It will more than likely take his subordinates and co-workers even longer to trust that he has changed and that he will adhere to his new found values and attitudes. He needs to work on being more considerate. When he sends out emails that berates his subordinates he is disregarding his employee’s feelings. The emails he sends out are harsh and accusatory, such as asking “Why aren’t you as committed to this project as I am?” (Daft, 2011, p.129) This tone is offensive and does not work towards a solution to the issue. Along the same lines, he needs to be more respectful.
Mr. and Mrs. Thayer both initially see the cop as having legitimate power. He is a police office, after all, so they naturally go along with his wishes. This is itself, a weighing of benefits and costs. The cost of not complying with the officers demands could be much more serious than doing so. The benefit is avoiding a severe fine, or jail time.
In the primary interest of our entity, its incumbent upon employers to find a right balance between the exceptions to the employment-at-will doctrine to avoid liabilities associated with the violations of the exceptions. The company in this scenario has grounds to terminate the supervisor, but I would issue him/her a written warning hoping that this situation can be resolved among us within our company. This is the case where the potential act of whistle blowing would help reveal the wrongdoing of the business world. I strongly believe that it takes a special person with strong morals to take the ramifications of whistle blowing. Losing a prized job, having to down size your life, and your life being wide open to scrutiny are effects of whistle blowing.
This is not an effective way to get the best result from a team, but it has some advantages in situations where there is pressure to get the task done, like in the armed forces. This leadership style may use threats or intimidation to make sure that subordinates do what the leader requires. This could bring down subordinates by ignoring their knowledge and input. The leader monitors the work and each individual's performance; which is good to make sure that everyone is working. People are motivated by being rewarded; this brings encouragement helping the person who has done well do a better job and help them achieve more in the job.
In closing it is recommended that BIMS begin to work to improve these various areas within the company. Training programs should be altered to increase employee competence and confidence. Furthermore, quarterly employee evaluations should also be conducted in order to maintain high performance and employee satisfaction. Based on question ten, many employees fear that they will lose their job and this is not good for employee
Overall, I think filling the safety complaints was a great choice and that he did the right thing in doing that. The company violated OSHA and didn't take the complaints seriously. They also violated the employee by not acting on a serious issue. The courts verdict would reflect my job in this case because I would feel as If I didn't protect the employee and that I could of prevented the lawsuit. 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.
If a Marine see’s you doing something that you would normally deem worthy of a ticket or a written warning then you’re setting a bad example and making yourself and other military police officers look like bags of ass. This is an unforgiving job, leading marines is not debatable, policing them should be one of your main priorities. You should be making sure that they are doing what they are supposed to be doing at all times. There should be no conflict with the rules and regulations, if there is then you might as well call yourself a
Being sexually harassed can make a lot of people feel powerless, but there laws in place protecting our right to a safe, non-hostile workplace. In the case of the hostile workplace, one might not be directly harassed, but if the language and attitudes of one's coworkers makes one feel marginalized, threatened, or objectified, it is important that one say something, if not directly to the offending party, then to a supervisor. In more direct cases, it is important that one report to their immediate supervisor about the incident. Many companies have specific procedures for such incidents, and those procedures are best followed to the letter. Document all complaints.
The rules and regulations that are set differ from each station. Some stations are stricter than others; the other officers and their relationship with each other are diverse. Some stations the officers have a closer relationship with one another meaning that if an officer was to make a mistake, it would have a huge impact on their superiors. “No matter what we back up our fellow officers when we need to but there is no looking the other way or letting one make a mistake and not take the fault for it,” said Deputy
They need to learn that the work environment is not a place where such behavior will be tolerated, so they don’t do the same thing in another more serious job. I agree with Ron DesVue's perspective, that the individuals should be confronted. However, it should not be by a co-worker. Ron is correct in saying; this is inappropriate behavior for the workplace, even if they are on break. They should learn to stop this kind of behavior before they graduate.