...Remote Workers Abstract “The Integral or “all-quadrant” (AQ) approach provides a method to define a problem space which is at once elegant, infinitely adaptable, and panoramic”. This Integral Theory, created by Ken Wilber (2005), is independently powerful and useful as a means to explore and describe the human territory of experience ”(Susanne R. Cook-Greuter, Fall 2005, Vol 1, No.3, pg 2). While the C.Graves Theory concluded after research that there are eight levels of existence (value systems or Memes) which are: 1) Survival; 2) Security; 3) Energy & Power; 4) Order, 5) Success; 6) Community, 7) Synergy and 8) Holistic life system. Each value system includes and transcends from previous ones, thus forming a natural hierarchy (or holarchy) (Marcel van Marrewijk & Marco Werre, September 2002). Utilizing the concepts related to the integral theory, we analyzed the emerging concept of remote workers. Through our analysis, we identified the key perspectives of co-workers, leaders, and customers. These perspectives allowed our team to full explore the concept and dive deeper into how the key stakeholders view and interact with remote workers. Integral Theory (AQAL) Upper Left Quadrant: Intentions and Consciousness At a very high level, the intention for both remote and in office worker is to work together to meet a mutual goal. That sounds good, but can get difficult quickly if not applied appropriately. From the peers’ perspective of remote workers, work...
Words: 3055 - Pages: 13
...new skills and knowledge. There are 3 methods of training that can be used in the business and these are: * Induction * On-the-job training * Off-the-job training Induction Training is a programmed designed to introduce new employee to their job and it is used to explain the roles of the staff, familiarise the worker with their job, explain the procedures used in the business, make the employee as efficient as possible and encourage the new workers to be committed to the organisation. During the training, the new workers will have the opportunity to; ask questions, find out what goes on and where to go, meet the people they will be working with and familiarise themselves with the workplace. On-the-job Training is where a worker remains at their usual place of work and learns how to do their job (e.g. doctors). The advantages of this type of training are that, it is easy to organise, specific to the job and the business and it is relatively cheap. However, workers may disrupt the normal working of the business and depending on the trainer having the correct skills can be a disadvantage. On the other hand, off-the-job training is where a worker is being trained outside the workplace and this can occur at a training centre or at a college. The advantages of this type of training is, it is run by a specialist trainer, the training session is...
Words: 4999 - Pages: 20
...Analysis 5.1 Conflict Resolution The social nature of many workplaces provides the perfect environment to get to know your co-workers. We all spend so much time at work and are often attracted to people who share common interests; it only makes sense that one of these very friendly co-workers is eventually going to become someone of interest. In the situation where a supervisor has to address this issue to two of his/her employees, it becomes difficult to resolve. Knowing that the company policy is against employee dating, the two employees go against the rules and face some consequences. If I were in the supervisor’s position, I would address this issue at a company meeting to all employees in general. The meeting would focus on mixing business with pleasure is prohibited in the workplace. To balance out the company’s policy, I would explain that dating off business grounds is allowed, however, your personal affairs/relationships must be left outside of work. The last thing that any supervisor needs is for the company to be jeopardized by workplace relationships. Therefore, any type of co-worker relationship must be kept away from the business and may continue outside of work. Depending on the type of company you work for, supervisors can implement their own plan of action to resolve these types of conflicts. Promoting teamwork can help resolve conflict. Yes, teamwork may involve working with the individual you have a relationship with but it will prove to the...
Words: 309 - Pages: 2
...and how you handled implementing it. * Did you ever make a risky decision? Why? How did you handle it? * Did you ever postpone making a decision? Why? * Have you ever dealt with company policy you weren't in agreement with? How? * Have you gone above and beyond the call of duty? If so, how? * When you worked on multiple projects how did you prioritize? * How did you handle meeting a tight deadline? * Give an example of how you set goals and achieve them. * Did you ever not meet your goals? Why? * What do you do when your schedule is interrupted? Give an example of how you handle it. * Have you had to convince a team to work on a project they weren't thrilled about? How did you do it? * Give an example of how you worked on team. * Have you handled a difficult situation with a co-worker? How? * What do you do if you disagree with a co-worker? * Share an example of how you were able to motivate employees or co-workers. * Do you listen? Give an example of when you did or when you didn't listen. * Have you handled a difficult situation with a supervisor? How? * Have you handled a difficult situation with another department? How? * Have you handled a difficult situation with a client or vendor? How?...
