Workplace Scenario 2: Jane is an attractive female at a big company. Jane has been promoted on a regular basis and is making a large salary for her age. Lately, a senior manager has been flirting more and more with Jane and Jane knows from experience that the situation is escalating. Jane has thought of getting a new job. She has considered being direct and just letting the senior manager know that she is not interested. Jane has even considered filing a formal complaint if the situation from getting too far ahead of time. What should Jane do?
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Workplace Scenario 2:
Jane is an attractive female at a big company. Jane has been promoted on a regular basis and is making a large salary for her age. Lately, a senior manager has been flirting more and more with Jane and Jane knows from experience that the situation is escalating. Jane has thought of getting a new job. She has considered being direct and just letting the senior manager know that she is not interested. Jane has even considered filing a formal complaint if the situation from getting too far ahead of time. What should Jane do?
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- Create a Group Control System Step 1. From into groups of three to five students. Each group will assume that another student group has been given an assignment of writing a major paper that will involve research by individual group members that will be integrated into the final paper. Each group member has to do his or part. Step 2. Your assignment is develop a list of rules and identify some statistics by which to control the behavior of members in that group. Brainstorm and discuss potential to govern member behavior and consequences for breaking those rules. Step 3. First, select the five rules that you think are most important for governing group member behavior. Consider the following situations that rules might cover; arriving late for a meeting: missing a meeting: failing to complete a work assignment; disagreements about desired quality of work; how to resolve conflicts about paper content; differences in participation , such as one person doing all the talking and someone else talking hardly at all; how to handle meetings that start late; the use of an agenda and handling deviations from the agenda; and any other situation that your group a cover. Step 4. Now consider what statistics could be developed to measure the behavior and outcome of the group pertaining to those five rules. What kinds of things could be counted to understand how group is performing and whether members are the following rules? Step 5. Discuss the following questions. Why are rules important as a means of control? What are the advantages and disadvantages of having many rules (hierarchical control) versus few rules (decentralized control) for a student group? How can statistics help a group ensure? appropriate behavior and a high-quality product? Step 6. Be prepared to present your conclusions to the Class.Which statement matches the following scenario? Layne is romantically interested in his employee, Brenda. He has asked her out a few times, but Brenda has turned him down. Not guilty of sexual harassment Guilty of hostile work environment sexual harassment Guilty of quid pro quo sexual harassment Not guilty of sexual harassment, depending on how Brenda feelsAn organization has a staffing strategy in which it hires 10% more employees than it needs in any job category to ensure its hiring needs are met. Leaders in the organization reason that some of the new hires will renege on the accepted offer and that the organization can renege on some of its offers, if needed, in order to end up with the right number of new hires. Evaluate this strategy from an ethical perspective. Explain.
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- The Boss with a Bad Attitude Mitch transfers to a new location with her employer. Her new supervisor, Raul, is friendly and helps her get familiar with her new job duties. After a few days, when no one else is around, Raul comes over to Mitch's work area to chat. Raul talks about what he did last night, which was to go to a strip club. Mitch is shocked that Raul would bring up such a topic in the workplace and says nothing in response. Raul continues talking and says that all the women in the office are so unattractive that he needs to get out and “see some hot chicks” once in a while. He tells Mitch he is glad she joined the staff because, unlike the others, she is “easy on the eyes.” Mitch feels very offended and demeaned that she and the other women in her workplace are being evaluated on their looks by their supervisor. 1. Because Raul did not tell Mitch that she is unattractive, he has not harassed her. Support your answer. 2. By bringing up his visit to the strip…The HR director at Clearwater Electronics is responsible for all negotiations with the company’s union. Like other companies in the industry, most of the employee base at Clearwater is unionized. A meeting has been scheduled to negotiate a proposed wage increase for nonexempt employees at Clearwater, and the HR director anticipates the negotiation will be difficult. Why do wage disputes cause conflict? Conflict arises because people do not understand what the other side is going through. Conflict arises because the employer does not understand what it means to be in the trenches where true value is added to the company. Conflict arises because increased wages cost the company, and wage decreases cost the employee. Conflict arises because the employees do not understand the employer’s need to reduce costs to maintain a profitable company.From the Perceptions on Retention provided below kindly provide and develop potential questions Recognition and Appreciation: Public employees are likely to want regular acknowledgement and gratitude for their efforts in the public sector since this fosters a sense of worth and job satisfaction, which aids in long-term retention. Opportunities for Skill Enhancement and Growth: Perceptions about the availability of possibilities for skill development and career growth within the public sector may influence decisions to stay or look for other work alternatives. Work-Life Balance and Wellbeing: Public servants may value overall welfare and prioritise a healthy work-life balance, good working conditions, and supportive management as vital considerations for long-term retention.