Workplace

Area of Resilience

The area of resilience is resilience from discrimination in the workplace, and more specifically, it is the discrimination of race, gender and mental illnesses. One of the most profound issues of resilience from discrimination in the workplace is that employees can be hurt and damaged mentally and emotionally, decreasing their work ethic and overall productivity. These problems can be especially common due to the prevalence of stereotypes, prejudice, and the overarching view of certain individuals being seen as either “abnormal” or “not like everybody else.” In this sense, people labeled as these terms are often distraught because these labels are most likely out of their control, especially since they are born in such a way that they simply cannot change who they inherently are.

Target Population

The intervention is designed for employees who are essentially unethical in their overall treatment of either their superiors, co-workers, or subordinates based on factors such as race, gender, or mental health. The intervention’s main purpose is to ensure the impediment of bias in views towards specific types of people in the workplace due to what society views them as rather than conjecturing an understanding of a worker based on their personality and other vital characteristics.

Criteria for Participants

Those who are eager to participate in this intervention should be workers who have ever felt that they have been mistreated in any way, shape, or form in the workplace. Particularly, those who have faced issues in the past or are currently with experiencing racial, gender or mental health discrimination from co-workers should engage in this intervention. Additionally, employees who have been the perpetrator of this inequitable prejudice and discrimination towards individuals with these traits should also take part in this intervention so that they can understand why their views or actions are truly not justified.

Rationale for Intervention

Individuals with chronic psychological disorders are often discriminated against in the employment process. Although people with chronic psychological disorders are willing and able to work, they are not hired at the same rate as their unaffected counterparts. According to Teresa Scheid, author of Behavioral Sciences & the Law: “Surveys of US employers show that half of them are reluctant to hire someone with past psychiatric history or currently undergoing treatment for depression, and approximately 70% are reluctant to hire someone with a history of substance abuse or someone currently taking antipsychotic medication.”

A major issue that contributes to the high rate of discrimination of mentally ill individuals in the workplace is stigma. The stigma of psychiatric conditions prevents employers from hiring those who have a past mental health record. The terms “mentally ill” and “disabled” are two of the most stigmatizing phrases used to describe those with psychiatric conditions. The stigma contributes to the unwillingness of employers to look beyond the label placed on those who may struggle with these conditions. Studies show that, “Stigmatized individuals in fact earned less income and were unemployed for greater periods of time.”

On the other hand, to first begin looking at discrimination between men and women in the workplace, one must first examine how far women have come in history. Women weren’t able to start working until they obtained the right to vote. After making that headway, women were able to push for educational rights and subsequently working rights. In the present, it is more common to see women work, yet discrimination and stereotyping lingers as they would have in earlier centuries (had they been given the “right” to work).

Women “… are regarded as the nicer, kinder sex, [and] have a cultural stereotype that is in general more positive than that of men, yet women often are victims of prejudice” (Heilman 393). Although people respect women and believe they can do great things, such as giving birth, they are not expected to be able to do jobs that require hard labor or to hold executive positions and occupations. The main difference between a man and a women is their genitals and what they offer during the process of reproduction, yet women are looked at as if they cannot do the same work a man does. Which leads one to wonder, why are women viewed as inferior to men?

Women are often associated with very feminine attributes, “…including the positive communal qualities of warmth and niceness…” (Heilman 394), that are believed to only be beneficial when applied to homemaking and motherhood. “Female stereotypical attributes, tend to be inconsistent with the attributes believed to be required for success in many key organizational positions” (Heilman 394).

Although people hire women to work for their companies or organizations, they do not always place those women in highly ranked positions (especially if it is a male dominated field like investment banking) because hiring managers and/or company owners believe that a man can get the job done better. They believe this because men are supposed to be more level headed and able to think rationally in tough situations. Women are believed to think with their hearts and emotions rather than their brains.

Altogether, men are viewed as more professional while women are not. The only time women are preferred for leadership roles are “… in female sex-typed jobs (e.g., secretary, director of a day care center)…” (Heilman 395). Although it is the 20th century, women are still expected to do domesticated jobs and to be subservient to men. What determines if a woman gets a job or how they are treated at that job is not the fact that they are a woman but what people believe all women are like.

“Both laboratory and field findings are highly supportive of the idea that sex bias in evaluations of women arise not from their sex but from the perceived mismatch between their inferred female attributes and the requirements of male gender typed jobs” (Heilman 395). To fix this issue, people need to learn that just because someone is a women doesn’t mean they let emotions rule their lives. Women can be business forward and care more for a career than creating a family, just like men, so there is no reason to treat them differently.

America is supposed to be a country that upholds principles of freedom and equal opportunities. Ideas like these are why immigrants from all over the world fled their own countries to come here; however, the land of the free and equal might not be that equal after all. There exist infinite types of discrimination such as gender discrimination, disability discrimination, religious discrimination, and most notably, racial discrimination.

