What type of organizational culture (e.g., Theory X, Theory Y) would you say this company has? Explain your reasoning by providing specific | |examples. | |I think that the organizational culture at Sporting Quarterly resembles that of Theory X (p. 59) specifically because the employees there do not | |like change. They are resistant to the changes in technology as well as the changes in staff. A lot of them speak negatively about Kim, I think | |that part of this is because she is from another culture and they do not like that change.
• If you allow your own preferences to dominate your work with people, you fail to perform to the standards set by the UK regulating bodies, they require workers to respect and promote people’s individual views and wishes. • To make the right response when there is a clash between your views and those of the people you are working for, you have to identify and understand your own views and values. • Lots of people are better suited to working for themselves which isn’t always about an inability to follow orders; it can be for many reasons exclusive per company/boss. • Own Values: you may be working shifts you don’t like, and not be able to do anything about it, events like these will lead to disagreements with how your boss sees’s things and how work is
tell us how we should be working. We can use them to think about the way we work and measure ourselves against them. 4. Describe how own values, belief systems and experiences may affect working practice (1.1.4) Value is how much you respect yourself as an individual. If you don't have any values or respect then the people at the work place won't respect you at all causing you or any person to feel uncomfortable and work won't get done because there is no confidence.
There are no interpersonal interactions we should have in which we do not at least consider a cultural context. We have to be able to empathize and see the world from another person’s
Module 6 Case Analysis 5 Introduction A safe and healthy working environment is a must for successful organizations, especially in the modern age. Even so, many employer continue to ignore the importance of this, and hence continue to put themselves in adverse situations due to this very reason. In our case analysis, we look at exactly one such example. Whilst doing so we also evaluate whether provision of a safe working environment can be costly and hence if there is any necessary trade-off between a need for keeping expenses low and the need of the workers to be provided safe working conditions? Finally we discuss the two ways, unsafe employee actions and unsafe working conditions upon which the Safety programs are actually based upon.
A review of Cloud’s text: The One – Life Solution Summary Dr. Henry Cloud’s book The One – Life Solution explores the life of working professionals who are trying to balance work, personal life, and the problems that come along with that. According to Cloud, people cannot get ahead because they lack something on the inside of them to do what they have been trained to do (Cloud, 2008, p. 9). Cloud (2008) argues that the reason people’s work life causes difficulties into their personal lives and they cannot find balance is because they have not set any boundaries to separate those two (Cloud, 2008, p.9). Cloud (2008) expresses that boundaries provide the structure to one’s character that will make everything else work and boundaries also affect the emotional, relational, and performance aspects of our work (Cloud, 2008, p.9). Cloud (2008) makes a good point in expressing that in order for those areas affected to be in a healthy place one needs to develop an internal structure that provides a blue print of one’s character and helps them gain control over themselves (Cloud, 2008,pp.13-14).
Mill believes customs hinder individual liberty. He thinks customs are not conductive to good moral development, individual creativity, or decision-making skills. Mill clearly states “to conform to custom…does not educate or develop in him any of the qualities…of a distinct…human being” (pg. 60). Words like “distinct” help us understand what Mill is trying to get at.
By obeying and following rules the services are able to deal with all kinds of situations that they are facing and achieve their goals. If the service was lacking discipline then everyone would be doing what they please and there wouldn’t be a good team work either. There would be no team cohesion because of everyone being undisciplined so therefore nothing would get accomplished and the country would suffer. Orders must be followed in order to have a good discipline in the services. The consequences of someone not following orders could be serious or even life threatening.
We have to be careful not to categorize someone based solely on the year he or she was born, but it is helpful to understand typical behaviors and values of each generation in the workplace. In turn, this means different needs and working styles which can cause conflict in the work environment. However, this tension among the generations seems to be overlooked or ignored. These conflicts play out on a team level in ways that hinder productivity, increase turnover, lead to frustration and poor morale. Not everyone agrees on when each generation starts and ends.
For example, some people that have public work may always have arguments with citizens or colleagues without a clear reason. Besides, sometimes authorities do not face the problems or necessities some workers have. - GOOD To round off, violence in the workplace is a problem that every day develops without fear every day. The society the community live in and the dissatisfaction some people may have with their job are some factors involved. Unfortunately, is seems to have no end, even though human beings should try to get on well with the world they live in.