It is not possible to calculate Peter’s feeling or the firm’s shareholder’s thought. Therefore weighing the factors could be very subjective. Also, the company’s regulation regarding dress code violation is also presented as a vague statement, because Peter is doing fine at work. In this example, the right of people who is transgender is violated because they are unable to express themselves. By also monitoring workers that is off-duty the company also violating the right of individual’s privacy.
Precautionary Principle: Is Needed in Order to Successfully Prosper Of course not everyone is in favor of using the precautionary principle because it is questionable as to whether or not it benefits or hurts businesses and people. The precautionary principle “is intended to address credible yet uncertain hazards with severe or irreversible consequences and presumes that information is incomplete or highly variable, making traditional regulatory policy making difficult” (Carlock). This principle could be useful in the fact that it could prevent hazardous instances from occurring. However, individuals could take this principle too far by making it so that businesses unable to startup. An individual could make up a reason as to why a business should
However, what many don’t know is that friendship does not promote a good employer-employee relationship. Yes, you read it right. Bosses should not be friends with their employees if they were to maintain a healthy working relationship. Here are several reasons why friendship between employer and employees can hurt the business. Friendship Levels the Ladder Understand that in friendship, friends are equal but this is not the case for boss-worker relationship.
Unfair decision: Sometimes unfair decisions are taken by the employees working in the organization but it does not happen with the third party manager. Reasons for Hiring Property Manager There can be many reasons why property owners would choose to hire a property manager rather than manage property themselves. Some of the reasons are as follows: 1. Setting the right rental rates: Property manager helps to set the right rental rates of the property as they have more knowledge of the
According to the court ruling, an employee is only to be considered a supervisor when he or she is instructed by his or her employer to take “tangible employment actions” towards another individual. In this case, there was a great burden to find evidence for the plaintiff's employer to be found guilty. Unfortunately, gender and racial discrimination still take place in today's society. There are Federal Laws, State Laws, Municipal Laws and company policies to prohibit the discriminatory practices, but it still doesn't resolved the problem. Discrimination in workplace is mainly influenced by the financial pressure, generational difference, lack of diversity training, and the economy.
verywell.com says that “Some leaders might even take advantage of this style as a way to avoid personal responsibility for the group's failures. When goals are not met, the leader can then blame members of the team for not completing tasks or living up to expectations. The opposite of this situation for low level employees is also exist. Since the leader seems unconcerned with what is happening, followers sometimes pick up on this and express less care and concern for the project.” Another problem Is that in some situations, the laissez-faire style or chaos management leads to poorly defined roles within the group. Since team members receive little guidance, they might not really be sure about their role within the group and what they are supposed to be doing with their time.
Discrimination is not only unethical but also an illegal practice at any workplace. However, sometimes the IENs themselves acknowledge that they have less confidence and take inequality for granted. So, they do not report some cases of discrimination. Moreover, even the colleagues, patients and families treat the IENs with aggression, resentment, less trust and uncooperative manner (College of Nurses of Ontario [CNO], 2007). Sometimes, the coworkers intentionally misunderstand and underestimate the IENs’ education and skills and bully them (Kingma, 2007).
There are other forms of ethnic or racial discrimination that is not as easily observed, and may partake in privileged or negative treatment of an employee, being looked over for a promotion or getting paid at a different rate because of a persons race or ethnicity. Employers are not allowed to authorize rules or policies that do favor or even discriminate against other employees that belong to a certain race or ethnic group. Businesses also can not discriminate against their job applicants because of their race or their ethnicity. Any employee that receives any unfair or unfavorable treatment because of his or her ethnicity or race is a victim of unlawful racial discrimination. This also occurs when specific ... ... middle of paper ... ...affects the productivity, profits, and teamwork.
As a business consultant I have been asked to suggest different methods that can possibly reduce discrimination and prejudice in the workplace. Is it possible however to make everyone get along and ignore their differences? According to the growing research on discrimination and prejudice, these are learned behaviors that with practice can be unlearned, and ultimately eliminated (Baron & Branscombe, 2012, p. 195). Discrimination is defined as the negative treatment of different groups: Prejudice, on the other hand is viewed as the negative emotions or attitudes associated with discrimination (Baron & Branscombe, 2012, p. 183). These two terms go hand in hand because they both can lead to racism; however, that is not suggesting that there is a cause-and-effect relationship between the two.
It can be harmful to future employment of the whistleblower though. I believe that under certain circumstances, whistle blowing is necessary for the company’s welfare, but when the whistleblower’s own career is at risk it is a difficult choice to report. Most of the time when a person's career is not at risk, I believe that there is still no ethical obligation to blow the whistle. Personally, there is not many situations where I would blow the whistle because of the low guarantee of my employment. Whistle blowing is not usually done correctly, but when an employee is brave enough to speak out against unethical practices of the business in which they work a lot.