Racial discrimination is defined as the treatment of someone of different color differently than you would of your own kind. This form of discrimination can be seen in the college application process, job selections, apartment hunting, and much more. The question of whether employers prefer a specific race of workers in their business has been a prominent problem in society recently.

In “Racial Discrimination in the Labor Market for Recent College Graduates: Evidence from a Field Experiment”, a group of researchers performed a series of studies to determine whether or not race played in a role in whether or not employers hired certain recent college graduates. In one study, 9400 fake resumés were generated and were submitted to hiring employers.

These fake applicants all graduated the same time and each had a Bachelor’s degree. Work history, work experience, and internships were accounted for by randomizing them to fit certain conditions so that not one individual would stand out. This study showed that “black- named job seekers are approximately 14% less likely to receive interview requests than applicants with white-sounding names” (Nunley 1095). More studies were later done to further examine the racial discrimination in hiring employees.

Bertrand and Mullainathan did a study in which they used racially distinct names to stand out to the hiring employers and the result of that study was that “black applicants receive about 50% fewer callbacks/interviews than their white counterparts” (Nunley 1098). These two studies alone can generate an overall statement that employers favor other races over blacks. Many more studies were done regarding the disparity between races when it comes to employment.

The studies show that when it comes to jobs that require more customer interaction, employers seemed to lean towards hiring races other than blacks more. There was a difference of about 28% when it came to these jobs. The more a job required communication with customers and clients, the bigger the gap was between hiring blacks and non-black job applicants. These studies clearly show racial discrimination in workplace and how prevalent the problem is.

Describe the Intervention

In order to prevent discrimination in the employment process and within the workplace, we intend to implement a series of training programs all employees must complete. These training programs will vary based on the nature of the field individuals are working in. Human resources managers and directors will undergo the most rigorous training programs. These training programs will happen monthly and will discuss ethical hiring procedures and compliance with laws regarding discrimination, such as Title 7.

These training programs will include two-hour long courses such as how racial, gender, and mental health discrimination affects the overall dynamic of the workplace and how workers in the past have gotten past these struggles and hindrances. In doing this, we hope to alleviate the stresses that employees face, whether they themselves are discriminated against or are concerned for their co-workers.

Since higher level positions will be trained more intensively, employees on lower levels will feel more protected and less shameful. Also, since those in power are non-corrupt or biased, it will improve the efficiency of any particular company, by hiring workers for the good of the company itself, and not just its executive members.

Obstacles to Implementation

Obstacles for enacting this intervention include frustrating recently hired workers, the unappealing lengthening of the time of the hiring process, and allocating funds, resources, and jobs towards creating these programs. Although the implementation of programs to remove unwanted discrimination in the workplace could be effective, it can also frustrate recently hired workers. Workers may have just came out of four or more years of college, and now they have to go through more education processes, so they may be more reluctant to join a particular firm or company that participates in these programs.

Also, the unattractiveness of these programs is especially relevant to huge companies that are devoted to making quick decisions and efficient time management. If this program can take up to a week, then a week of worker productivity is lost every time somebody new is hired. Therefore, there would be less flow of jobs on the global market if these programs were implemented on an enormous scale. Finally, creating these programs would be costly in terms of capital and investments. For example, more people would have to be hired to teach the training programs, separate classrooms would have to be used, and more money would have to be taken from the paychecks of other employees in order to fund these programs.

Conclusion

Placing unjust attributes on individuals based on anything other than work ethic and qualification for a job is morally wrong. Whether bias is geared towards men as opposed to women, mentally healthy as opposed to mentally ill, or homosexual rather than heterosexual, formulating assumptions about an individual based on a wrongful general supposition is unacceptable if a particular firm or company is devoted to creating an optimal working environment. Men are no greater than women when it comes to the workforce. Both can carry out executive positions, and both can achieve greatness by being given equal, unbiased opportunities.

Similarly, race should never play a role in determining the adequacy of an employee in the workplace. If anything, it should add to the overall diversity of an establishment, which can lead to increased worker dynamicity, happiness, and productivity. The same goes for individuals who have chronic mental illnesses. While they may be unsuitable for some jobs due to a lack of qualification, it is still immoral to view them as “totally incapable,” and other aspects such as their personality can be incorporated beneficially into an organization. Essentially, all people have their own unique contribution to the workplace, and by working together, no matter whom the constituents, if all are determined, enthusiastic, devoted, and indefatigable, then any endeavor is possible.

