Securing everyone’s safety should also be a high priority on a manager’s list because whenever people are being aggressive there is no telling what they could possibly do. Another thing is that anyone else who could be in any type of danger, maybe outside of the business, will need to be contacted as well just to make sure they get to a safe area as well. The strange behavior of the person should be well documented; this will be extremely useful if anything were to occur (“DOL Workplace Violence Program,” n.d.). Finally, a supervisor should meet with the employee
CHALLENGES ENCOUNTERED WHEN TRYING TO CURB SEXUAL & RACIAL DISCRIMINATION AT WORKPLACES. Discrimination wrongfully inflicts disadvantageous treatment on persons based on their affiliation in a significant social group. Racial Profiling By definition, racial profiling is treating someone first as a “suspect,” using a person’s race, religion and/or ethnicity alone as a sufficient prognostic indicator of potential unlawful behavior.
Sexual harassment and sexual assault are very serious issues happening today in the workplace. Women or men have suffered from unsolicited sexual behaviors that are typically provoked by someone “higher” in position. “Sexual harassment especially has been a fixture in the workplace since women began to work outside their homes” (Fitzgerald, 1993). It is solely the responsibility of the employer to ensure that all employees within are aware and are very cautions of laws, misconduct, and liabilities. Employers must enforce the Policy Prohibiting Discrimination and further extend those laws and guidelines to their employees.
Building relationships, considering others feelings and celebrating their successes with them can maintain strong leadership. By encouraging my team to participate in the decision making process I empower them, which inspires job satisfaction this reduces conflict, poor time keeping and absenteeism. I need to be able to help my staff team understand the need for change and I do this by being clear about my aims and objectives, the actions required and the part they need to play.
Workplace bullying is a growing issue for all the organizations to manage people. Bullying is defined as acts or verbal comments that could 'mentally ' hurt or isolate a person in the workplace. As well as, sometimes bullying can involve negative physical contact. Furthermore, bullying usually involves repeated incidents or a pattern of behavior that is intended to intimidate, offend, and humiliate a particular person or group of people. Some scholars described bullying as the assertion of power through aggression (Workplace Bullying Institute, 2015).
Whistleblowing is the disclosure by a former or current staff member in the organisation of illegal, immoral or illegitimate practices, policies or person that may wrong or harm a third party (Mansbach & Bachner, 2010). Deciding if one should blow the whistle is often an extremely stressful and difficult decision for employees within an organisation. Employees often have to choose between the public good and loyalty towards their colleagues, supervisors or even employers (Mansbach, Kushnir, Ziedenberg & Bachner, 2014).
The relationship are especially spectacular for characteristics of mental health specifically burnout, anxiety, depression, lower self-esteem. Thus it is confirmed that dissatisfaction for a job can create dangerous employee’s mental health conditions and well-being because the relationship was founded by this study showed a much greater result than any other work characteristics evaluated. Consequently, assessment or proper evaluation of stress in workplace should be implemented for those areas of work that are causing the most dissatisfaction among employees for example hours of work and management style .After proper analysis changes should be made to minimize the effect of factors that are causing dissatisfaction . (Faragher, Cass, & Cooper,
But some workplace harassment has drastic effect on both work life and personal life of employees. Employees can’t perform efficiently and effectively on work that leads to sometimes turnover. According to some psychologists’ workplace harassment can cause effects that are similar to rape and sexual assault. (Koss, 1987). The workplace is an area where employees perform their task, duties and services that are required.
Stressors were identified in the individuals, and in their work life. These findings show that it is possible to implement a successful prevention program that includes coping strategies. Through the implementation of workplace policies and modifications, supervisors and human resource managers could prevent or modify stress problems among employees (Sandmark et al.,
Even though working conditions are the responsibility of the employer, it is the job of the employee to practice and implement safe working practices. In order to determine if the company is responsible, a complete report including the employee’s actions should be considered. The incident could just be an outcome of employees not practicing safe working procedures. Whether the penalties are sufficient, that would depend on the outcome of a complete investigation of the
Performance Improvement Plan is used to improve employee performance, modify behavior and correct discrepancies. Employees put under the PIP have their work closely monitored. However to employees the PIP is not really a positive thing. It should be considered as a final warning or the last step to being fired.
Workplace bullies constantly involve overwhelmingly negative actions at work including the need to control, humiliate and embarrass to cause some kind of pain or personal distress. It can be associated with office politics, unclear expectations, dishonesty, withheld information, etc. Not only does workplace bullying have a connection with abusive supervision, it also has an increase with negative workplace performances. By promoting ethical practices, it could reduce workplace bullying and abnormality among co-workers. Agervold and Mikkelsen (2004), in one of the first studies, found that employees who were frequently exposed to bullying reported less job control, work tasks which were more unclear or contradictory, a management style which was less employee-oriented, and fewer social contacts with co-workers.