A supervisor of some sort should be called immediately to assess the situation and then if it is needed they will call others when necessary. 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. In the workplace, racial profiling is a very big part of our daily workforce. It may fall under the following on the basis of a person’s race, religion and/or ethnicity: • Failing or refusing to hire an employee; • Firing or disciplining an employee; • Providing fewer benefits, promotions, opportunities
A leader needs to adapt to situations and use techniques that are inclusive in order to avoid conflict and aids decision-making. 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. Sometimes I need to take control especially where health and safety is concerned, these policies and procedures me adhered to at all times.
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). Encouraging a pro-whistleblowing culture promotes effective and clear communication in the organisation which allows the reduction of misconducts, frauds or malpractices. Whistleblowing also bring the management’s or regulatory
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.
Problems identified included problems setting limits, a lack of social support, and large work demands (Sandmark, Sarvento-Håkansson, Franke, & Akhavan, 2014). These mens’ problems indicated mental and physical dysfunctions. 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.,