Introduction
This case deals with dating in the workplace. I believe probably more than any other topic I have heard more issues in my years in the Army that deal with relationships among service members. I do believe it is morally acceptable for an employer to make rules against dating in the workplace. The degree to which rules are designed though should reflect on how much the relationship may affect the workplace. There should be no invisible rules towards the topic. That is an organization must put such a policy in writing and not just accept that it is understood and everyone will see things for the good of the organization. Individual members must be held accountable for their actions at all levels. A supervisor that violates a policy is as guilty as a subordinate and must be treated the same to ensure the integrity of the policy as well as the organizations standard.
Human Nature
It’s 2 a.m. and the last touch has just been put on the project due by the team in 7 hours to the review panel. For the last 3 weeks, the team of 7 has been working until such hours of the morning to ensure they met the deadline set by the company they work and it would appear in this case live for. The company expects results and the employee’s seem to be motivated enough to meet the goals set by the company. This is a regular pattern of this fictitious organization. Personnel from different departments are brought together to work on a project for the company.
With such a degree of team work expected by the organization so to should the human nature of individuals placed in such situations to form bonds and relationships beyond work be expected. The days of 9 to 5 with plenty of time in the evening and on weekends to interact with others socially are not as prevalent in today’s U.S. workforce. The U.S. works longer hours than other countries and takes shorter vacations if any at all compared to other countries.
Strong recent growth in the number of working women, increasing management emphasis on close workplace teamwork, and longer hours being put in by managers and professionals are helping to fuel the dating trend, experts say (Arnett, 1998). When men were the primary workforce and had to make time to look for female companionship in areas not associated with work there were not significant issues for organizations to worry about dating ...
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Conclusion
An organization has a responsibility to itself before its employees. The employees have a duty to meet the expectations of the job they choose. The company has a duty to allow employees to be human and act as such when organization’s goals and practices are not in jeopardy. When members of the organization are expected to sacrifice a portion of their lives however to the good of the company then the company has a duty to take the possible outcomes of such extensive interaction into account when making fraternization policies. This will provide a balance between the rights and duties of the employer to the employee and vice versa.
REFERENCES
Murray, K. (1990). “Romancing at work, Firms learn to be flexible over issue,” Orange County Register, pg. h.01.
Arnett, E. (1998). “OFFICE ROMANCES BLOOMING; RULES BEING REVISED AS TRENDS SHOW RISE IN WORKPLACE DATING,” Daily News, pg N. 20.
Minarcek, A. (2004). “Survey says interoffice romances increasingly accepted by co- workers, bosses,” Knight Ridder Tribune Business News, pg. 1.
Roeper, R. (2005). “Nothing is as inevitable, or tricky, as workplace dating,” Chicago Sun- Times, pg. 11.
first cigarette. Cigarette advertising has been a long standing debate that has been glorified and
Cloud, Dr. Henry & Townsend, Dr. John. Boundaries in Dating: How Healthy Choices Grow Healthy Relationships. Grand Rapids, MI: Zondervan, 2000. ISNB 978-0-310-20034-5
Devito, Joseph A. "Relationship Maintenance; Love." Devito, Joseph A. The Interpersonal Communications Book. Boston: Pearson, Allyn & Bacon, 2009. 225, 254.
Women are under constant scrutiny when it comes to the organizational world of work. Looking at the start, this type of wary behavior begins at the job interview. From experience, the moment an interviewer views a person’s application they have already begun their assessment of the person. The interviewee has less than a minute after introduction to give a good initial impression. However, the traits of two applicants who are male and female vary in expectation, “women are expected to be dependable, cooperative, intuitively perceptive, and exhibit ‘soft’ skills of management. Men, on the other hand, are required to be intelligent, ...
Many companies have policies relating to this subject that describes what behavior with coworkers is acceptable and what is inapprorate. Some places may not allow dating or friendship
These comments demonstrate examples of sexist prejudice, sexist stereotyping, and sex discrimination in the workplace. The prejudicial acts and stereotyping occurred when evaluators perceived Ms. Hopkins independence and assertiveness as nontraditional. The sex discrimination occurs at the point in which Price Waterhouse denies Ms. Hopkins partner based on these gender stereotypes.