Words: 3013 - Pages: 13
...the San Esteban Mining Company am saddened to say with the utmost respect for the consideration of the direct families of the workers of the San Jose Mine, that there has been a major accident involving one or more of your family members employed by the San Jose mine on this August 5th of 2010. I regret to admit that I do not know all of the specific facts of the accident or the extent of any injuries if any at this time. I as the on-site CEO of the San Jose mine can assure you that any and all efforts and any necessary procedures are being taken to ensure that the safety and well-being of all the workers involved in the tragic matter are correctly informed in this sensitive situation. I do have a list of all workers that were working in the section of the mine at the time of the collapse. The welfare of these workers is unknown at this time. These men are trapped in a new section of the mine some 2,300 feet below the surface. I would like that all family members of these trapped workers come to the site for support. I have sectioned of an area at ground zero, this is to ensure without haste that any and all new information that is obtained is immediately given to the families. The off duty workers of the mine are being notified via e-mail, mail, and in person and being asked to help in any and all efforts for the safe recovery of all the trapped workers. I cannot express enough severity of this situation. Therefore I ask that any information on this matter not be...
Words: 769 - Pages: 4
...Truss Construction Shop Analysis: Resynthesizing and Strengthening Ethical Standards University of Maryland University College AMBA 600 Truss Construction Shop Analysis: Resynthesizing and Strengthening Ethical Standards Per your request, further investigation on Truss Construction Shop employee, John Craftsmen case has been completed. Incident (dated Monday May, 2 2016) has since brought forth substantial information that must be considered for resolution. As more public scrutiny challenges Truss Construction Shop’s reputation, it is imperative that qualitative action is taken before it severely affects productivity. The following analysis of the aforementioned case delineates gathered information and pertinent background research to be able to juxtapose parties and their obligations involved. Explanation of Issue On May 2, 2016, Truss Construction Shop employee, John Craftsmen, severely injured his hand while pushing a large piece of wood through a table saw. John Craftsmen claims he followed all safety procedures and blames company for incident. He feels company did not guarantee that machine was as safe as possible for use. Company’s shop manager, David Waffler, stated that if machine was not in safe condition he would have been notified by the foreman, Harry Hillman. Foreman Hillman provided documentation of maintenance records to support his position that machine was maintained according to maintenance protocols. In addition, Hillman alleges that employee...
Words: 1416 - Pages: 6
...practical training. I am thankful for their aspiring guidance, invaluably constructive criticism and friendly advice during the training. I am sincerely grateful to them for sharing their truthful and illuminating views on a number of issues related to the project. I would like to extend my appreciation to my industrial supervisor, Madam Norafiza Binti Sahibullah and En. Azlee Abdul Rahim for their advices and patiently guiding me through while I working here as a trainee. Not forgotten to all the staff of Ismail Adam & Co, I appreciated every single of their kindness in helping and teaching me when I’m working there. I am very lucky to have such a helpful colleagues and I never felt left out in any situation. Last but not least, thank you for University Teknologi Mara (UiTM) for giving me such a great journey in learning accounting since my first year. Without acceptance from this institution, I probably not being able to learn more on this professional course. Thank you to every single person. INTRODUCTION Ismail Adam & Co is one of the audit firm in Malaysia which has been registered as Chartered Accountants Firm and member of MIA (Malaysia Institute of Accountancy). This company was established by En Ismail Adam and lending their services in accounting, auditing and taxation. The company was located at Gombak as Head Quarter and have a branch at Bandar Tasik Selatan.The Firm will be a consortium of consultants and professionals who are dedicated to...
