...I-PANG FU, M.ED. SMEAL COLLEGE OF BUSINESS PENNSYLVANIA STATE UNIVERSITY Favoritism is a controversial issue in many cultural settings. Related terms include nepotism and cronyism; all three are identified with misconduct in the merit-based business world. The flip side is ethics — the principles of conduct governing an individual or a group (MerriamWebster, 2012). According to John Dewey (1902), “Ethics is the science that deals with conduct insofar as this is considered to be right or wrong, good or bad.” Since favoritism is perceived as being linked to workplace misconduct, it is necessary to use ethics in examining this issue. The current study applied four lenses of ethics identified by Shapiro and Stefkovich (2011) to help people deal with ethical challenges: justice, critique, care, and the profession. Findings have implications for criteria used to handle ethical challenges in the workplace. Introduction...
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...relationships between them, are different. Job satisfaction and organizational commitment is very important to businesses today, due to the role that employees’ play in providing services to their customer/clients. In this paper, I will provide the definition of job satisfaction and organizational commitment and the differences between the two. I will also provide the motivational theory and performance management principles to evaluate the company as a potential employer. Compare the difference between job satisfaction and organizational commitment. Determine which is more strongly related to performance. Job satisfaction is defined as contentment (or lack of it) arising out of relationship of employee’s position and negative feelings toward his or her work (www.businessdictionary.com); job satisfaction relates to an attitude toward your job. Organizational commitment is defined as the strength of the feeling of responsibility that an employee has towards the mission of the organization (www.businessdictionary.com); organizational commitment is the employee’s commitment or attachment to their workplace. Attitude has direct impact on job satisfaction. Organizational commitment on the other hand, focuses on their attitudes towards the entire organization. Although there is a strong relationship between satisfaction and commitment, in my organization, it gives more support to the idea that commitment...
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...successful work-life strategy and how you can most quickly and effectively implement them. Let’s start with the senior executive concerns and opportunities that work-life affects. Growth and profit impact. Accelerated on and off-the-job stresses and expectations are adversely affecting top and bottom-line growth, unnecessarily driving down productivity. A well-implemented work-life strategy greatly reduces both the real and perceived overwork and out-of-balance pressures that hamper productivity, producing a dramatic positive return on investment. Full Engagement and customer service. A workforce that is out of balance, unnecessarily stressed, or disgruntled greatly reduces full engagement with external and internal customers. Conversely, commitment to the organization’s objectives and clients’ needs rises in direct proportion to the perception that the organization is committed to both the...
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...In a society where traditions are mostly based on orthodox values, where transformation of culture are dealt with utter stubbornness, the rise of ‘dual earner/shared care’ concept was bound to face sheer difficulties, no matter how modern and efficient it is for the society as well as economy. Even if things may not be alike in an unorthodox society, there were several problems still maneuvering the concept every now and then. There have been quite a few numbers of researches, survey to undergo the situation of this concept in societies. Some results have come out as positive and some negative. However, to basic knowledge of general people, it’s still believed that it depends on the environment, on the social norms, and on people’s view to this matter. Dual earner system has been welcomed in many countries, willingly or not willingly. In some countries, people’s incomes are mostly below the poverty line, i.e. in third world countries; in those places people have accepted dual earner system as a necessity, leaving the dilemma off. For developed countries, it has been found in the statistics that around 62% of households are now "dual earner". Yet, despite increasing female participation in the labor market, the private lives of many couples are still showing the role pattern of the male breadwinner model. Men are perceived as providers for the family, whilst women are expected to shoulder the lion's share of unpaid work at home. So as to reconcile gainful employment and career...
