Furthermore, supervisor burnout is a matter of significant concern for organizations because it’s believed to be contagious. Research suggests that supervisor burnout can influence burnout in employees, which can significantly impact the performance of the employees, the unit, and thus, organization goals (Cullen, 2014). To address this phenomena, I, as an administrator would put in place policies, procedures, and strategies that select and provide clear and reasonable expectations of supervisors and employees, provide yearly training to maintain their competency, and give them recognition, thus, show that their work is valuable to the organization and its achievement of goals. References Chullen, C. (2014). Burnout contagion in supervisor-subordinate dyads.
The espoused values are the stated values and norms that are preferred by an organization. These are the values normally established and taught to the employees of an organization. Then the enacted values represent the values and norms that are exhibited by the employees. When an ethical lapse causes the enacted values to misalign with the organizations espoused values then performance drops and also can be a gateway to more ethical lapses. The managers and leaders must try to reduce the gaps between espoused values and enacted
One of the important organizational factors is human resource practices (J. B. Arthur, 1994) (M. A. Huselid, 1995). Various researchers agree that HR practices are to manage the pool of human resources and ensure that the resources are utilized for the fulfilment of organizational goals (R. S. Schuler and S.F. Jackson, 1987) (P. M. Wright and S. A. Snell, 1991). 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.
When talking about employee discipline there are two schools of thought. The punitive approach and the nonpunitive approach and each have distinct impact on employees. The punitive approach I would dare say is more of a traditional approach on discipline. The definition of punitive approach is, "Punitive discipline in the workplace
In this rat race, ultimately organization suffers the heat of losing the most capable employee. Moreover, to increase the work life balance & maintain the healthy environment at workplace, organization introduces employee engagement activities like R&R, goodies, team lunch, trips & treks, events, holidays & comp offs etc. The literature survey will focus in depth the reason of such strategies, thus helping us to understand the theoretical aspects proposed by several researchers & authors. Objective • To identify various employment engagement activities opted by IT organizations. • To ensure whether Employee Engagement initiatives has direct relation with employee retention, satisfaction & loyalty.
Abstract This paper will explain why employers monitor their employees in the workplace and what are the recent devices and programs used in the monitoring process. The paper will examine also the effects of the surveillance on the employees’ psychological health and their rights to privacy. Nowadays, the negative effects of surveillance must be discussed and solved. In addition, a solution is given to ease the controversy between the employer’s work protection and the employees’ privacy rights. Last, the paper gives ways to let the employers know how to deal with their staffs at work without restricting them.
It is considered as a domain specific perception that is affected by both individual differences and workplace characteristics. Considering the role that workplace anxiety plays in the context of job performance, Jones, Latreille and Sloane (2015) state that it is crucial and serves as the first step in developing strategies and
Cognitive dissonance can impact attitudes and behavior in the workplace by causing a disruption of environmental cohesion. “This produces a feeling of discomfort leading to an alteration in one of the attitudes, beliefs or behaviors to reduce the discomfort and restore balance etc.” (McLeod, 2014). There will always be difficult situations in the workplace, but it is how you adapt in those situations that will determine the outcome to be positive or negative. A great example of cognitive dissonance can be found in the merger of Bethel Universitys’ two recruiting departments. The first department was what we all know as (COPS) College of Professional Studies, and the second department (COPS) College of Public Service.
Recruitment and selection is pivotal in this regard in certain important respects. At the most basic level our focus in this book is on people management within the employment relationship. Those charged with recruiting people to posts in work organisations take a crucial ‘gatekeeper’ role; only those people selected for employment can be led, managed and developed. So in the most fundamental sense the decision to employ (or not) underpins the whole area of managing people. Issues associated with exclusion from the workplace also highlight the need for professionalism, fairness and ethical behaviour on the part of those engaged in this activity.
Workplace Bullying Workplace bullying happens when an individual recognizes negative actions directed at him or her from one or more persons, ongoing over at least 6 months, and when he/she has trouble defending these actions (Simons et al., 2011, p. 133). Workplace bullying has been theoretically linked with harassment and includes features of frequent and determined efforts to torment, irritate, or create anxiety for an individual at work (Brodsky, 1976). Workplace bullying has become a disturbing but interesting phenomenon that has fascinated a high level of consideration from scholars and practitioners in the academic and organizational surroundings (Rayner and Cooper, 1997). Basically, the incidence of workplace bullying has led study