Works Cited

1. Heilman, Madeline E. and Alice H. Eagly. “Gender Stereotypes Are Alive, Well, and Busy Producing Workplace Discrimination”; Industrial and Organizational Psychology, 1 (2008), 393-398. Web.
2. Nunley, John M., Adam Pugh, Nicholas Romero, and R. Alan Seals. “Racial Discrimination in the Labor Market for Recent College Graduates: Evidence from a Field Experiment.” The B.E. Journal of Economic Analysis & Policy 15.3 (2015): 1093-125. Web. 1 Nov. 2015. Scheid TL. Employment of individuals with mental disabilities: business response to the ADA’s challenge. Behav Sci Law 1999; 17:73-91.
3. The B.E. Journal of Economic Analysis & Policy. Volume 15, Issue 3, Pages 1093-1125, ISSN (Online) 1935-1682, ISSN (Print) 2194-6108, DOI:10.1515/bejeap-2014-0082, March 2015

In the business world of today many companies spend countless time, money and wasted energy to solve and curve conflict resolution in the workplace. Does ones self-esteem of an individual have anything to do with falling into negative peer pressure in the work place? We often dont realize that some times what we view as simple shop talk, could lead to more major problems. It doesnt matter what type of business youre in, nor the size company. It is equally damaging to a teams moral and having any confidence in the organizations mission.

Especially if one is involved in role modeling for young abused children. Negative peer pressure is a very destructive force that can ruin any company, if not reversed in time. It is equally important to discover firsthand how to see it and find healthier ways to turn a negative culture to a proper and positive one.

Take for example I work at a small juvenile treatment center. In our facility, we have two cottages with roughly 30 plus employees, serving 28 youth. But before we were one cottage, we had two different groups of children. We seemed to be more proactive and a well-organized group. Our problems began to arise when we split staff and cottages. A new group leader formed and he took who he wanted to work for him, to his cottage. Well before you knew it, staff began to question the group leaders motives they didnt seem to fit the mold of the program. Anger turned in to resentment. Since the move took place several months ago, we now have a huge problem on our hands. The boys dont listen to staff, and the child care workers get frustrated, leading to little trust among coworkers. It is just a big mess.

When a good thing fails, we often question our motives in why we listen to some and when we dont. When talking about peer pressure, it either can work for us in a positive manner or it can consume us. We allow bad thing to happen to good people, causes damage to ones scheme, and our will to succeed, (self-efficacy) is severally hampered. We have a lot of back stabbing and stereotyping going right now. The concepts and ideas do real benefit the treatment of our youth, and personal growth of our employees at Tri-State Youth Academy does exist. We use terms like seek first to understand and then be understood. Meaning we need to seek and understand the bigger picture, of why someone does the things they do. Instead often ones own understanding gets in the way. Therefor the seed of judgment prevails.

I can honestly speak of this very problem towards me. Since it is a small company, everyone is seemingly attempting to get to the top. In this hasty climb to the top, causes a stampede on other peoples self-confidence. In return a whole lot of mistrust and bad communication prevails. I think with 11 years experience, making more money, and my education, spells envy towards me. I dont want to sound like I am high on myself(egotistic), but it seems that I am a threat to some of my coworkers.

I was a group leader when I was hired to take care of lower functioning youth. They took that away from me, saying that they wanted to give it to someone else that was in the company longer. I accepted it as valid, to later have it happen again giving it to a more senior staff. So you can easily see why self confidence in several of us at our company face low self-esteem. To me they are making a big mistake how they deal with therere employees. It is my opinion that is why they have such a high turnover right now.

First thing is first, is one of the 7 good habits of highly effective people, by the author, (Stephen R. Covey, 7 Habits, 1989). These habits are what we use for the youth to follow, in their journey to recovery. As staff at Tri-State, in order to gain back control of our current situation. We must have enough self-control to utilize such skills as think win/win, seek first, cenergize, (working together for one common goal), think end in mind (what is our main purpose) and sharpen the saw, which implies that all the good skills that we learn we must use or lose it. Practice makes perfect kind of attitude.

Our founder of Tri-State Youth Academy, Rocky Hall, is a leader in what is known as (P.P.C.) Positive peer Culture for the past 32 years of experience. He has a philosophy, what we teach the kids to succeed, so do the staff at TYSA. We need to be positive role models for our youth as well as our fellow coworkers, A (L.T.D.) learn teach do approach on to treatment (H. VORRATH, L. BRENDTRO,P.P.C., 2007).

I want to include a more in depth look at the 7 habits, this assignment came from work. Doctor Kevin Little of Tri-State, challenge each and every one of us to explain what the 7 habits mean to use and what the author intended to express.

The 7 habits of Highly Effective People, was developed by Dr. Stephen R. Covey. In which he indicates habits are developed by three main components; Knowledge, attitude, and skill. Dt. Coveys message here is that with those mention three, we can either develop habits that are self-destructive, or we can turn them in to positive ones, that displaying the power of effectiveness. We have the inner will power to unlearn what we thought was right and change our destiny.

