Negotiations on a new contract During the two year gap the company found that the poor oven quality was on a rise and felt that the testers weren’t doing their job. The company should have provided more training. The job performance is an issue that HR professionals/managers should have tackled to change the productivity of the employee. It is obvious there weren’t any documentation noted on the testers evaluation on how well they are performing on the job. Instead of renewing the contract the issue of productivity and quality should have been put on the table.
Two months later, the union submitted a formal letter to the company stating the company’s response to the handwritten request was unsatisfactory and the union would proceed with arbitration. The company argues that the union did not go through the agreed upon appropriate channels for communication of requests and the claim in invalid; the union argues that they are still entitled to file for arbitration despite not following the agreed upon and binding rules for requesting arbitration. 1. Assess the argument that the parties in the past have agreed to extend time limits. According to both parties, time limits have been extended in the past without incident.
sment Sexual harassment Sexual harassment is defined as uninvited sexual advances, appeals for sexual favors, and other verbal or physical behavior of a sexual nature that tends to create a hostile or offensive work environment(Spring 2002) Sexual harassment is a form of Sex discrimination that occurs in the workplace. Sexual harassment takes place in three forms these are; verbal, nonverbal and through physical advancement made towards an individual. All these forms mostly take place at the work place and therefore making the environment hostile for its employees( Swedish equal opportunity act. 2005) .sexual harassment can be committed by an individual verbally. When for instance an individual makes a sexist comment on a fellow employee making him or her feel uncomfortable.
Sexual harassment falls into two categories: quid pro quo sexual harassment and hostile environment sexual harassment. Quid pro quo is “this for that”. For example, if a supervisor propositions a subordinate with a raise if she goes out with him-constitutes as quid pro quo. When one party interferes with the work performance of the victim in an unreasonable manner, or exposes the victim to a rude, lewd and uncomfortable work environment, it constitutes a hostile environment sexual harassment. Both victim and the harasser can be either a woman or a man, and the victim and harasser can be the same sex.
Workplace deviance may be described as the deliberate (or intentional) desire to cause harms to an organization – more specifically, a workplace. The concept has become an instrumental component in the field of organizational communication. More accurately, it can be seen as "voluntary behavior that violates institutionalized norms and in doing so threatens the well-being of the organization". Teachers sometimes behave contrary to the expectations and norms of the schools within the parish of St. Thomas. These behaviors are termed “workplace deviance behaviors.” In workplace deviance, employees consciously violate the rules of the organization, which, in turn, has the potential to negatively affect the organization itself, its members, or both.
In anther instance, defamation also means giving a bad reference about an employee by an employer as an attempt to hinder the employee’s hopes to secure employment in any other organization once he has been terminated. Inevitably, all these negative actions can seriously affect a person’s life and job prospects. There are important facts about
To begin, we introduce sexual harassment and its workplace relationship by giving an overview. Generally, sexual harassment in the workplace can be defined as unwelcome or inappropriate behaviours of a sexual nature. The two main subjects of sexual harassment are coercion and annoyance. In the workplace, they either affect an individual’s employment decisions or create an offensive work environment. Potential costs associated with sexual harassment would incur in both organizations and the individual employees.
Webster defines conflict as to be different, opposed, or contradictory and to fail to be in agreement or accord. When people work together or have any type of relationship that involves making important decisions together, disagreements and difference of opinions between each other will arise. If you think you can go through a day without conflict, you’re wrong. Conflict is inevitable, and to some it seems that workplace conflict has increased. Conflicts at work can impact the productivity and morale of employees and even lead to violence in extreme cases.
(72 words) 2. What do you think of the way in which the board of James Hardie have managed the asbestos compensation issue? The board of James Hardie Industries handled the asbestos compensation issue with egoist principles. Shaw, Barry & Sansbury (2009, p59) states that egoism believes that a behavior is morally right only if it benefits oneself in the long-run. James Hardie attempted to avoid paying compensation by delaying and exploiting legal loopholes to avoid liability (Shaw, Barry & Sansbury 2009, p263).
To understand the psychological contract violation, I would like to explain what is PCV can be defined as, Perceived psychological contract violation (PPCV) is the sense and emotion of disappointment in construct that concerns with employees and lead them from minor frustration to betrayal. These emotions arise from their trust that the organization they choose among them haven’t kept their promises. (Morrison, 1997). It make employees think and demoralize them and generally thought comes organization’s contribution with a negative image. It provokes employees to perform their best.