Consequences of non-compliance tribunal An employer who, fails to record a material fact, such as, correct or exact reason for a dismissal, might be find that a tribunal will considers this an unreasonable failure to follow the code. The reason is, if important information is wrong, succeeding processes that are based on it can be incorrect. Hinder organisation’s reputation A company's reputation is one of its biggest and most important assets in business and for organisation. After public relations disaster, the reputation of an organisation has worked carefully to build so all of it can easily be destroyed. 2.2 Explain how contracts of employment are established Contract of Employment • Contracts are formed through an offer and acceptance.
Glenn Shepard author of " How to make performance evaluations really work..." Believes the sandwiching method of evaluation serves as a metaphorical roller coaster ride for employees and often confuses them. When a negative comment is sandwiched between two positive comments, the positive comments can seem dishonest. Presenting feedback to a group has its advantages as it saves time when the team has worked together on a project. It can help members understand how their group works and how to make it better. The EEC method works as well for praise as it does for
Form the literature, negative work outcomes such as absenteeism and turnover (usually good employees who quit their job voluntarily), it is also possible to link that HR practices could contribute to deviant behavior. In general, the more favorable the HR practices are in that organization, the more favorable the work outcomes will be. As mentioned earlier, previous studies have revealed that unfavorable work environment could generally result in poor work performance. On the other hand, when HR practices seen to be undesirably practiced, employees will return such “favor” by doing their unfavorable behavior or deviant
Motivation in the Workplace Motivation is referred to as “internal factors that impel action and to external factors that can act as inducements to action” (Locke and Latham 2004, p388). Motivation is an intrinsic part of any successful business, creating a work environment which not only pushes employees to reach their full potential but also nurtures their physiological and psychological needs. I will examine two motivational theories, firstly Herzberg’s Hygiene Theory, followed by Equity Theory. I will conduct a critical analysis of both theories highlighting the benefit of each theory from a managerial perspective and also bring forward any flaws or weaknesses I find. I will look at extrinsic motives; tangible/physical things e.g.
Introduction Psychological research and its findings have profound impact on people, relationships, and institutions in our society (Willig, 2013). However, as any other study, psychological researchers are faced with enormous limitations including inappropriate designs or methodologies due inadequacy of professionals (Wang, et al., 2015), geographical differences that impacts on generalizations (Smith, 2015), and time pressure that negatively affects the quality of a research (Punch, et al., 2014). Language barrier and lack of literature or poorly done review are other factors that affect psychological research (Willig, 2013). Limitations Limited number of professionals in the psychological research is one of the key limitations to this field of study. Psychological research depends on observations, experimentation, and evidence, hence the need for critical methodological designs (Shipman, 2014).
Plagiarism considerably devalues academic and professional work. Furthermore, it could have severe consequences for those involved, knowingly or unknowingly. In real-life professional settings, there have been a number of instances of plagiarized progress reports, research papers and
The theory argues that extrinsic factors such as job security and compensation produce dissatisfaction while intrinsic factors such as need for recognition and achievement bring about job satisfaction (Nujjoo & Meyer, 2012). However, it has been highly criticized as being limited by its methodology; it was said that his link between satisfaction and productivity is only an assumption because no total measure of satisfaction was used. The argument states that though an individual may dislike certain aspects of his job, he may still find it acceptable. There are other approaches on motivation such as the Instinct theory as well as the Incentive theory of
This decision is driven, in part, by the employee’s cognitive evaluation of the costs and benefits associated with each decision alternative (Keil, Tiwana, Sainsbury, and Sneha 2010).Those who take either of the last two routes are considered whistleblowers. Whistleblowers can report wrongdoings through either internal or external channels. Typically, whistleblowers will internally report a wrongdoing before exercising their external channel, but when they choose to use external channels of reporting, they are commonly portrayed negatively as a threat to the organization (Mesmer-Magnus and Viswesvaran 2005, 277-297). According to Fincher (2009) that there are three types of employees who become whistleblowers: senior executives (e.g., vice presidents, company attorney), professionals (e.g., quality control technicians, training instructors, engineers and human resource managers), and hourly workers (e.g., electricians and maintenance
People feel good about themselves and the idea that they can contribute to the session. A major disadvantage of the technique is that it produces ideas without screening them. Although brainstorming may produce a wide variety of ideas, many of them may not be quality ideas. Effective solutions to problems usually have been screened, tested, and evaluated. For this reason brainstorming is often used only as the first step in an overall problem-solving
The goal theory The goal theory of motivation developed by Edwin A. Locke suggests that individuals are motivated when they are specific GOALS. The goal theory therefore primarily concerned with employee motivation. Participation in goal setting is essential, as is feedback on performance. Locke proposes that difficult but based on agreement. Overall, the important aspects of Locke’s goal theory are: 1.
The employee 's job security fluctuates as we make major decisions. Employees see this as a concern since unemployment has risen around their community. In an article written by Jeff Smith, The Shareholders vs. Stakeholders Debate mentioned “that a manager’s duty is to balance the shareholders’ financial interests against the interests of other stakeholders such as employees, customers, and the local community, even if it reduces shareholder returns” (Smith, 2003). Another concern of our employees includes the potential stress from removing one of the managers and the feeling of instability for their own jobs. If the stakeholders are happy, the company has a longer lasting stability such that they have
Cheating on values or necessity of the change order are often the most usual forms. This is where the stigma of bribery and kickbacks in construction are born. A change order is work that is added to or deleted from the original scope of work of a contract, which alters the original contract amount and/or completion date (Ethics in Construction industry). One problem with change orders is the ability to set the price at an amount that is significantly more than what is needed to complete the task. Some subcontractors will view the opportunity of a change order to bring in the big bucks.