Words: 1780 - Pages: 8
...Table of Contents Self Reflection – I 2 Measuring Your Desire for Performance Feedback 2 Action Plan 3 • Analysis 3 • Detail Behavior 3 • Resources 4 Summary 4 Self Reflection – II 5 What is your primary conflict-handling intention? 5 Action Plan 6 • Analysis 6 • Detail Behavior 6 • Resources 7 Summary 7 Self Reflection – III 8 Assessing Participation in Group Decision Making 8 Action Plan 9 • Analysis 9 • Detail Behavior 10 • Resources 10 Summary 10 References 11 Self Reflection – I Measuring Your Desire for Performance Feedback According to, the hands-on exercise (Kinicki, 2012, p201), I personally desire high degree of feedback. During this exercise I felt that I am a person who needs time to time motivation and recognition on very significant milestone achieved to gain self-confidence. The positive feedback that I used to receive from my superiors or next level managers always helped me to perform better. Our management used to believe that improving individual performance through goal-setting and providing timely feedback through recognition was an effective way to perform operations. At times, my manager used to provide instructional feedback when I used to handle new task in a project. Feedback depends on an individual perspective. Relating to the exercise...
Words: 3337 - Pages: 14
...LETTER of TRANSMITTAL Date: To Nargis Begum Lecturer of business administration World university of Bangladesh Dear Madam, This report entitled “job satisfaction of an industry” is an integral part of our academic program for the BBA degree we have worked various aspects on this matter. We are grateful to you for giving is this exposure to achieve tremendous real life experience during this work. We put the best performance on it. It’s been a pleasure for us to submit here with our dissertation, which has been prepared under the smart and dynamic leadership of a personality like you, again we gratefully thank you for the part of your experience, knowledge and views you share with us. We pray and hope that you would kind enough and grant us and obliged there by. Your sincerely Shohel Rana BBA, 31st A World University of Bangladesh ACKNOWLEDGMENT This report consists of the contribution of several individuals and institutions. At the beginning we would like to pay my gratitude to the almighty Allah for given us the ability to work under all circumstances, then we would like to thank and our heartiest gratitude goes to prof supervisor Nargis Begum, lecturer world university of Bangladesh. Who approved the proposal and gave a comprehensive idea in completion of the report without her guidance and assistance this work would not have been possible for us to complete. We would like to thank the authority of “………..” to give us the valued opportunity...
Words: 2761 - Pages: 12
...Business Ethics Paper March 4th, 2012 Rasmussen College Business Ethics Professor De La Cruz Brian Meld Business Ethics Paper Imagine you are having a busy day in your office sitting in front of the computer. Data entry is your life; so exciting. All of a sudden, you get a personal email from a relative that says your cousin is on suicide watch at the hospital. This is very personal information and you would like to keep it to yourself. Later in the day, you are walking in the office and someone says “how is your cousin?” How did they know my cousin had something wrong? You have just been a victim of employee surveillance. As long as the software and video equipment has been around, employers have monitored their employees. Employee surveillance is not illegal, but there is a thin line between wrong and right that deserves more analysis: An analysis of employee surveillance in the workplace reveals an ethical issue of spying on employees or protecting employees and the company. When most people think of the word privacy, they are thinking about their personal space and having some time to themselves without someone or something looking in on them. A further definition is required. “A right to privacy can be understood as a right to maintain a certain level of control over the inner spheres of personal information and access to one’s body, capacities, and powers” (Moore, 2008, p.420). Privacy in the workplace might be a restroom break or even sitting alone in a...
Words: 2028 - Pages: 9
...disease. Bad attitude equaled disease. With this discovery, people’s emotions can affect their heart rate, blood pressure, etc. Then Dossey realized positive thoughts, attitude and prayer can make people healthy. “Now, this has been sort of turned on its head and we recognize that thoughts, emotions, attitudes and feelings can really be used to make people healthy.” (DiCarlo, 1996, p. 1). Dossey’s discover of Era III involves consciousness which affects not only your body, but individuals miles away. This era is known as the mind-body-spirit model. Within Dossey’s research, he discovered the mind is different from the brain. When people die, their spirit lives on to assist in research to help with diseases. The difference in Era II and III is that era II has the basic power of prayer within the individual. Depending on your attitude being positive or negative is whether you will get a disease or how you will heal from a disease. The difference in being human in era III, power of prayer can heal others near or far and your spirit will live on after death. A 2. Models...