According to Dr. Coveys research, over a 150 years of Americas literature waved on the side of character ethic. Character ethics was the idea that one perception played a major role effecting there way of life and that was the only way for one to be considered successful. Basically say that we are a slave to our environmental surroundings. Further research would put a damper on that theory.

Slowly the practice of character ethic would make way for the idea of personality ethic, which was based on the perception of personal success, is a function of public image, of attitudes, behaviors and skills. Often time this type of thought process, would lead to a false sense of security in ones self. Personality ethics often turns in to a bunch of lies, feeding of others to gain personal wealth. Most often than not short lived and all ways empty.

Habits are a very big part of our everyday life and they can either work for us or against us. If you think about it a bit, you come to realize all most everything we do during or day depends on some type of routine. Often times our habits become dangerous and are self-destructing. Dr. Coveys 7 habits were developed to break thinking errors that we put into place that stops us from be the best we can be. Developing and putting these positive 7 habits together, allowing them to work for us not against us. There for the allotment plan in mind by Dr. Covey, is for us to break old habit and form new and positive ones.

Working here with our children, I come to realize how strong of a influence peer culture can be. I know firsthand that habits can either work for us or against us. Our youth struggle with the choices that they made before they got here. They were given false hope and misguided, there whole life time. I know that I must let go of old habits of my own and imply the seven habits as well, stick them in my tool box and use them here at Tri State. I remember a long time ago, a mentor once told me I am an agent of change. That statement will always ring true. It is my responsibility to be that agent for your young ones, and help them learn the 7 habits as well as I.

In my experience in working with youth and dealing with fellow coworkers, the best way to change bad culture is to first have a proactive approach to being a team player. Becoming a team player will help slow down any anxiety and or mistrust towards other employees. Second, one must practice being a peace maker in the work place. Practicing this skill, will lead to less gossip, that usually very quickly can come back to haunt you. Remembering the 7 habits, will allow you to have freedom over developing you scheme, and allow you to have a healthy self efficacy, (Meyers, 2008).

Work takes up a good portion of our lives. For the regular full time employee, a regular work week takes up at least 40 hours and that’s not taking overtime into consideration. Even for part timers, a job can feel like a second home. (Amanda Sposato, AC News, Harmony at Work,2006).

The above excerpt is from Amanda Sposato of AC News, in her article Harmony in the work place: Getting along with your co-workers. She goes to explain with all the hours that we put in at work, we tend to consider it our second home. The importance of maintaining a health professional relationship with your co-workers is a must. Some of the major ideas that she discusses, are what I have already touched on, such as being patient peace maker or keeper. Keeping a cool head about any situation also helps a million. She also mentions a very interesting view point, that I have never thought about before, Dont throw stones at a mirror house. The meaning of that is dont gossip, and dont complain about something that you may be doing yourself. So in other words dont be so quick to point your finger.

Peer pressure is not just for teens it happens to adults too. We must understand the power of peer pressure and how it challenges to do the right thing, (integrity). We are faced with many decisions on whether or not to be part of the solution or part of the problems. Currently in my work place, there is a lot of chaos between our cottages, causing a lot of animosity towards each other. I am struggling to keep being the peace maker, when I really want to speak my mind. But I wrote earlier in my out line, that we need to be the peace keeper, even if we dont feel like it. I am going to take my own advice.

Workplace fundamental ethics and workplace behavioral partialities exam the variability of various generational topics several generations prefer in a company. These topics include; development work ethic attitudes and behaviors preferences for managerial interaction and employment core personal and workplace values and characteristics, generational recruitment and retention approaches, and necessary employment preferences (Martin & Ottemann, 2015).

Discovering methods to boost productivity in associates can be a challenge contingent on the type and magnitude of an establishment. Many companies make a high purpose in distinguishing the right control of increasing productivity. In many instances, employees receive incentives and end up wanting more to work harder or get more accomplished in the time frame required from the organization.

When employees want more, it can cause more issues for the company if the resources to provide what the employees are seeking are not available. There are many features a company can offer its personnel to increase productivity in the workplace. According to the Self-Determination Theory (SDT), personnel feel better and perform well when their motivation is autonomous, meaning, the employee volitionally participates in work because work is pleasurable, exciting or relevant to them (Jungert et al., 2018).

A number of these incentives include; employee recognition, health benefits, physical conditions of the office, raises, and paid vacations. Each motivation has its risks and cost for the employer and the employee. To the dispute that this will be unjustifiably costly, a program should be structured carefully, so additional payouts reflect defined revenues and earnings (Haider et al., 2015).

