachers. Some feel that the intensive five-week summer national institute and a two week local orientation/induction program prior to their first teaching assignment is just not sufficient enough traning. The second criticism is that TFA requires only a two year teaching commitment, and the majority of corps members leave at the end of that commitment. The short tenure of TFA teachers is troubling because research shows that new teachers are generally less effective than more experienced teachers (Rivkin, Hanushek, and Kain, 2005; Rockoff,
Annual revenue for the company has averaged 1.5 million dollars in the past three years. The Bead Bar paper system currently has proven to be unreliable and not of productivity to the company overall as it produces numerous human error. The usage of this system has caused problems including lost orders, incorrect invoicing, and delays of delivery to customers. The system that is currently in place has a zero communication level between Bead Bar locations around the U.S. The usage of new technology will reduce unneeded data transfers, as well as order errors.
The workers were not visiting the clients on a weekly basis as mandated by DCFS and paperwork was consistently late. There was chronic absenteeism, a high level of turnover, low morale, and low job satisfaction among the employees. All of the above issues adversely affect the level of care and services being provided to the client. How can Hull House Association communicate change in an effort to increase employee satisfaction and organizational productivity? Hull House’s leadership was not supportive of staff at that time.
Work conditions were horrible for the few people who happened to have jobs in the 1930’s. They worked long hours for very little pay and they were treated badly by their bosses. The Fair Labor Standards Act helped workers by establishing a minimum wage of 25 cents an hour and a standard work week of fourty four hours for businesses engaged in interstate commerce. The Fair Labor Standards Act placed regulations and limits on how long a person could work and also ensured that a person would be paid a certain amount of money. Even though work places now were under regulation, many workers still had little or no contribution to rules, or determining whats right or wrong.
Most minimum wage workers that have lost their jobs to outsourcing absolutely cannot stand the idea whatsoever. They believe that they were working at a fine pace and their job was substantial to their income and their lives. This is where America is suffering economically
One of the myths are that people on welfare do not want to work when in fact, Women on welfare do work but normally obtain minimum wage. Statistics show that mothers on welfare held on average 1.7 jobs while almost half (44%) held two or more jobs. Another myth is that people who get on welfare never get off, 30% get off within two years permanently. Some of the problems that we face are that many of the people on welfare have a lack of education, which creates more unskilled workers. We live in a society where we say that everyone able to pull himself or herself up by there bootstrap and create the life that they want.