Tag: workplace

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Workplace violence differ from those of your peers

Please respond to a minimum of two (2) peers. Consider the following when responding:

  • How does your personal definition of workplace diversity or workplace violence differ from those of your peers?
  • What additional suggestions or resources would you recommend to a leader or manager when fostering a culture of diversity or establishing processes to prevent workplace violence?

Please be sure to validate your opinions and ideas with citations and references.

Jena,

How would you define workplace violence? Provide examples of workplace violence from your readings, personal, or professional experience.

I would define workplace violence as any physical or non-physical threat in the workplace. “Workplace violence is any act or threat of physical violence, harassment, intimidation, or other threatening disruptive behavior that occurs at the work site. It ranges from threats and verbal abuse to physical assaults and even homicide. It can affect and involve employees, clients, customers and visitors” (OSHA, n.d.). Examples of workplace violence are physical assault, threats, verbal abuse, harassment, and intimidation. 

Are there reliable standards and clear definitions for workplace violence from a legal perspective? Do you think the definitions agree?

There are legal standards and clear definitions for workplace violence. OSHA (Occupational Safety and Health Administration) provides guidelines and regulations relating to workplace violence prevention. They define workplace violence as any act or threat of physical violence, harassment, or other threatening disruptive behavior that occurs at the work site. These guidelines outline the steps employers should take to prevent and address workplace violence, including conducting risk assessments, developing violence prevention programs, providing employee training, and implementing reporting and response procedures. In addition, each jurisdiction may have specific laws and regulations to prevent these issues. The definitions agree. 

Which regulatory bodies provide the most reliable definitions? Are there any areas that may not be clear?

OSHA provided an excellent, reliable definition. They are a federal agency in the U.S. that sets and enforces standards for workplace safety and health. They have guidelines on recognizing, preventing, and addressing workplace violence. The Health and Safety Executive (HSE) is another regulatory body in the United Kingdom responsible for promoting and enforcing workplace health, safety, and welfare. They help guide managing and preventing workplace violence. It is essential to consult the specific regulatory bodies in one’s jurisdiction for the most accurate and up-to-date information. These are two regulatory bodies that provide reliable definitions of workplace violence, and no information is unclear. 

As a leader, you are responsible for preventing workplace violence. What resources would you recommend for a leader to assist with that responsibility?

I recommend that staff do preventative training. Managers could implement this by making training sessions or online mandatory; this way, people must review the policies and learn new information. A leader should also assist with using OSHA’s provided resources. They have guidelines, training materials, and resources specifically aimed at preventing workplace violence. Their website contains extensive information on identifying risk factors, implementing preventative measures, and creating a violence prevention program. Lastly, various non-profit organizations are dedicated to promoting workplace safety and preventing violence. Examples include the NIOSH, Health and Safety Executive (HSE), and the Canadian Centre for Occupational Health and Safety (CCOHS). These organizations can provide resources, training materials, and assistance developing violence prevention programs. Leaders should consult local labor and employment laws, industry-specific guidelines, and best practices. 

Janice,

Discussion: Diversity In the Workplace

In recent years, diversity in the workplace has become a critical subject area as the workforce continues to become diverse. Understanding clearly how culture influences workplace diversity and defining workplace diversity are crucial elements for effective leadership (Morris, 2023). As a result, it is vital to define workplace diversity and evaluate its presence while concurrently analyzing the benefits and disadvantages associated with different levels of diversity.

Workplace diversity primarily focuses on individuals’ various backgrounds, such as different genders, ethnicities, ages, and experiences, working together in an organization. To analyze workplace diversity in an organization, it is critical to examine the composition of the workforce and whether it reflects a mix of these characteristics (Tamunomiebi & John-Eke, 2020). A diverse workforce has multiple advantages, including increased creativity, better problem-solving, and a broader range of perspectives. However, there can be challenges like communication barriers and potential conflicts.