Ethics are the assumptions that determine a person’s behavior.

Workplace ethics

Workplace ethics means rules, regulations, and the techniques that may be carried out in the workplace by the staff of an organization and the staff is liable to maintain the organization’s culture and to construct a better relationship with the customer by providing better services.

Characteristics of workplace ethics:
There are some characteristics of workplace ethics.

• Punctuality
• Focus on the work
• Respect
• Desire to improvement in the organization
• Citizenship
• Take initiative
• Think positive

Benefits of Ethics:

There are some benefits of ethics

• Team work
• Less legal issues
• Increase public image
• Increase brand value
• Increase productivity

Small Business Ethics:

There are many types of ethics. Business Ethics is the main type of ethics. Business ethics include the moral and ethical values in the business. It is known as cooperate ethics.
Reasons why ethics is important in small business?

• Good ethics can create customer loyalty.
• Ethics can reduce the business risk.
• An ethical business can increase the profit.
• Ethical business can reduce the chances of losing customers.

Code of Ethics:

A code of Ethics is guiding principles that are designed to help the professional for conduct their business with honesty.it is formal statement of what a company expect from the employee of the organizations.
What things are include in code of Ethics?

There are some things that are includes in the code of ethics.

• The work environment
• Conflict of Interest
• Protect company Assets
• Dress code

The work environment:

The staff of the company should main the workplace environment. They must follow the rules and regulation and the laws set by the organization.
Protect Company’s Assets:
It is necessary for the employees of the organization that they should protect their company’s assets including tangible or intangible. They should prepare the accurate company’s records.

Dress Code:

It is the essential thing that is necessary for company’s code of ethics. The employees should be well dressed when they are at work and dealing with the customers.
How to write a code of ethics?

There are some steps that are followed by the organization while writing a code of conduct.

• Review the mission statement.
• Select your words carefully.
• See where the other organization have fall.
• Create a company’s code for discussion
• Make a final draft and share it.

Code of conduct:

A code of conduct refers to the rules and regulations that describe the norms, values, rules, regulations, and the responsibilities of the organizations.
What things are include in code of conduct?
A code of conduct may be include

• Ethical principles
• Values of the organizations
• Responsibilities
• Ethical standards
• Code of practices
• Disciplinary actions

On the one hand, some sociologists may agree with this statement. Feminist sociologists believe gender inequality still exists. Holmes (2009) argues that society is an organized in a way that tends to benefit men, society is patriarchal. society is controlled mainly by men, who control politics, the workplace etc, as well as generally having a bigger share of rewards such as wealth and status. Despite the laws passed nearly 40 years ago, gender inequalities still exist at work. Often men and women do not work together in the same occupations. For example, firefighting is male dominated and nursery nursing is female dominated. In 2007, 19% of employed men were working in skilled trades compared with about 2% of women.

Moreover women are likely to be in lower or middle level jobs while men hold the senior management posts. In 2007, for example, 19% of men and 11% of women were employed as managers or senior officials. Sociologists argue this is because women are held back by a glass ceiling. This is an invisible barrier stopping women from entering high powered jobs and this is linked to women working a triple shift. Dunscombe and Marsden argue that many women bear the burden of working a triple shift; this involves paid work, emotional work and housework. Furthermore, women are more likely to experience poverty because they are more likely to head a single parent family due to maternal instinct, the fact that women are more capable of looking after children.

However on the other hand, some sociologists may disagree with this statement. Many changes have taken place during the last 40 years to address gender inequality in areas such as education and employment. These changes are partly linked to the introduction of anti-discrimination laws, for example the equal pay act was introduced in 1970 which meant that men and women must be paid the same salary when doing the same work or work of the same value. Research has suggested that girls are more successful in education for example, more women than men entered full time undergraduate courses at university. In the future it is predicted that more women than men will be working.

Some researchers also argue that the skills seen as most desirable by employers are those traditionally associated with women, for example flexibility, team work and good communication skills. Women are said to have good communication skills due to an idea of bedroom culture. The idea that females were very talkative and so they were more linguistic compared to boys which meant they had higher achievement in education.

On the one hand, some sociologists may agree that the audience’s behaviour is directly affected by what is seen in the media. One approach that supports this is the hypodermic syringe model. This model sees the mass media as a powerful way of controlling and persuading people. The media acts as a ‘drug’. The audience are passive and merely receive injections of messages from the media. These messages then influence their behaviour. Moreover some sociologists argue that the media can lead to hyper reality. This is where audiences lose sense of the difference between the real world and the media created world. The more information, ideas and images the audience is exposed to, the less able they are to separate the two worlds. This then leads to a culture of simulation in which a virtual world becomes more important than the real world.