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...In recent years, it has risen to attention that the roles for men and women both in workplace and at home are changing due to the increase in the number of dual-career households and single-parent families (Hammer, Neal, Newsom, Brockwood & Colton, 2005). As a consequence, both human resources (HR) practitioners and researchers recognise the increasing demand of flexible workplace practices, such as flexitime, that can support employee’s work-life balance and reduce the level of work-family stress (Downes & Koekemoer, 2011; Hammer, et al., 2005). Flexitime is generally defined as a work arrangement that allows employees to have flexibility in term of when work is conducted, sometimes with a core working-hours requirement (Eaton, 2003). Whilst many organisations are introducing a flexitime system to meet employee’s demand, recent research shows that 54% of Australian organisations are reluctant to offer flexitime to employees (Kionos Australia, 2013). This indicates that, although a number of Australian organisations recognise the benefits of flexitime, more than half of the organisations consider flexitime as a challenging or ineffective arrangement. Therefore, the purpose of this paper is to evaluate research relating to flexitime and clearly reveal its benefits and challenges. For the past decades, a considerable number of researches have been conducted to study the effects of flexitime. Kelly et al. (2008) carried out a comprehensive and critical review of literature...
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...and learn from this and become successful because of them. President Barack Obama has set forth an ambitious agenda for U.S. postsecondary education: by 2020, he would like to once again have the highest proportion of college graduates in the world. This is an amazing and ambitious goal but it will take the help of us as Phi Theta Kappans to reach this. In April 2010, the American Association of Community Colleges and five other community college organizations responded by reaffirming their commitment to completion while maintaining their commitment to increasing access and quality by issuing a joint statement, Democracy's Colleges: Call to Action. The partnering organizations were the Association of Community College Trustees, the Center for Community College Student Engagement, the League for Innovation in the Community College, the National Organization for Staff and Organizational Development, and the organization that we are all involved in Phi Theta Kappa. With this commitment to completion articulated, Re-balancing the Mission: The Community College Completion Challenge addresses what it means for community colleges to embrace completion in the same way that they have historically embraced access. Because community colleges are, first and foremost, oriented toward their communities, they may need to modify their traditional ways of fulfilling their individual missions, specifically in three areas: course enrollment, course completion, and certificate and degree completion...
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...facilitate the demands of workers due to outside working commitments. WLB is a concept that supports the efforts of employees to split their time and energy between work and the other important aspects of their lives (Heatherflied,) Understanding the balance between work and life this topic has become an interested debated in businesses, the importance to manage work-life balance has been increasing over the past two decades (De Bruin & Dupuis, 2004). The effective management of people in work-life (WLB) balance requires organisations to recognise and account for the collection of non-work roles that influence on their working-lives (Higgins & Duxbury, 2005; Howard, D’Onofrio & Boles, 2004). In the demanding and changing environment organizations have to help up to date with changing factors. This include demographics (age, sex, religion, society), employment and human resource focusing on workers (welfare and satisfaction), lastly job complexly can become stressful due to the jobs difficultly that implies pressure to achieve expected expectation set by the company. Campaigns for reducing work times in phases “work less, live better” (cited in Fagnani and Letablier, 2004), shows people are unhappy with working time over life creating a work-life balance debate. To be effective in these areas corporations have to be willing to adapt to the demanding changes that the employee needs. By entering the workplace organizations are focused on helping the workers balance...
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...BSBSUS501 – Develop workplace policy and procedures for sustainability Task 1 – project (policy update and implementation) Activity 1 Sustainability initiatives for MacVille 1 Allow air-conditioning to turn off automatically after working hours 2 Lights switched off after working hours 3 Recycle paper 4 Dual-flush of toilets to be used Activity 2 Best practice model 1 Organisation name University of Oregon's campus recycling program Best practice Looking at current proposals and examine waste stream, purchase recycled products and establishing a recycling program on site to reduce wastes Best practice model 2 Organisation name Good guys Bendigo Best practice Upgrade lighting, for example replacing metal halide high-bay lights with...
