Discrimination, defined as the practice of unfairly treating a person or group of people differently based on identifiable characteristics. While laws are in place to prevent discrimination in the workplace, many people still find themselves being discriminated against at work every day. Discrimination in the workplace is a common behaviour that occurs in all occupations and industries. It can occur whether you work for a large or small organization, you're a boss, or just starting out. Discrimination at work can take a variety of forms including, race, colour, national or ethnic origin, sex, pregnancy or marital status, age, disability, and religion.
Managing Conflict in the Workplace Conflict is a disagreement or competition between people or groups and can occur where people have different needs, goals, idea’s or values. As everyone is different conflict in any situation is inevitable. Conflict can be constructive when it opens up issues for discussion however, it can be destructive when it stops communication or causes anger or aggression. In this assignment I will be looking at causes of conflict in the workplace, stages within conflict development and effects on performance in the workplace. I will then go on to look at minimising conflict using a recognised technique and how the adverse effects can be minimised.
However, in the workplace one need to learn how to manage her feelings like jealously, insecurity, anxiety, resentment, and fear. These are emotions that are always present in the workplace in one form or another. The way a person deals with these emotions will make the difference in their career as well as her daily work life. Feelings of resentment, jealousy, insecurity, and the like are emotions everyone feels at one time or another at work. The important thing is how we react to these emotions in the office.
These informal associations were built upon common activities and shard ideas about what was and what was not legitimate behavior in the department. Major issues in this case The major issue in this case is the dishonesty that was seen among the employees in the Plating dept., which lead to abusing the punch out system for logging in the work hours. It also outlines the working conditions, lower wages, which are present in the company that ultimately led to the low morale among the employees. The reason the case has been assigned is to study the group behavior and the common activities that are present in the group and to identify how that affects the productivity and satisfaction. Group norms There are two different behaviors that can be seen in the plating dept.
Bullying in the workplace WORKPLACE BULLYING Workplace bullying, like childhood bullying, is the tendency of individuals or groups to use persistent behavior manifested by the use of force or coercion to affect others, particularly when the behavior is habitual and involves and imbalance of power. It can include verbal harassment, physical assault or coercion and may be directed repeatedly towards particular victims, perhaps on grounds of race, religion, gender, sexuality or ability. The imbalance of power may be social power and/or physical power. The victim of bullying is sometimes referred to as a “target.” Over the past few decades, workplace bullying has become an important topic in the field of organizational behavior. It is well known of the consequences that it can impose on not only the employee but also the whole organization.
Motivation also relates to the majority of employees getting burnt out. They either do not have enough persistence to finish the jobs day after day or they truly may be over worked. According to McShane and Steen (2012) motivations are cognitive and emotional conditions that cause people to move. It is argued that “emotions are motivational catalysts: feelings of helplessness, hopefulness, pride, and guilt that arise from attributions that influence subsequent behaviour” (Jarvis & Seifert, 2002). According to the self-efficacy theory Jarvis and
GGOL is ambiguous to most employees and managers at Simmons. They are concerned about the changes in their job tasks or established work routines. They may not be able to perform new tasks to their previous standards, especially when their pay is closely associated with productivity. Organizational Sources: Firstly, Structural inertia acts as a counterbalance to sustain stability and resist changes. The culture shared by a majority of the Simmons’
Emotions in the Workplace Abstract This paper researches the effect that emotions have within the workplace. The long standing discussion between experts who believe that emotions should try and be relegated at work and those who believe that the workplace would be an ordinary environment that would breed monotony and kill creativity, still carries on through today. Through the course of the research, numerous writers offer their perspectives on how important they believe emotional connections at the workplace are. Some focus on specific types of emotions such as stress and motivation and look to see the changing impacts that they have. Finally, the research is able to conclude that emotions are in fact, a vital personification of the organization – it is the engine that fuels concepts, the creative spirit, keeps teams and individuals working together and joins all their energies towards a singular purpose – that which is in sync with the larger organizational objectives and strategies.
Organization and Management Issues The first issue this author will address is conflict in the workplace. More and more various types of conflict seems to be appearing within the workforce. Some conflict can be between co-workers, others between workers and management. This paper will focus primarily on co-worker conflict and how management can lead their employees into better relationships and motivate them to work towards a common goal. Secondly, change in the workplace will be discussed.
Managers may also be challenged with losses in personnel and work productivity due to prejudice and discrimination and complaints and legal actions against the organization (Devoe, 1999). Some of the main challenges of diversity in the workplace include communication barriers, increased tension within the workforce, resistance to change, group cohesiveness and interpersonal conflict, lack of implementation of diversity in workplace policies and lack of efficient management of the diverse workforce. Communication barriers lead to problems in a company attempting to create a diverse workplace. For example, when a U.S. company hires employees of other cultures whose first language is not English, employees and managers may experience difficulties communicating with one another. This can lead to misunderstandings and a decrease in productivity.