As a result of the Jamie Bulger case, institutions have been investigating the effects of violence in the media in young people. Researchers argue that exposure of violent killings create a ‘drip-drip’ effect among young people. This results in such behaviour being desensitised meaning it is classed as acceptable behaviour. In 1963, Bandura conducted research with nursery school children. The children were put into four groups, some of which watched a short film showing an adult punching a large inflated plastic doll with a mallet. The children were then placed in a room with several different toys, including a doll and a mallet. Many of the children who had seen the film copied the violent behaviour shown on it while those who didn’t see the film didn’t even notice the doll. These research findings are linked to the hypodermic syringe model the fact that the media injects audiences and they then act on the behaviour shown in the media.

However on the other hand, some sociologists may disagree that the media has a direct impact on audiences. For example the uses and gratifications approach. This approach sees the audience as active, thinking and critical humans and that the effect of the media depends on their use of it McQuail identified four uses of the media-escapism, entertainment, personal relationships and identity. Additionally the decoding approach believes that media content can have multiple meanings. Therefore it can be interpreted and de-coded in a number of ways. How we decode it is shaped by our cultural and social backgrounds. For example screen violence is generally linked to real life violence; however some sociologists disagree with this. They argue that audiences are not passive and they can tell the difference between screen violence and real life violence.

Moreover, peak and fisher argue that television is not to blame for crime and violence and rather media is used as a scapegoat for society’s problems. Gauntlett argues that the media doesn’t have an impact on audiences. He argues that to understand violent people and the causes of their behaviour, researchers should actually study violent people and the causes of their behaviour. Studies which question teenage offenders with histories of violence and compare them with non-offending young people have found that young offenders watched less television and video than other teenagers and had no particular interest in violent programmes.

On the one hand, some sociologists may agree with this statement, when a majority of people hold a certain point of view towards a certain group, that point of view becomes a stereotype. Certain groups such as the working class and ethnic minority groups are stereotyped as deviant and criminals. Stereotyping can make criminal and deviant behaviour worse and this is known as deviancy amplification. Minority ethnic groups are stereotyped negatively and this may lead to a self-fulfilling prophecy where ethnic groups act upon the label and engage in further deviance. Cicourel undertook participant observation with police and probation officers in California. He focused on juveniles and found that the way a particular juvenile was viewed by officials had a significant impact on how that individual was dealt with.

The decision on whether or not to bring an individual to court was largely influenced by the probation officer’s view of a typical delinquent. A delinquent type in their view was someone from a low-income, broken home and from a minority ethnic group. If an individual’s background fit the type of a typical delinquent, they were more likely to be arrested. This stereotype means ethnic minority groups engage in more deviance due to the self-fulfilling prophecy.

However on the other hand, some sociologists may disagree with this statement. Ethnic minority groups may commit more crime because they suffer from poverty or inadequate socialisation. Most lone-parent families are headed by ethnic minority groups. Young people’s involvement in criminal and deviant behaviour has been explained in terms of the negative influence of family background and home environment. New Right argue that children from parentally deprived homes-in which parents don’t take responsibility for the social upbringing of their children are more prone to crime.

Moreover some sociologists reject the idea that the statistics reflect the actual levels of crime in society and argue instead that that the statistics exaggerate crime among particular ethnic groups. Crime statistics can be seen as reflecting the way that policing is carried out and bias within the criminal justice system. Moreover the Macpherson report highlighted institutional racism within the Metropolitan Police. Institutional racism is a pattern of social institutions such as governmental organizations, schools, banks, and courts of law – giving negative treatment to a group of people based on their race.

Some ethnic groups may commit more crime than others because they live in deprived areas where there is not much social control. Higher levels of unemployment and relative poverty are found in urban areas than in the suburbs which mean people would be more likely to commit crime. In deprived areas there is much more opportunity to commit crime as there isn’t much formal social control. Formal social control is associated with how the state regulates and controls our behaviour.

On the one hand, some sociologists may agree with this statement. Supporters of the culture of poverty approach argue that poverty persisted from one generation to the next, locking people into a cycle of deprivation. Through socialisation within families, such values were passed on from parents to their children, in this way poverty persisted over time from generation to generation and locked people into a cycle of deprivation.

Moreover children who are born into poverty don’t have as many life chances as someone who is well off. Life chances refer to people’s chances of achieving positive or negative outcomes as they progress through life. These outcomes relate to many aspects of life including health and education. It is said that children born into poverty experience material deprivation meaning they have insufficient money to be able to afford goods and services. As a result of this people may not be able to afford a balanced diet. Poverty may result in ill health during childhood. Furthermore, in terms of education material deprivation can affect performance at school. Douglas argues that living conditions, poor housing and lack of quiet places to do work can adversely affect performance at school, their poor performance at school then leads to them having difficulty finding employment and they don’t have the qualifications they need.