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...References 11 Abstract Work-life balance describes the practices at work place that create an equilibrium in demands of employees to maintain a healthy family life and work activities. The demands and pressure is a greater challenge for female workforce to balance work life activities. The conflicts in such situation also has significant impact in career advancements of women. Organisations also play their part by creating a healthy work place culture that reflects cornerns for needs of employees during work and after work. Organisations should periodically review their contemprorary work processes and practices. They should determine the inefficiencies and reasons of stress that negatively effect motivation and commitment of female employees. This research study aims to undertake the factors that can affect the career women work-life balance. Work Life Balance for Women Introduction Work Life balance is a term that suggests the individuals how much control they have on the situations like when to work and how to work. It describes those practices that an individual aims to achieve equilibrium between family demands and work life (Robbins, 2005). Work life balance can also be termed as an achievement of fulfilled life from paid work in benefiting society, business and own’ interests. The term has emerged due to rise of conflicts in an individual’s life (Thriveni & Rama, 2012). In this assignment, different aspects of work life balance from...
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...Quiz # 1 Note’s Chapter # 1-3 Business Ethics Chapter # 1 1. Why Business Ethics? * Business decisions under great scrutiny Global financial crisis created diminished stakeholder trust Deals with questions about whether practices are acceptable No universally-accepted approach for resolving issues 2. Business Ethics * Comprises principles, values, and standards that guide behavior in the world of business 3. Principles: Specific boundaries for behavior that are universal and absolute Freedom of speech, civil liberties 4. Values: Used to develop socially enforced norms Integrity, accountability, trust, Norms: Accepted behaviors. Morals: Rules of right conduct: right/wrong 5. A Crisis in Business Ethics * Consumer trust of businesses is declining, No sector is exempt from ethical misconduct, Stakeholders determine what is ethical/unethical ,Investors Employees, Customers, Interest groups, Legal system, Community 6. Why Study Business Ethics? * Reports of unethical behavior are on the rise, Society’s evaluation of right or wrong affects its ability to achieve its business goals, Studying business ethics is a response to Sarbanes-Oxley, FSGO, and stakeholder demands for ethics initiatives, Individual ethics alone is not sufficient, Studying business ethics helps identify ethical issues to key stakeholders 7. A Timeline of Ethical and Socially Responsible Concerns * Environmental issue, Civil right issue, increased employee employer...
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...Women have a higher proportion of responsibilities of parenting duties in most dual parent homes and control the bulk of domestic tasks in single parent homes (Hoobler et al, 2011). Finding the right balance between commitments at home and work is challenging for women who carry larger portions of caregiver and family responsibilities. Therefore, moving ahead in the workplace hierarchy may be additionally difficult for women, as they attempt to undertake the needs of both their family and job (Wirth, 2001). Due to women’s domestic responsibilities at home it is commonly inferred that they will therefore have a smaller amount of time to dedicate to their career. As a result, women will fall flat of becoming the model employee, according to the way the working culture is organized; staying late at work, coming in early and devoting oneself to the company (Hoobler et al, 2011). This typical working arrangement forces women to choose between work and family. Many women have a strong commitment to their careers, but they are more likely to choose their family at the cost to their job (Slaughter, 2012). The extended hours required of senior management makes it nearly impossible to juggle family life with career, still the lack of available part-time or flexible work accessible to...
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...Human Resource Management Alex Renteria Mgmt. 201 5/19/2011 Kent Troxell Human Resource Management Human resources is an expression used to describe the individuals who construct up the workforce of an organization, although it is also pertained in labor economics as well, for example, business segments or even whole nations. Human resources is also the name of the occupation within an organization charged with the overall responsibility for implementing strategies and policies concerning to the management of individuals (i.e. the human resources). This function title is often abbreviated to the initials "HR". Human resources are a relatively modern management term, coined as late as the 1960s. The origins of the function ascended in organizations that introduced 'welfare management' practices and also in those that adopted the principles of 'scientific management'. From these relationships emerged a fundamentally administrative management activity, coordinating an assortment of worker related processes and becoming known, in time, as the 'personnel function'. Human resources progressively became the more everyday name for this function, in the first instance in the United States as well as multinational or international corporations, reflecting the adoption of a more quantitative as well as strategic approach to workforce management, demanded by corporate management to gain a competitive advantage, utilizing limited skilled and highly skilled...