Culture’s impact on the workplace can be both positive and negative. It can foster rich, enhanced ideas, customs, and values, resulting in creativity and innovation (Dolan et al., 2020). However, cultural differences may result in misunderstandings and conflicts. As a leader, it is vital to encourage open communication and mutual respect while discouraging biases and stereotypes.

To implement the national CLAS (Culturally and Linguistically Appropriate Services) standards, leaders can foster cultural competency (Uher et al., 2023), ensuring employees are trained to understand and respect different cultures. This includes offering language assistance to those who need it and addressing health disparities within the workforce.

In a nutshell, workplace diversity is about embracing differences. Organizational leaders should foster an inclusive environment where all employees are valued, regardless of background. By adhering to national CLAS standards, we can ensure culturally competent care and interactions within the healthcare setting

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social culture influence workplace productivity

Does social culture influence workplace productivity? If so, how? If not, why not?

1st Student – Katrin

Nurturing workplace culture could be a starting point to combat challenges such as skill shortage, (Nekula & Koob, 2021). In my professional experiences, I do believe that social culture does influence workplace productivity. Building relationships with coworkers is crucial to feeling supported, as a teacher it is so beneficial to have a strong relationship with your grade level teacher/team. I have built friendships at work that become ‘family”. Teaching can be challenging and having those like-minded friends to bounce ideas off, cover your class while you run to the bathroom or grab your class if you need to leave early are a few examples of what family-like workplace culture. The famiily-like workplace is developed with a diverse group of educators from different backgrounds, generations and experiences. Leadership sets the tone for the workplace, as far as how serious/fun the workplace will be. Researchers have examined social interaction in the workplace, in particular, non task related interactions, such as kidding around and social conversation, which are frequent and important parts of the social culture of a workplace, (Butterworth, et al., 2000). Getting a good laugh in during your lunch break is so important. 

According to Butterworth, Hagner, Helm, and Whelley (2000). Workplace culture, social connections, and resources for young people in transition. 38(4), 342–353, Mental Retardation. https://doi-org.lopes.idm.oclc.org/10.1352/0047Student No. 2 Syliv
According to Jolly et al. (2021), the evolution of information and technology has an impact on organisations as well as the way people live and interact in society. As a result, many organisations undoubtedly see the need for specialised services as a top priority. According to Jolly et al. (2021), technology has altered both the community’s and society’s attitudes. Gender differences are no longer requirements for many jobs, where gender is no longer taken into account, but rather the human resources’ skills and competencies. Given the current societal system, in which males are expected to provide for their families by working outside the house, men are generally placed at the top of the hierarchy with women coming in second. It is common practise in many sectors that women are expected to do domestic duties (Jolly et al., 2021).
Kim, KY, Kong, DT, and PM Jolly. Review of social assistance at work in its entirety. Behavioural Organ. 2021; 42: 229–251. https://doi.org/10.1002/job.2485
Three-year-old Erin
The social culture of the workplace might affect productivity. Successful organisations have high rates of diversity, and fostering an open and welcoming culture is very advantageous to an organization’s productivity. Employees who work for organisations with strong social cultures tend to be happier and more content with their jobs, which may result in gains in performance and knowledge that can boost quantifiable production (Sabuhari et al., 2020). Employees may feel more valued, committed, and accepted when organisations prioritise their overall well-being by promoting and emphasising the importance of their lives outside of the organisation, such as work-life balance. This may in turn cause employees to feel as though they must reciprocate that feeling by being more productive (De Sivatte et al., 2014). This is something I can personally testify to. My principal gave me permission to leave early from our twice-monthly staff meetings without being penalised when my dad was told he had stage 4 colon cancer so I could spend time with him and give my mum a respite. She didn’t have to do anything, but she valued creating a culture at the school where she treated us as fellow people in need of support and respected us both as individuals and as part of her team. Because she instilled in us the culture that our values to her didn’t start and finish in the classroom, I can honestly say that I worked more for her than any other principal I have had. People work harder when they feel appreciated and welcomed, and if an organization’s social atmosphere is welcoming and supportive, workers will be more involved and motivated to be more successful.

