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Ethical behaviour in management
Ethical behaviour in management
Business etiquette in the workplace
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HR supervisor George Robles spoke to employee Charlie is a driver that was asked to work one night and was asked to meet with Micky. Once he met with Micky a full time supervisor he was greeted with a hostile tome and was to le to just go away to work with little to no direction. Charlie stated that Micky used unprofessional language with him as well.
Direct supervisors are not trained to ensure consistency when training employees at worksite facilities. The trainees were
From the stages of the case, we learn that it is important that the employer takes a quick response in case of harassment within the organization. The Hotel was very quick to assure Gregg and the other woman that their complaints have been received and everything is being put into place to ensure that it do not happen again. What most of the victims of harassment need most is to be assured that they will be protected even after making a complaint. Gregg and the other woman who faced multiple cases of harassment, after being assured that they will be protected from the perpetrator went on to conduct their usual business within the organization with no problems at
Krista works at the City of Pine as a supervisor. Krista’s department is housed in a location with other departments and their supervisors. Employee time & attendance is solely based upon the honor system. Krista has a friend that works in the same building and consistently arrives to work tardy. Krista is now placed in a dilemma to say something to her friend Eve or report it directly to Eve’s supervisor. Our team discussed that this situation could be damaging not
Jones alleged that the governor made unwanted sexual advances towards her which she explicitly rejected (Motos, 1998). Consequently, Jones reported she suffered adverse employment action by her superiors, who “treated her rudely and changed her job responsibilities” (Motos, 1998).
A few months ago while eating at Skylight Restaurant in Tumon, I witnessed a supervisor displaying incivility in the workplace. One of the workers handling the crepe section of the buffet was taking a great amount of time making crepes, which garnered a long line of customers. The supervisor saw this and started scolding the worker right in front of the customers and other workers around the
This case is about the Solvay Group, which is a company that deals with chemicals, pharmaceuticals, and plastics. The Solvay group originally began in 1861, by a Belgian chemist Ernest Solvay. At that time he was experimenting and invented an ammonia-soda process for producing sodium carbonate, or otherwise called soda ash. After successfully inventing this process, he founded the Solvay group in 1863 to exploit this process. The case further talks about the newly assigned HR manager Marcel Lorent who has to manage a new group called the international mobility. This group was assembled to help transfer employees to other divisions as smooth as possible.
Jeanne Lewis shows a measure of ethical tactics in her dealing with subordinates in her time with Staples. Lewis examines her situation before choosing her leadership style, and shows concern for the needs of the employees that she intends to influence. Overall, Lewis remains ethical in her behavior and in the tactics she uses to influence others.
Petrocelli, William, and Barbara Kate Repa. Sexual Harassment on the job. Berkeley: Nolo Press, 1994
During an authorized plant inspection by Ruben Warshovsky, part of the unionization campaign, the union representative would stop and address employees ¡§Hello, I am Ruben Warshovsky from the United Textiles Workers Union of America,¡¨ or some other greeting identifying himself as a union representative while traveling through the plant. Management threatened to get an injunc...
The Tough Guy Case Study examines the employees of investment bank Hudson Smith Gordon (“Hudson”) and their reactions to the behavior of one of its vice presidents, Chip Mazey (Yemen & Clawson, 2007). This analysis will discuss the issues of unresolved conflict among Hudson employees and possible remedies to consider. Recommendations will be provided which should be implemented by Hudson management to minimize conflict and its effects in the workplace.
On February 20, 2018 Corporal Rick Aguiar contacted Captain Hector Rodriguez and advised him of possible employee harassment by Lieutenant Eddie Vazquez. Cpl. Aguiar told Captain Rodriguez that he used to have a dating relationship with a Pomona city employee, Melissa Cansino. Cpl. Aguiar stated that when he spoke to Melissa she told him that Lt. Vazquez has been inappropriately pursuing her. These conversations usually occurred through department emails and occasionally in person when both Lt. Vazquez and Melissa came into contact with each other at city hall. Lt. Vazquez also told Melissa that Cpl. Aguiar, “is a piece of shit and an embarrassment to the department” because people call the department frequently to complain about him. Melissa told Cpl. Aguiar that she could not believe that Lt. Vazquez had so much hatred for him. Aguiar stated that he was fearful of Lt. Vazquez due to his management position and requested that the
The EEOC has also stated that a victim of sexual harassment need not say anything to any supervisor. Co-workers and supervisors are liable if any one kn...
The main purpose of this memo is to introduce the company’s sexual harassment policy. This memo will define sexual harassment,
Workplace harassment is unwelcome actions that are based on a person’s race, religion, color, and sex, and gender, country of origin, age, ethnicity or disability. The targets of the harassment are people who are usually perceived as “weaker” or “inferior” by the person who is harassing them. Companies and employers can also be guilty of workplace harassment if they utilize discriminatory practices against persons based on ethnicity, country of origin, religion, race, color, age, disability, or sex. These discriminatory practices have been illegal since the passing of the Civil Rights Act of 1964 (Civil Rights Act of 1964), and have been amended to be more inclusive of other people who experience discrimination by the Civil Rights Act of 1991 (The Civil Rights Act of 1991), and most recently, President Obama’s signing of the Lilly Ledbetter Fair Pay Act of 2009 (Stolberg, 2009).
Harassment and discrimination claims are due to lack of education about the subject. As an independent human resources consultant, Santiago-Santos will organize a local education campaign and provide employers with different trainings to educate them and their employees about harassment and discrimination. Employers will have a better understanding on how to develop internal policies and procedures to address these claims. Also, trainings will be provided for employees and they will be educated on how to prevent and identify harassment and discrimination as well as what steps to take in order to report such behavior.