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...publication may be copied and quoted with acknowledgement. ISBN No: 0-9582233-4-3 Equal Employment Opportunities Trust PO Box 12929 Penrose Auckland New Zealand Phone: 64 9 525 3023 Fax: 64 9 525 7076 Table of Contents Preface 3 Executive summary 4 1.0 Introduction 6 2.0 Definitions and evidence of relationships 6 2.1 Work-life balance 6 2.1.1 Productivity 7 2.1.2 Relationship between work-life balance and productivity 8 2.2 Workplace/work-life culture 11 2.2.1 Relationship between work-life balance and workplace culture 12 2.3 Discretionary effort and employee engagement: going the extra mile 16 2.3.1 Relationship between discretionary effort/employee engagement and productivity/profitability 20 2.3.2 Relationship between work-life balance and discretionary effort 21 2.3.3 Relationship between workplace culture and discretionary effort 23 2.4 Summary of inter-relationships of key factors 24 3.0 Changing a workplace culture 26 3.1 Case studies of culture change 27 4.0 Conclusion 29 5.0 References 30 Preface Employee engagement has been identified as critical to competitive advantage in a labour market where skilled, committed people are increasingly hard to find and keep. Many of the factors that impact on employee engagement have been identified, or at least speculated on. In this exploratory research, the EEO Trust investigates whether supporting work-life balance results...
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...Critically evaluate the usefulness of definitions of Human Resource Management in understanding the Hospitality Industry Human Resource Management (HRM) has been placed, at least in terms of prescriptive theory, above all the other primary activities of a business and the importance of HRM to businesses in general has been argued to be central and fundamental in order to better enable their business activities and for the fulfilment of their business objectives. In discussing the Resources, Competences and Strategic Capability of Businesses, Johnson and Scholes (1997, Ch 4, p147), say of HRM - “This is a particularly important area which transcends all primary activities. It is concerned with those activities involved in recruiting, managing, training, developing and rewarding people within the organisation”. Others have found evidence that HRM practices can significantly improve a firms performance and for example Dessler (2000 p18) cites research which claims as much as 30% differences (improvements) in financial performance which were attributed to differences in HR practices in banks. He continues to note a study (p 19) which identifies that in 97 metalwork manufacturing plants “Similar evidence of the HR-Performance link has been found”. Elsewhere, as Redman and Wilkinson, Editors (2001 Ch 1, p10) point out, Strategic Human Resource management (SHRM) theory holds that “an organisation’s human resource assets are potentially the sole source of sustainable competitive...
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...Introduction: With the success of its electronics business, Samsung has been recognized globally as a industry leader in technology and now ranks as a top 10 global brand. It was first invented and made in 1977 at Seoul, Korea. History: At Samsung Electronics, we see every challenge as an opportunity and believe we are perfectly positioned as one of the world's recognized leaders in the digital technology industry. Our commitment to being the world's best has won us the No.1 global market share for 13 of our products, including semiconductors, TFT-LCDs, monitors and CDMA mobile phones. Looking forward, we're making historic advances in research and development of our overall semiconductor line, including flash memory and non-memory, custom semiconductors, DRAM and SRAM, as well as producing best-in-class LCDs, mobile phones, digital appliances and more. 2013 * Launched Galaxy S4 in the global markets * Began mass producing the world's first 20 nanometer 4Gb ultra high-speed mobile DRAM 2012 * Took 9th place among global top 100 brands with a brand value of USD 32.9 billion * The LCD business was sent to Samsung Mobile Display 2011 * Began construction of the 7.5G LCD manufacturing plant in Suzhou, China * Signed a patent sharing license agreement with IBM 2010 * Became the #1 global electronics company in sales * Acquired the medical equipment company, Medison * Began mass producing 20nm-class, 64-gigabit 3-bit NAND flash...
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