References
Irawanto, D. W., Rahayu, M., Sudiro, A., & Sabuhari, R. (2020). the impacts of employee competence, organisational culture adaption, work happiness, and human resource flexibility on employee performance. 10(8):1777-1786, Management Science Letters. https://10.5267/j.msl.2020.1.001

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What traits does an effective manager display in the workplace?

Some managers would rather get a root canal than go through the performance evaluation process with their direct reports. Why? What does research tell you?

As you respond to the two questions listed above, please address the following:

  • What traits does an effective manager display in the workplace?
  • Is there a profile for a manager who may struggle with the evaluation process?
  • What are the key elements of a successful employee evaluation process? How should a manager prepare for the event?
  • Develop an evaluation form for your direct reports and show how the evaluation criterion correlates to the organization’s objectives.

Directions:

  • The assignment should be between 4-6 pages which include the cover page and reference page.
  • Your paper should include an introduction and conclusion that summarize the contents of the entire paper.
  • Your paper should be written in proper APA format.
  • References: A minimum of two references are required for this assignment. You may use your textbook as a reference in addition to the two references

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BUILDING WORKPLACE RELATIONSHIPS

Case BUILDING WORKPLACE RELATIONSHIPS Assignment Overview

In this assignment you are an applicant who has been asked the following question during a job interview for a supervisory/management position:

Tell me about a time you had to deal with a conflict and discuss its outcome.

In your video, describe what led to your involvement in the conflict, what actions you took to resolve the situation, the results of your actions, and what you will do differently when faced with the same situation in the future.

After watching and reflecting upon the video below, prepare your response following the principles learned in this video.

  • Prepare a 5- to 6-minute video of you responding to that question.
  • Also prepare a 2- to 3-page outline of how you addressed the ideas found in the video. Include a Reference list of at least two sources you utilized to prepare your submission. At least one of these references must be a high-quality (peer-reviewed academic journal) reference found in the Trident Online Library.

Here is a sample of what a basic outline looks like

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Manage Diversity in The Workplace

Question: Manage Diversity in The Workplace

  1. Briefly outline the purpose of the each of the below legislations Responses (in 10 to 30 words each)
Age Discrimination Act 2004
Disability Discrimination Act 1992
Racial Discrimination Act 1975
Sex Discrimination Act 1984
Australian Human Rights Commission Act 1986
  1. List the two (2) main ways can be used to lodge and handle a complaint

Answer:

  1. List four (4) types of complaints which must be investigated formally

Answer:

  1. The HR manager asks you to investigate a sexual harassment claim which has occurred yesterday in the catering department. In brief, outline the steps you should take to address this complaint in a professional manner. What are the options in case of satisfactory or non-satisfactory outcomes? (in 150 to 180 words)

Answer:

  1. How can you manage staff tensions and assist staff in working effectively with each other? (in 30 to 50 words

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assess employee contributions in the workplace

After you have determined what sources to include in your literature review to assess employee contributions in the workplace, you must now compile your review and reflect on the implications of all that you have read in the extant literature and how that applies to your research. To what extent might the strengths, weakness, limitations, and delimitations of existing studies indicate strengths, weakness, limitations, and delimitations of your study? Explain.

Note: Rather than providing insights into the topics of employee rewards/compensation or employee retention, focus your discussion post on the research methodology and design to resolve this applied research example

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Clark Healthy Workplace Inventory to diagnose potential problems with the civility of your organization

Assignment: Workplace Environment Assessment

Clearly, diagnosis is a critical aspect of healthcare. However, the ultimate purpose of a diagnosis is the development and application of a series of treatments or protocols. Isolated recognition of a health issue does little to resolve it.

In this module’s Discussion, you applied the Clark Healthy Workplace Inventory to diagnose potential problems with the civility of your organization. In this Portfolio Assignment, you will continue to analyze the results and apply published research to the development of a proposed treatment for any issues uncovered by the assessment.

