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discrimination and its effects to the students
effects of discrimination in schools
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This paper reflects three dimensional perspectives: educational institution, security based organisation and communication industry - the main focus would be on the factors that contribute to the employee disengagement. Disengagement can be defined as disinterest an employee exhibits towards his work and drags himself to accomplish the task with minimal interest which in turn affects the productivity of an individual at work place. This kind of employees are known as ‘prisoners’ (Normala, Dileep & Ramlu, 2014). The natural tendency/attitude of such disengaged employees are very contagious in spreading the negativity and the low morale they carry (Branham, 2005).
According to the presenter’s previous experience in an educational institution (engineering college), in India. This education
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This particular incident conveys the profanity of the institution, - the presenter’s colleague is a new joinee and she was told that she needs to report to the HOD (Head of the Department). When she started reporting to the HOD, this fifty years old man, began to take her on plight with his power/influence which eventually is abusive in nature. She suffered in silence for few days and finally, she reported to the ‘Management Team’ (but not HR Department as there is no department as such) and only to her surprise, she realized days later it was all false promises made to her and no action has been taken against the HOD, but the harassment increased after she reported. This incident came into the light when many joined her cry as many were victims to this one particular HOD. The writer feels ashamed to say this that all this cry was an open secret and nothing was done over the
There should be more aggressive and strict policies in cases like sexual harassment because it causes lots of trauma to the victim and as in this case the complaint was filed way later than the actual violation committed. There should be more supportive ways for all the individuals in an organization to report such cases with utmost confidentiality.
Therefore, the desired output of the department was still satisfied. Yet, some employees who were not in the main group were slack off and misused the system even during the peak period, which potentially resulted in internal conflict in the department. Thus, in order to motivate employees and prevent the dishonesty, we propose to remove punch in-out system and launch a better payment system with both financial and non-financial incentives. Also, the working environment should be improved with various campaigns to enhance the unity in the department. We also move an employee who could not perform fully his talent to other department to maximize his capacity.
There are many different causal reasons for the existence of this problem with employee satisfaction and morale. In this paper, I will address what I believe to be the most important factors that contribute to this problem. This employee satisfaction problem, and its causal and symptomatic problems, impacts the department in many ways. For example, we have lost valuable employees resulting in unnecessary attrition. There is a loss in productivity that results from the time and energy that many employees spend dealing with components and symptoms of the individual problems. This wasted t...
properly in the given setting and as a student in a DPT program develops this skill and uses it
education by the students learning how to look beyond instructions and the students are free to
Gerontology provides different perspectives of the aging process and the evidence base from which health and social care practice with the older population is founded. Older people are affected differently by the ageing process. The disengagement theory provides a greater insight into why some older people withdraw from the society. According to the disengagement theory perspective, successful ageing is best achieved through abandoning social roles and relationships and by the individual reducing both activities and involvement. Disengaging from social activities and involvement put the older person at risk of being socially excluded. Social exclusion affects older people, although the risk increases with
Workplaces must comply with federal laws and mandate sexual harassment education at all levels. Implied guidelines should be developed and employees have the right to work in a discriminatory intimidation, ridicule and insulting free environment. Employees who feel as though they have been a target of sexual harassment are encouraged to apprise the offending orally or in writing so that behavior is unwelcome, offensive and must stop. Hence, if the employee wishes not to reach out directly to the offending person or disseminated information has not been ineffective, the employee has several channels to report allegations of sexual harassment.
The three things required for whistle blowing to take place are- wrong-doer (who commits the wrong-doing), whistle-blower (who observes and reports the wrong-doing) and recipient (who receives the report of wrong-doing) (Near & Miceli, 1996). Often whistle-blowers face retaliation for their actions which, according to a research by Near & Miceli (1996), correlates to ‘situational characteristics’ and occurs more often when the whistle-blower uses external rather than internal sources of reporting. There is a large literature dedicated wholly to Nancy Olivieri. The several hundred pages of reports were written-“Naimark Report” commissioned by the HSC, “Thompson report” commissioned by CAUT and “Report of inquiry committee” of CPSO (Schafer, 2004).
The outrageous events create a contrasting tone. The typical office orientation situation is invaded by shocking situations such as Amanda Pierce’s. Pierce’s husband “subjects her to an escalating array of painful and humiliating sex games.” Describing very personal aspects of an employee’s life creates a very uncomfortable feeling in this situation. This type of information is not supposed to be talked about in an office
In terms of its application in my classroom, it can be seen that I have recognize...
Throughout my work experience I have been a witness to various degrees of work alienation. As I continue to gather additional experience in the work environment and engage in discussions with fellow employees, it is clearly evident that there is workplace discontentment and feelings of being taken advantage of. Based on my work experiences to date, I agree with James Rinehart’s claim that forms of alienation are evident in the workplace. They force human beings into modes of behaviour that are unnatural and possibly harmful. I will illustrate that as we live in a capitalist environment, employees have little say or control over decisions made by their employers; workers do not have power over the processes or methods of work; workers lack fulfillment and are not treated fairly in their workplace and class structures are created to show dominance behavior.
In his study about psychological conditions of personal engagement and disengagement at work, Kahn have shown that there are three psychological engagement elements that can influence an individual’s behaviour in relation to their job function. The elements are 1) meaningfulness - rewards from engagement, 2) safety - higher willingness to engage, and 3) availability - readiness to engage (Kahn, 1990). Because of his work, Kahn is widely regarded as the pioneer of employee engagement and his findings are still engaged and found in many references about employee
In this assignment, I will go to talk about Sexual Harassment in the workplace, which is a serious problem in the workplace, how to recognize it, establishing procedures to report it and how to prevent it. The goal is zero tolerance harassment in the workplace.
Every organisation in the world today is putting a lot of efforts, time, and resources in the human management. As this is, an excepted reality that no organisation in the world can vie in this globalised world just on the mere basis of their product and services. In order for an organisation to be successful, it has to invest substantially into the domain of people skills, and their behaviour. Due to stressful working environment, many organisations loose employees due to lack of motivation, stress, lower employee job satisfaction and other contributing factors of behavioural sciences and psychology. All these factors have negative effects on the organisation and organizational behaviour simultaneously. Many experts are in concord that all these factors create disoriented and unmotivated employees and affect the organizational overall targets and higher dissatisfaction of the employees.
Absenteeism is intentional or habitual absence in the workplace. It not only reduces the productivity, but also makes the company lose a lot of money. The issue of absenteeism should not be ignored. In order to help the company to reduce the cost and increase the productivity, the employers or the managers have a responsibility to know about the causes of absenteeism and how to reduce the absenteeism. There are some common causes of absenteeism that the managers should know that, such as workplace`s bullying, workplace`s condition, employee`s health, and unfairness. In the follow part, this research paper will show you how these issues relate to the absenteeism, and will also show you how to reduce the absenteeism. Absenteeism can be prevented or reduced, the cost cause by absenteeism can also be improved. The managers should know that.