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
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.
Counterproductive work behavior refers to actions by workers that go against the goals and aims of their leader. CWB (Counterproductive work behaviour) includes any behaviors that damage a company by either directly disturbing its property or operation or displeasing workers to the extent that their job effectuality decreases (Fox, Spector, & Miles, 2001). Research has known 2 types of CWBs: those directed at the organization (CWBO) and those directed at individuals (CWBI) inside the organization (Fox & Spector, 1999; Fox et al., 2001; Robinson & Bennett, 1995). Robinson and Bennett (1995) classified thievery from, sexual harassment toward, and violence against colleagues as major social CWB. Minor interpersonal CWB enclosed behaviors like gossip mongering and blaming coworkers.
From this issue of ageism in workplace, it will automatically influence the management decision and can have an implication for promotion, recruitment, job security, salary, and termination of an employment. It does not only give big impact to the organization or company, but it may also give negative effect to the older workers. Besides that the ageism attitudes according to Hayes (1993 cited in NCAOP 2005), it will lead to the elder abuse. When there is always judge the older people by assumption rather than reality, this may lead to treating the older people in particular way such as prohibit the older person from doing activity because perceived that they are
Bullying and rudeness in the work place – one particular example of organisational misbehaviour, are characteristics that should be actively prevented and addressed by an organisation. The impact of this form of misbehaviour can negatively affect the individual and the organisation as a whole, and thus this risk should be mitigated. In the following report, this form of misbehaviour, reflected by the adjoining video clip, will be analysed and the best approach to rectify bullying and rudeness in the workplace will be recommended. Analysis The major theme in relation to the video clip is bullying and rudeness. The clip displays a person with greater authority showing unreasonable behaviours including rudeness to a subordinate in a work place environment.
A lower standard of evidence, such as the ones presented in Hopkin’s case, can be used as valid proof. This is a step forward to combat discrimination in the workplace because this recognizes that implicit forms of biases, such as stereotyping, have huge impacts in how people are treated in the workplace. Unaddressed biases can affect many workplace decisions, from promotions to daily interactions with coworkers. Not only did this case address this issue, it also established that firms are responsible for making sure that its employees are aware of biases and stereotypes and for proactively looking into incidents where stereotypes might have influenced a workplace
Stress and subsequent aggression may also be induced due to perceptions of injustice in the workplace. As stated earlier, Robert Agnew’s General Strain Theory argues that strain is a cause of criminal behavior. He expands upon Robert Merton’s Anomie Theory to include several causes of strain. His categories of strain that produce deviance are, the failure to achieve positively valued goals, the loss of positive encouragement, and the introduction of negative stimuli. Simply put, when people are treated poorly, they may become upset and resort to criminal behavior.
With this, Steinbeck illustrates the hatred which the upper class had towards their potential employees. These emotions provide further reasoning for such poor economic conditions, as those with money were using it to prevent others from economic prosperity. Rather, the upper class were labeling those in need as “Okies”, and attempting to drive them out of “their” land. Steinbeck illustrates the lower class’ reception of this treatment, and their disgust with the upper class for treating them this way. The lower class believe that their ardent work ethic has incited fear in the upper class and caused them to try to eradicate any possibility for the lower class to succeed by reducing their opportunities.
Other important agents are social norms and organizational culture. Bullying and workplace harassment adversely affects the individual victim, the employer organization and at large, the economy. The existence of unsafe work environment characterized by bullying and harassment undermines the business growth and profitability of organizations and also leads to a damaging impact on the organization’s corporate image. Employer organization consequently has to pay in terms of litigation, increased staff turnover and loss of morale, absenteeism, potential workers’ compensation claims etc. Furthermore, workplace harassment results in loss of time and productivity due to negative circumstances keeping employees preoccupied, loss of skill and experience due to employees leaving the organization and harm to company’s market
Employer can also be bullies. Bad employers use bullying strategically to rid the workplace of good employees to avoid a legal obligation, such as paying some worker’s compensation or claims. The workplace bullying can be direct or indirect, may be missed by superiors or known by many throughout the organization. Workplace bullying can be either direct or indirect behavior which is perceived as affecting an employee’s right to dignity and respect at work. It can be expressed through