However on the other hand, some sociologists may disagree with this statement. Sociologists identify many other explanations of poverty, for example welfare dependency. New Rights identified the emergence in Britain of an ‘underclass’, a group whose attitudes and values are different from those of mainstream society. The concept of an underclass describes people who experience long-term poverty and who are unable for whatever reason to gain a living. According to New Right approaches, the ‘undeserving poor’ remain in poverty because the welfare state encourages them to depend on state provision. State provision is too generous and makes the problem of poverty worse by creating ‘welfare dependency’ and the development of an underclass.

According to Marxists, poverty results from the class-based inequalities that are built into capitalist society. The Marxist approach argues that capitalism as an economic system generates extreme wealth for the capitalist class but it also produces poverty among sections of the working class. Poverty is seen as a product of the way capitalist society works. In a class society that is based on inequalities of wealth, a minority group makes a profit out of the rest of the population. It is therefore inevitable that some people will be poor.

Deviant workplace behaviors are generally considered those that violate the organizational standards, policies or Internal rules. It Is Important to mention the difference between unethical behavior and negative deviant behavior. While unethical behavior deals with breaking the rules of society, negative deviant behavior focuses on violating significant organizational norms (Appellate et al. , 2007). Both types of behavior, however, will be examined In this paper. Researchers have given these behaviors many different names Including workplace deviance, counterproductive behavior and anti-social behavior.

Behavior is deemed deviant when an organization’s customs, policies, or internal regulations are violated by an Individual or a group that may Jeopardize the well-being of the organization or Its citizens (Appellate et al. , 2007). The Impacts of Deviant Workplace Behavior When normal work behavior goes outside the norms of the organization, its consequences are far-reaching and affect all levels of the organization including its decision-making processes, productivity and financial costs.

Many Influences Impact the ethical behavior of employees and thus Impact the overall company; however, managers can take proactive steps to positively influence ethical behavior. Management greatly influences the behavior of employees. In fact, how managers define and establish the culture makes a significant impact on how lower-level employees act as well as In the way the organization as a whole acts when faced with dicey ethical issues (Ernst and Young, 2008).

Coca-Cola in India is an example of how one company is trying to proactively address ethical issues. During the recruitment and hiring process, Coca-Cola India measures each applicant’s stand on personal ethics. According to Anal Gar, Vice President of HRS, “No matter how much pressure we have on us to recruit, hiring an employee whose ethics are suspect is a no- go” (Sell 2009). The organization implemented a set of workplace ethics and protocols that are helping drive the desired corporate culture. Every employee needs to abide by it regardless of the designation of role. It Includes punctuality, keeping personal work to the minimal, controlling expenses, maintaining office decorum and contributing towards creating a positive culture that results in enhanced reference and workplace relationships” (Sell 2009). The company also works with an external agency to provide a hotlist to encourage and protect weightlessness within Its organization. What Causes Bad Behavior In the Workplace?

According to a recent phone survey of 1 ,305 American employees performed by Integrate Realty Resources, stress leads to physical violence in one in ten work environments. Ana almost anal AT tense surveyed salsa yelling Ana vernal anuses Is common in their workplaces (Dad, 2001). Most interestingly, this behavior is not linked to class, Job type, education, or income levels. So what’s causing all this erratic behavior? In short, stress. American businesses have suffered tremendously in the last five years due to severe economic downturn.

These changes required organizations to downsize, leaving the remaining employees with more duties than ever before. This “do more with less” culture means employees are stretched to their maximum constantly. Employees are skipping breaks and lunches in order to meet job and departmental objectives. All the studies on deviant workplace behavior conclude similarly; the higher the stress level within the work environment, the Geiger the likelihood employees will experience counterproductive workplace behavior.

Warning Signs Millions of people are affected by violence in the workplace every year. Workplace violence is tied to a broad range of behaviors falling along a spectrum that, depending their nature and/or severity, significantly affect the workplace, generate a concern for personal safety, and/or result in physical injury or even death (Cordial, 2011). This behavior rarely forms out of the blue, yet managers feel unsure how to prevent negative outbursts.

Although every situation is different, there are some inclusive warning signs managers can look for to ensure the safety of the workplace: Excessive tardiness or absences, increased need for supervisions, lack of performance, change in work habits, inability to concentrate, signs of stress, changes in attitude, weapons fascination, drug ; alcohol addiction and the inability to take responsibility for their actions. Ultimately, it is important that managers realize there are few warning signs that their employee may be in distress and need intervention.