The Assignment (3-6 pages total):

Part 1: Work Environment Assessment (1-2 pages)

  • Review the Work Environment Assessment Template you completed for this Module’s Discussion.
  • Describe the results of the Work Environment Assessment you completed on your workplace.
  • Identify two things that surprised you about the results and one idea you believed prior to conducting the Assessment that was confirmed.
  • Explain what the results of the Assessment suggest about the health and civility of your workplace.

Part 2: Reviewing the Literature (1-2 pages)

  • Briefly describe the theory or concept presented in the article(s) you selected.
  • Explain how the theory or concept presented in the article(s) relates to the results of your Work Environment Assessment.
  • Explain how your organization could apply the theory highlighted in your selected article(s) to improve organizational health and/or create stronger work teams. Be specific and provide examples.

Part 3: Evidence-Based Strategies to Create High-Performance Interprofessional Teams (1–2 pages)

  • Recommend at least two strategies, supported in the literature, that can be implemented to address any shortcomings revealed in your Work Environment Assessment.
  • Recommend at least two strategies that can be implemented to bolster successful practices revealed in your Work Environment Assessment.
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How have you worked with others at your workplace this week?

Q1. Each of us works with other people in some manner, such as in teams, on projects, in meetings, virtually, using shared collaboration to edit documents, etc. How have you worked with others at your workplace this week? What challenges have you experienced in collaborating with others at work, and what did you do to resolve them?

Q2. Conflict at work is never easy. Sometimes you may not agree with a supervisor, peer, or client. What are some techniques you can use to address conflict? Share an experience where you had to overcome negative emotions because of a conflict at work.

Q3. What is the most valuable resource within a project? How do you avoid the overallocation of resources? Is communication within an IT project less than ideal, yes or no, and why or why not? Is it different from regular project management? Why or why not?

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New and/or increased workplace responsibilities

Communication

Discussion 

We have all experienced workplace or personal changes that require us to adapt quickly. Select one of the changes below, and explain how you have used your agility skill to adapt to that change in the past. Or, explain how you would use your agility skill to adapt to it in the future.

  1. New and/or increased workplace responsibilities.
  2. Change in supervisor.
  3. Starting a new job.

Typically a substantial post consists of 5-7 sentences, and a peer response with 2-4 complete sentences. A substantial discussion forum response should make connections to course content, professional experiences, and personal experiences. 

Week 11 Discussion 

Reflect on how practicing your initiative skill in this course has made you a stronger communicator.

Then, provide specific examples for how you have taken initiative in one of the areas below and explain how it has improved your communication in that area.

  1. Collaborating with others.
  2. Addressing interpersonal conflict.
  3. Presenting an articulate argument.

Typically a substantial post consists of 5-7 sentences, and a peer response with 2-4 complete sentences. A substantial discussion forum response should make connections to course content, professional experiences, and personal experiences. 

Small Business Management

Week 10 Discussion 

Please respond to the following:

  • As a new small business owner, what can you do to make sure you hire the right person for the job? What are some ways to manage and foster productivity among virtual employees? Lastly, what is one benefit that motivated you as an employee that you would offer your employees to motivate them?
  • Be sure to respond to at least one of your classmates’ posts.

Week 11 Discussion 

Please respond to the following:

  • You did it! You have reached the end of this course. In doing so, you have developed your skills and gained a better understanding of entrepreneurship and small business management. Please continue to apply what you have learned to future coursework and in your career.
  • For our last discussion, reflect on your experience in this course. Identify which concept or topic you enjoyed learning about. Identify which concept or topic will serve you most in your business career. Detail how you will use what you learned.
  • Be sure to respond to at least one of your classmates’ posts

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A problem or a significant potential improvement at your workplace that relates to employee motivation