Words: 2405 - Pages: 10
...you deal with a staff or subordinate like Billy? Billy’s story is common in an organization. Because of different behaviour, culture and attitudes, heads or chief of offices must deal with these characteristics. At first Billy is a good worker. He is efficient in his job. He supports himself to pursue further studies. He is also working in a company wherein salaries and other benefits are highly commendable. His health and income for the family is really secured, a very important factor a worker must have to have a better living. But it is not mentioned in the case the kind of relationship or a type of environment that Billy has. The relations among co-workers and working condition he has in terms of physical working environment on his department. As a manager I have to talk to Billy and explain the reason why he is here. Explain the different consequences and the result of his irresponsibility. Evaluate the kind of performance he has. I will explain that I am not limiting his capability and I am not against his personal interest. He should be responsible for any shortcomings in his end. Draw a line between his job and personal interest. Do first your professional work which was assigned to you and then think of your personal interest if time permits. 2) From OB standpoint, how will you address problems presented on this case study? In the case Billy Bonzai, there are problems that are common in organizations. Among the problems are: ...
Words: 655 - Pages: 3
...Mines, where a woman who endured a range of abuse while working as a miner filed and won the landmark 1984 lawsuit. This essay aims to analyze the different roles of leadership and leadership effectiveness in the film North Country. Table of Contents 1. Introduction…………………………………………………………………...3 2. Defining Leadership, leadership Effectiveness, Theories and Practice………4 3. North Country: defining Aimes’ Leadership Model…………………....…….7 4. Conclusion…………………………………………………………………….9 5. Appendix……………………………………………………………………...11 6. Reference List………………………………………………………………...13 Introduction North Country (2005) is a fictionalized account of the first groundbreaking successful sexual harassment case in the United States -- Jenson vs. Eveleth Mines, where a woman who endured a range of abuse while working as a miner filed and won the landmark 1984 lawsuit. In the late '80s, Josey Aimes fled her abusive husband, and needed to find a way to support her two children. Aimes returned to her hometown in Minnesota and followed the lead of her old friend, who had bucked tradition and found a job in the iron mines. The mines provide a livelihood that has sustained a community for generations. It’s an industry long dominated by men, in a place unaccustomed to change. Aimes found honest labor and a living wage working the mines, but she also discovered she was working with men who were uncomfortable working with women (whose right to work in the mines had been mandated...
Words: 3742 - Pages: 15
......
Words: 3904 - Pages: 16
...Korb was highly praised, and always stated to be the prominent source for the company. He went off to lunch as it had been a long day at a press conference, where he had to get a hold of the general population. Mr. Korb then proceeded to made comments that were of his personal views, which had gotten him in trouble with the company’s headquarters. Raytheon offered Korb to stay on the payroll, however, he was told to resign and relocate to another state where he can have a less influential position. He sued the company for wrongful termination and in violation of his right with the first amendment. Case Analysis Facts: Lawrence Korb worked as the Vice President of Raytheon Corporation, a major weapons company for military forces, who was in charge of their Washington Operations. After Korb was hired, he was believed to make a positive change within the company. While working with Raytheon, Korb joined the Committee for National Security (CNS). During a lunch hour, CNS scheduled a press conference and Mr. Korb made derogatory remarks that were later seen in a news article that went against the company’s wishes. Once headquarters heard about Korb’s statements, they informed him that his job was at risk and offered him the opportunity to resign and continue on their payroll in a different city. Korb later issued his statements, saying he was disappointed in the company. Issue: Korb felt as if he was wrongfully terminated and used the Article 16 of the Declaration of Independence...
Words: 1055 - Pages: 5
