Key point of the case : The New York police inspector was charged with sexual abuse, forcible touching, official misconduct and harassment in his office. This is considered as bullying which involve both verbal and physical attacks. That female officer was sexually attacked despite of resistance.
Challenges: This case needed to be well investigated and the police will receive severe punishment. This criminal will be an example for other bad guys to stop this bullying in the workplace.
Key point of the case : The impolite and rude messages left for the servers in a restaurant. There are some reasons given, mostly because of unprofessional way of working or having less experience. Sometimes personnel do not know how to behave with different types of people.
Challenges: There should be more training program, professional development group. People working in service business demand impeccable customer service and a willingness to interact with many different types of people, all while maintaining a cheerful attitude.
Key point of the case: Dennis Walters has been “subjected to a systematically hostile work environment” in which he was made to work unreasonably long hours without breaks and was denied training opportunities. He claims the stressful work environment has resulted in physical symptoms including vomiting and nausea while on duty. The company mistreated him because his wife is outspoken about the Flint water crisis.
Challenges: There should be solutions from the government. The wife is making effort to bring the attention to the issue every two weeks. This is not only working environment problem but also the water/living conditions problems.
Key concepts, theories and models:
Employee Rights: employers have rights in the employment relationship, both employees and work conditions. There are three categories: statutory rights (protection from discrimination, sate right to form unions), contractual rights (as provided by employment contracts, union contracts, and employment policies), and other rights (the rights to ethical treatment, privacy, and free speech.
Management Rights : Employers have the right to run their business and make a profit. These concepts of private by property laws, common law, and the values of a society that accepts the the workforce enterprise and the profit motive. Management rights include the right to manage and to hire, promote, a discipline, and discharge employees.
Employee Rights Challenges: A Balancing Act Sometimes the rights of the employer and employees are in conflict.
Disciplining Employees Managers rely on discipline procedures to communicate to employees the need to change behavior. There are two approaches to discipline. The progressive discipline procedure relies on increasing levels of punishment leading to counseling sessions between The positive discipline procedure uses supervisor and subordinate to encourage the employee to monitor his her own behavior. Both procedures are designed to deal with forms of misconduct that are correctable.
Administering and Managing Discipline: To avoid conflict and lawsuits, managers must administer discipline properly. This entails ensuring that disciplined employees receive due process. Managers need to be aware of the standards used to determine whether an employee was treated fairly and whether the employee has a right to appeal disciplinary action. For a disciplinary system to be effective, an appeal mechanism must be in place.
Managing Difficult Employees: It is often necessary to discipline employees who exhibit poor attendance, poor performance, insubordination, workplace bullying, or substance abuse. Managing the discipline process in these situations requires a balance of good judgment and common sense. Discipline may not be the best solution in all cases.
Preventing the Need for Discipline with Human Resource Management The need for discipline can often be avoided by a strategic and proactive approach to HRM. A company can avoid discipline by recruiting and selecting the right employees for current positions as well as future opportunities, by training and developing workers. by designing jobs and career paths that best utilize people’s talents, by designing effective performance appraisal systems, and by compensating employees for their contributions Terms
Labor Relations Strategy:A labor relations strategy is a company’s overall plan for dealing with unions, choosing a union-acceptance strategy view as representatives and accept collective bargaining as an appropriate mechanism for establishing workplace rules. Companies that choose a union-avoidance strategy use either union substitute or union suppression to keep unions out of the workplace
Managing the Labor Relations: Process The labor relations process has three phases: (1) union organizing (2) collective bargaining, and (3) contract administration. In the union organizing phase, management must confront the issues involved with union solicitation, pre-election conduct, and the certification election. In the collective bargaining phase, union and management representatives negotiate workplace rules that are formalized in a labor contract. The contract administration phase starts after the labor contract is settled and deals with day-to-day administration of the workplace. A key feature of the contract administration phase is the grievance procedure, a step-by-step process for settling employee disputes about contract interpretations or disciplinary actions. The Impact of Unions on Human Resource Management.
Sources: Gomez-Mejia, L.R., Balkin, D.B. and Cardy, R.L. 2016. Managing Human Resources. Global Edition 8/E. Pearson. London
Examples related to the case:
Millions of American people go to work on fear of being bullied. Some were daily bullied by a former boss. The manager threatens them in the area of work place. According to recent survey, bullying affects 12 million people, a third more women than men.
According to a interview: “Back now with our real answers team. Taking on a problem we’re used to seeing in schools and on play grounds. But you’d be amazed to find out how much bullying happens on the job. Abc’s amy roe batch has real answers on how to stand up for yourself at work. I was a victim of adult bullying. Screaming, long tirades, threatening both physically and emotionally. He did everything he could to humiliate me. I would get home at the end of the day, I just wanted to stay in a safe place, because none of those people would get me there. Millions of americans go to work in fear. Even in top professions. This neurosurgeon, whose identity we’re not revealing, says she was bullied daily by a former boss. It was very difficult to walk into the operating room and be calm, if you had just somebody kind of take the top of your head off. He also, you know, threatened us in terms of our jobs on a regular basis. According to a recent survey by the centers for disease control, adult bullying effects an estimated 12 million americans in the workplace. Nearly a third more women than men. Jane pratt, a successful magazine editor, says she suffered intense bullying by a former boss. “One time I remember being in a conference room with a bunch of other people around, and he was yelling at me so fiercely and this close to my face. I started to feel like I was going to faint because it was just — it was too much.” Author jill brooke has studied adult bullying and says it’s almost become accepted office behavior. It is becoming an epidemic in the workplace because people are responding to their fear of losing job and status, so as a result, they consider this behavior survival of the fittest. Causing emotional issues like depression and mood swings to physical issues like headaches and weight gain”
So here’s what brooks says you should do if you’re being bullied. First, speak up. Bullies respond to resistance. Next, make sure you document the bullying to have proof. And finally, build consensus with others. There is strength in numbers. Jane pratt, who’s now a boss herself, says learn from your experience. You set the tone. You have to set the tone.
(2) Half of women in UK have been sexually harassed at work, study finds
More than half of women have suffered sexual harassment in the workplace, including sexual assaults and comments about their bodies, research has found.
Researchers from the Trades Union Congress and the Everyday Sexism Project found that 52% of women had experienced unwanted behaviour at work including groping, sexual advances and inappropriate jokes. Among women and girls aged 16–24, the proportion reporting sexual harassment rose to 63%.
Around one in eight women reported unwanted sexual touching of their breasts, buttocks or genitals or attempts to kiss them at work, which the report’s authors point out would be considered sexual assault under the law. And 1% said they had been raped or seriously sexually assaulted in their workplace.
Almost a fifth said they had been harassed by their boss or someone else with authority over them.
But four in five women said they did not report the incidents to their employers, with many fearing that it would harm their relationships at work or that they would not be taken seriously.
A government spokesman said: “No one should experience harassment or abuse of any kind in the workplace — the law on this is very clear and employers must take swift action to tackle this issue.