Relationships among workplace peers are the most common type of organizational relationships. At times, these platonic relationships turn romantic which are often regarded as an organizational issue. A workplace romance (WR) is defined as a no-platonic bond between two members of an organization in which both sexual attraction and affection is present (Cowan & Horan, 2014). WRs are common in organizations. According to a poll by the Society for Human Resource Management (SHRM), found that 40% of employees had been involved in a WR at some point in their careers (Cowan & Horan, 2014). The SHRM also found that over 70% of organizations do not have policies that prohibit WR. One of the most concerning questions that arises regarding workplace
Workplace romance is an issue that has been causing employers to create and enforce a No-Fraternization Policy. A No-Fraternization Policy is sometimes called a “Love Contract,” according to Kathryn Taylor from Society for Humans Resource Management (2008). A love contract is a policy that is signed by those involved in the relationship and the employer. This contract is a testimony stating that the relationship is consensual and voluntary by both. Many employees would say this is an invasion of their privacy but to others, including myself, it’s a protection for them and for the company. The No-Fraternization Policy is valuable because it helps reduce the possibility of harassment, favoritism, and will help keep productivity at a healthy level.
The central point the author drives home is that at the turn of the twentieth century, cigarette smoking was not deemed an acceptable practice for middle or upper class men in the United States. The author states that there were numerous factors, each seemingly more extreme than the last, that lead to the acceptance
A young girl growing up in 21st century America has a much better chance of achieving a high-paying, high-prestige, management level job than most all of her predecessors in the early, middle and late 20th century. Despite this, however, women who have such a position, depending on the field of course, are likely to find themselves as the token woman among men, which puts her in a tricky position (Conley 311). A woman that asserts herself in a way seen as “masculine” would likely be negatively received by her male counterparts, making her job harder than it would be without such pressures (Conley 311). Should the woman fail at coping with this and fail at some aspect of her job, it becomes ammunition for her aggrieved male coworkers who see this as justification that women cannot handle such positions (Conley 311).
When we think of the word team, individually many different ideas may come to mind about what a team really is. Some may think of an NFL team (Tennessee Titans), an NBA team (Sacramento Kings), or a NASA astronaut team with such pioneers as Edwin Aldrin, Jr. and Neil Armstrong as members. You might even think of the U.S. Navy, Air Force, Army, Coast Guard, or Marines as teams. In fact they all are, and they have a great deal in common as teams. However, for the purposes of this paper I will examine the characteristics of work teams, as they apply to organizations and I will supply answers to the following questions: What is a team? Where did the team concept come from? What are the types of teams? What are the advantages and disadvantages of having teams in organizations? What does it take to make a team effective?
Cigarette advertisements give the feeling that smokers are "bursting at the seams with joy" and that smoking is useful to you. Shockingly, nothing could be further from reality. The U.S. government has marked cigarettes as an unsafe medication that causes lung malignancy, coronary illness, and numerous different genuine sicknesses and conditions. Numerous individuals everywhere throughout the nation are discussing whether tobacco organizations ought to be permitted to publicize cigarettes or even to make cigarettes in today 's general public ("Analyzing Assorted Tobacco Advertisements").
“Human beings have always functioned in face-to-face groups. While the use of teams is on the rise the Wall Street Journal reports that two-thirds of American companies employ them – the face to face aspect of normal working relationships is changing. Electronic communication and digital technologies give people a historically unprecedented ability to work together at a distance.” (Lipnack, J., & Stamps, J., 1997).
Organizations use teamwork because it increases productivity. This concept was used in corporations as early as the 1920s, but it has become increasingly important in recent years as employ...
The work community has several members, it is vital that these individuals act as a group, so that the common goal was achieved. This section describes the team, the team's importance, team building and why before-mentioned issues are important. This section also takes place through the cases and at the end of the self-evaluation.