Underreporting occurs due to individuals being dishonest regarding their behavior, therefore causing an error in the research done. A possible solution to this limitation is focusing on observed behavior, and correlating the findings with the self-reporting behavior, therefore developing a conclusion that is more in-depth. Furthermore, Article 2 emphasized that other factors can influence self-labeling as a victim in relation to work-place bullying, not just anxiety and anger. In addition, discovering a moderation effect regarding negative acts of violence and self-labeling is hard to discover due to the psychological way an individual may experience an event. Lastly, Article 3 honed on the lack of variances of deviant behavior.
Use of slang terms is not a wise idea, as what is acceptable in generation / culture could be offensive to the next.. We must make sure we are saying exactly what we mean to and clearly enough that so that others are going to hear exactly what the manager / supervisor is trying to say. According to Dr. William F. Kumuyi, some signs of a bad listener are interruptions, inpatients, in attention, bias, and shutting down during communications (Kumuyi, 2008). These examples of being a bad listening skills help keep show the manager / supervisor attuned to how exactly they might be listening or appear to the employee as listening. One can not go through life thinking that it is ok to interrupt or be impatient, for this will tend to make others think you are not listening at all. Communication is a highly important tool in the workforce.
Perhaps they believe that the employees are contributing to the revenue losses and are stealing merchandise. These are all self destructive in nature and could impact their ability to remain in business and keep good employees. Making the decision to close two stores without adequate justification drastically reduces it footprint in the market place. It appears that either the store supervisor or manager is not engaged with the employees and consumers; do not have sufficient training on company ethics policies to enforce them; or they do not have a fully robust ethics program in place to address to ongoing issues. PART B Company Q can take some immediate steps which I believe would turn a downward trend in to positive results.
This response likely had the added effect of offending their employee base by suggesting that their employees would utilize the program to steal from the company. This offense has the significant potential for lowering employee engagement and retention. Clearly, Company Q is not educated in how ethical conduct and social responsibility by a company can actually boost its profits. Their current position only serves to perpetuate the long lived consumer mind-set that companies are inherently dishonest and only have eyes on profit. It is unrealistic to believe that Company Q can instantly jump from their current posture to one of deep and meaningful social responsibility and corporate ethics.
What this does is show the employees that they do not have a set code of conduct to follow. A system such as the one in place can discourage those employees that strive for excellence on the job. A new system is in order here. Employees that receive a poor performance evaluation should be put on probation immediately. The next step should be for the supervisor to ask questions and try to develop a good rapport with the employee to see what is going on in their personal lives.
| Customers | Customers can stop buying products displaying the john Lewis logo, word of mouth means that john Lewis can be seriously damaged by customer shifts. They have a huge influence on the aims and objectives of john Lewis. However john Lewis may feel that it has sufficiently strong, brand loyalty to ignore customer input. | Employees | Employee can make john Lewis alter their aims and objectives to include staff needs and wants, john Lewis altered their company objectives to include the working conditions of its staff, however a set time when unemployment is high, employers are in a position of greater power as employment is harder to find. | Trade union | Unions mainly focus on the treatment and pay of the employees.
This give the bounce make service users feel unworthy and can sincerely lower their confidence and self esteem. As a professional, if you pay heed this happening, it is your duty to challenge the worker. This can be done in a number of ways. Firstly, you can directly challenge cusses or other professionals who you believe are showing discriminatory practice. This can sometimes be difficult as it can cause conflict.
Zaslow’s perspective on this trend would most accurately be considered negative. It may be that as parents of this generation we tend to over rather than under praise our children, not giving them enough positive criticism, leading them to take it personally. Everything online is instantaneously judged and when workers don’t get immediate feedback, they tend to believe that they are working at a mediocre level or doing something wrong, “It has created a culture where you have to have instant feedback or you’ll fail” (Atwood). This inclination can backfire and worsen the problem it initially tried to solve. The fact that companies are hiring celebration assistants and dishing out confetti and kudos, has helped with job retention and self esteem at work.
A person could bash the scapegoat down repeatedly because they know that the scapegoat cannot fight back, resembling a bully. They blame someone else who is helpless, making it easier for them to constantly bring the said scapegoat down. A vast majority of the people who use scapegoats are aggressive, scared, or have a low self esteem. Aggressive people relieve their anger, therefore they go to scapegoats because scapegoats cannot fight back. Some people use scapegoats to escape fear.
1.3 People who are in care or receive support may be more vulnerable to abuse purely because they might not be able to defend their selves therefore this makes them vulnerable to abuse. Some of the main factors which contribute towards this are, neglect, physical, emotional, institutional, sexual or financial. 2.1 A. If I suspected that an individual was being abuse by one of my colleagues then I would instantly inform my line manger if not my manager, if this wasn’t taken in the correct way or serious enough then I would get in contact with the council or Whistle Blow. B.