When this happens, the workplace can get very un-professional and employees start to do as they please. These situations are then difficult to resolve because management is not taken seriously. Instead of creating an expectation of respect towards management, the barrier between professionalism and friendliness comes down and respect is lost. The solution sometimes results in letting the employees who don’t respect management go. This action shows other employees that they are serious now and are ready to work in a professional workplace.
Does the employee know that he/she is having a poor performance? Sometimes, the manager chooses to avoid telling a specific employee about his/her bad performance, they either fail to take any action to inform the employees or choose to do nothing. It is obviously better to tell someone if they were not doing well otherwise they would assume nothing is wrong and continue to do what they’re
Later in the day I confronted the manager and expressed my frustrations that our personal biases were getting in the way of helping our customers equally and expressed that certain people or groups are less likely to express their frustrations or ask for a manager when they are denied a return in comparison to others. I expressed that our bias and labeling of a group of people put people at a disadvantage and that certain groups receive a level of privilege that others do not. I felt that our conversation went well, however, things went back to business as usual. Despite the store policies that seem to change person by person, I try to use self-awareness and regulation when I feel my bias
As a sales associate, I have several responsibilities, including making my daily/weekly sales goals, if sales goals are not achieved, my supervisor have the power to punish. For example, employee’s hours can be reduced if sales goals are not met. Although having to achieve a daily sales goals can be stressful, employees do not have the power to address it because it is part of our responsibilities and expectations. However, as a sales associate, part of my responsibility is customer service. Assisting customers each day can be very stressful.
Employee do not like to speak up considering is “distrustful” the supervisor. Therefor supervisors faced difficult situation in the cookie factory. Language difference is a challenge. Effective communication with the employee to build relationship, tie the bond between supervisor and the employees. Work instruction with technical jargon will not convince the employee for effective job performance.
After all, people lack respect for those they consider “mean”. Therefore, instead of telling the employee to complete a task she may ask them. As a result, people obey her but she exhausts herself and waste time by unnecessarily considering people’s feelings. On the contrary, male managers are direct, they don’t ask their employees to do anything, they just give orders. The male managers are respected for their leadership rather than criticized as a “bitch” or a mean person.
This could be a barrier because people don't understand what is being said or misinterpret it also gives a poor interpretation eg. that you're badly trained/ unprofessional or even lazy. This can improved for example using spell checker on your computer and getting a co-worker to proofread reports or emails before you send them out. Another barrier to written communication is irrelevant content. This will waste the readers time, could confuse them, or stop them reading as the information is irrelevant.
However, even a threat is considered workplace violence and although it may be a “joke” or unintentional, it is dangerous and needs to be taken very seriously. A majority of these issues in the work place are not reported due to the fear of retaliation. People may fear losing their job or making the other employee even angrier. This can be especially scary for a new nurse or another employee who is finding themselves in a position where they are trying to be liked. Nursing is not about going to work to make friends and be liked.
• Legal courts might not like unfair non-compete agreements which constrain an individual’s right to work. Even if the non-compete agreement was clearly violated, this can make employers difficult to win the court battle. • In many cases, non-compete agreements may be seemed to be unnecessary since confidentiality and related clauses may already prohibit using any proprietary information in the future. Initiating a non-compete agreement could cause unnecessary apprehension among employees and reduce employee satisfaction without actually improving employer
As reporting the case will bring negative impact to the company as well as the employee’s future career, the employees may also worry that they may lose their job too. On the other hand, the victim may worry that their complaint will be claimed as false since the lack of evidence. Therefore, not every victim will report their case, some may tolerate and hide the problem. Thus, the equity cannot be achieved when the power in workplace is too strong that make them to keep it as