ASSESSMENT 1: ANALYTICAL ESSAY
ASSIGNMENT TYPE Analytical essay
DESCRIPTION Prepare a report using motivation concepts to analyse an issue or problem at your workplace.
WEIGHTING 30%
WORD COUNT 2500 words (± 10% variation), not including your reference list.
LEARNING OUTCOMES LO1, LO2
TOPIC
Pick a problem or a significant potential improvement at your workplace that relates to employee motivation. Prepare a report using motivation concepts from this course and any additional reading you undertake to analyse the issue and explore how it might be addressed.
PRESENTATION OF ANALYSIS
At a minimum, your essay should:
1. Concisely describe the problem or potential improvement in a way which readers unfamiliar with your organisation can understand. This is a descriptive section, based on your own knowledge of the situation.
2. Apply relevant models of motivation to analyse the situation. This requires you to use motivational theories to understand what is going on in the situation and to identify possible sources of dissatisfaction, poor performance or other factors relevant to your case.
3. Develop an approach for addressing the problem/potential improvement. Be sure to include some reflection on your own role and any barriers or difficulties that you might encounter in actually carrying out the proposed change.
There is no need to use the formal structure of a report (e.g. executive summary, table of contents, etc.). However, you should use headings to separate the main sections of the assessment and you must reference all materials (e.g. journal articles, books or websites) that you use.
Managing People and Organisations: Assessment 1: Analytical Essay
1
GRADING CRITERIA FOR THIS ASSESSMENT
CRITERION A RANGE/(80% +) B RANGE / (65-79.99%) C RANGE / (50-64.99%) D-E RANGE/(0-49.99%)
OVERALL DESCRIPTOR Addresses all of the criteria and marking factors to an accomplished level of achievement. Addresses all of the criteria and marking factors to a good /very good level of accomplishment, but with scope for further development. Addresses most of the criteria and marking factors to a satisfactory/good level of accomplishment, but with scope for considerable further development. Does not address the criteria and marking factors to a satisfactory level of accomplishment.
MARKING FACTORS
RELEVANCE (15% WEIGHTING) Highly relevant issue or problem described clearly with relevant detail (interested parties, circumstances, actions, perceptions, objectives, etc.). The issue or problem being analysed is meaningful to student and course learning goals, but description misses some important details. Chooses an appropriate issue, but describes it in general terms with insufficient information to fully appreciate relevance to student and course learning goals. Chooses an issue or problem for analysis which is vague, generic, or tangentially related to course topic.
ANALYSIS (50% WEIGHTING) Demonstrates mastery by appropriately analysing the issue with explicit references to relevant and diverse course content and concepts. The analysis demonstrates attempts to investigate the problem using relevant course concepts, but lacks depth of analysis or uses a limited range of concepts. Student makes attempts at applying some course concepts to the issue but fails to demonstrate a depth of analysis or selects less relevant concepts. Analysis does not move beyond a description of the issue with superficial links to course material.
RECOMMEN- DATIONS (15% WEIGHTING) Makes in-depth recommendations that are consistent with the analysis and address all important identified problems or improvement opportunities. Clearly identifies potential barriers to implementation and addresses their own role in implementing recommendations. Makes sufficient recommendations consistent with the analysis. May lack sufficient detail or may not address all the problems identified. Some comment on their own role in solving the issue. Makes cursory recommendations that need further explanation or do not flow clearly from the analysis. Makes insufficient recommendations or recommendations that are not appropriate to resolve the situation or problem/s.
FORMAT AND ORGANISATION (10% WEIGHTING) Submission is well organised and adheres to all formatting requirements, including referencing, with minimal error. Submission is generally organised and attempts to adhere to all formatting requirements, including referencing, with occasional minor errors. Submission is somewhat disorganised and/or fails to fully address one or more of the formatting requirements. Submission is disorganised and/or disregards one or more of the formatting requirements.
REFERENCES (10% WEIGHTING) All references clearly add value to analysis or recommendations, over and above material in text and readings Most references add value to analysis or recommendations, over and above material in text and readings References not specifically relevant to the chosen issue, or add no new insights References not used; irrelevant or poor quality references relied upon.
Managing People and Organisations: Assessment 1: Analytical Essay
2

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