1. Which needs seem to be important to the employees of AIG’s Financial Products unit? With respect to two factor theory, it may be argued that AIG employees have needs that fall under the umbrella of hygiene factors and motivation factors. Many employees stayed with the firm after signing the retention bonus contract which was intended to address motivation factors by the AIG. However, many employees chose to left the firm despite the retention bonus which points towards lack of attention to hygiene factors.
Week 3: Tutorial Assignment 1. Based upon the scenario, does the employee have a legally viable claim for quid pro quo sexual harassment and/or hostile environment sexual harassment? What is the likely outcome? I feel as though the employee could have posted her bathing suit pictures anywhere else but in her office because that just wasn’t appropriate to have in the workplace. However; that doesn’t justify her fellow male coworker to make comments of her boobs.
How can you get to the bottom of an issue if employees are upset of being accused of doing their job wrong? Manzoni should have been the one to conduct this meeting to stress the importance of doing the input correctly she is the chief executive officer (CEO). Employees basically rejected everything they were told because of Singh’s approach to the training and the way she talked to them, it is evident since the data entry worsened. Training should lead to improvement not a decline in the services. These are all potential sources of the problem.
offers that he or she will give the employee something (a raise or a promotion) in return for that employee’s satisfaction of a sexual demand. Another example is when the boss or a higher authority tells an employee that he or she will not fire that employee in exchange for some type of sexual favor (“What is Sexual Harassment,” 2014). The second main type of sexual harassment is hostile work environment. Hostile work environment is when someone’s behavior in a workplace creates an unwelcoming environment for someone of a particular sex to work. For
Precision Factory Case Crystal Jane Ramona MBA-612-FTAM Northwood University (1) Problem Statement Jieliang, a worker at Precision, has been reprimanded for violating TQC by implementing her own short-cuts to the manufacturing process; Maty Cole witnessed this reprimand on his visit to the company and is concerned that this kind of negative feedback will hinder innovations which might increase the productivity in the future. (2) Analysis 1. The management doesn’t understand how employees are motivated, which may have caused workers not to speak up and share when they have small innovations for faster assembly. Motivation plays an important role in an organization. It not only encourages employees to perform their job well, but also to go beyond their current situation.
I am making it my job today to prove to you that there should be an acceptance of tattoos in the workplace. I will go over why people have a tattoo, the negative effect a tattoo can have, and finally new regulations in some companies and what people are doing just to keeping getting that new ink. • Thesis: The number of people with tattoos is continually growing, but employers are still reluctant to hire those with visible tattoos • Preview of main points: Today I will be talking to you about how tattoo professionals are being discriminated against, and how having art on your body should not be used against you to earn, keep or progress within a company. Transition: First let me tell you about the statistics of tattooed people in America. ` I.
Customers may decide to boycott Veillon for their involvement with forced child labor, which can bring more harm to the company. Veillon’s employees may decide to leave because the company is not following its own values. This decision can be used as training for Veillon’s employees. More specifically Meylan, who has stated that he was exposed to this unethical behavior but did not think he could do anything about it. Showing Meylan and the rest of Veillon’s employees that reducing child labor can boost the employee’s
The harasser may be completely unaware that his or her behavior is offensive or constitutes sexual harassment or may be completely unaware that his or her actions could be unlawful. The incident can take place in situations in which the harassed person may not be aware of or understand what is happening. Hostile work environment harassment occurs when employees are made to feel uncomfortable in the workplace owing to sexually charged behavior or comments including treating one sex differently than the other, displaying sexualized images or objects, or making unwelcome sexual advances or sexually derogatory comments. In spite of the federal law that prohibits sexual harassment, the U.S. Equal Employment Opportunity Commission and related state agencies still receiving thousands of new charges of sexual harassment on the job.
In 1991 Congress reported that 200,000 women soldiers were victims of sexual assault so far in the US Army. Even though women are more commonly victims of sexual assault, men are also victims. An act of sexual assault is a crime and should be dealt with properly. These statistics and reports show the scale of the phenomenon that is happening in the military. This issue has been going on for decades but no formal severe actions have been taken until now.
The advantage is that Sarah and Meghan are still making a work ongoing for company. The disadvantages are cooperation of Sarah and Meghan may not smooth as it should be and can make them lack of communication in each other or misunderstand in some point between both of them such as, Meghan talked to some of her former employees, they told her that they are felt Sarah was moving ahead with the planning without adequate input from their side of the business. That made Meghan felt resent at Sarah; she stopped responding to Sarah’s e-mail and calls. Recommendation: I would suggest both of them have to have a meeting sometime. They should have more communication in each other.