Creating a corporate culture that encourages staff to report the unusual behavior of cohorts to upper management is imperative for mitigating violence in the workplace (Executive Disclosure, 2006). Why is Deviant Behavior Allowed to Happen in Organizations? According to many studies, corporate propaganda statements such as, “we value or people” or “employees are our real assets” or “we work hard to foster a spirit of teamwork” is nothing like what’s really going on within the company. Silos, politics, complacency, and finger pointing are much more common than commitment, trust, and a go-getter attitude.

This results in bad behavior and sickens teamwork wrought the entire organization. Bad behaviors result in poor decision making, which produce big problems for the organization (Time Business, 2002). Bad behavior is like a cancer in an organization which must be healed before any meaningful and lasting change can occur (Productivity Cubed, 2010). When morale is down and results are not stellar, many organizations embark on change programs; implementing change initiatives, developing new strategies, and conducting “corrective interviews”. But, after a few go-rounds employees start to suffer from what researchers call Change Fatigue.

If a culture of politics, blaming, and distrust exists, no meaningful change can, or will, occur. In a sick culture people will say what they think the boss wants to hear without believing in the changes proposed. For a true change to occur people must have a different mindset. How Can Organizations Mitigate Deviant Behavior? Although tender are many Issues wince cause concern Tort organizations, tender are ways for managers to positively impact the ethical behavior of employees. As Ben Heinlein, the former General Electric General Counsel stated, “Performance does to have to come at the expense of integrity.

A company can meet or exceed its numbers and, at the same time, adhere to formal rules, establish global ethical standards and motivate employees throughout the company to exemplify values of honesty, candor, fairness, reliability and trustworthiness” (Sell, D. 2009). There is a consensus among organizations that violence in the workplace is unacceptable, however most organizations operate on a reactive basis, rather than developing proactive solutions to address this issue (Chem., 2010). Experts recommend that employers implement processes which enable employees to report inappropriate workplace behavior.

Managers should be trained on encouraging staff members to step-up and report threats or harassment. Organizations should consider creating workplace violence prevention programs to eradicate bullying, intimidation and violent occurrences. Ultimately, all companies- big or small – should have policies in place which address workplace violence. Conclusion When we consider all the research, papers and articles on the topic of deviant workplace behavior, it is unquestionable and transparent that the problem is rebound, not endemic to a particular race, gender, culture, group or organization and it will always be present in our society.

Suitable PEP and breathing equipment provided Emergency
escue arrangement Monitoring systemsupervision with adequate communication. C) outline the emergency arrangements that might be required for entry Into a confined space. First Aid must be available Emergency telephone numbers must be available. A helping hand or supervisor must be present. A rescue plan must be available. Extra breathing apparatuses must be available. Safe and quick asses to the entrance and exit areas. Section 2 1. Identify documentation that is likely to be inspected in a health and safety audit. Health and safety policy Risk assessments Training records

Maintenance records Inspections and audit reports Complaints from employees Accident and investigation reports Safe systems of work and procedures. 2. A) Outline the main health and safety responsibilities of an employer. Provide a safe work place Provide safe plant and equipment Provide safe systems of work Provide adequate training and supervision Provide competent fellow employees Set up emergency plans and prevent or Identify risks B) Identify actions an enforcement authority might take if it finds that an employer is not fulfilling their responsibilities. Time. Prosecution, fines and prison sentences can result due to non compliance. Outline reasons why an organization should review its health and safety performance. To deter main if the health and safety plans are appropriate. To deter main if the objectives and targets are met and practical. To check if adequate risk control is in place and to revise it. To provide information on the progress and current status of the strategies, processes and activities used to control risks. 4. A manager is required to carry out a suitable and sufficient risk assessment on a work activity. A) Identify possible sources of information that might help the manager carry out the risk assessment.

He could get information from external health and safety consultants, occupational hygienist or ergonomics, a health and safety practitioner, workers and a safety representative. B) Outline what is required in order for a risk assessment to be suitable and sufficient. Identify the significant risks, allow the employer to identify and prioritize control measures, identify those who might be affected by the risks and identify a time period during which it is likely to remain valid. 5. Identify possible costs to an organization following an accident in the workplace. Lost Production time Additional labor recruitment

Loss of morale and reputation Loss of experience Investigation time Fines Legal costs Increased insurance 6. A) Injury: Injury is the outcome of an incident that resulted in harm. Example: A worker cut his hand on re-bar while busy pouring concrete in an abutment. B) Ill Health: This is an illness that has developed due to exposure of something in the workplace. Example: Asbestosis, a disease that developed due to inhalation of asbestos fibers. C) Dangerous Occurrence: Also known as a near miss, is an unplanned event, which under slightly different circumstances, could have resulted in harm to a person or damage to property.

Example: A brick falling from a scaffold, missing everyone beneath and hitting the floor. D) Damage Only: This event is when there is no one injured, but there is damage to a building, plant, equipment or materials. Example: Crane truck lifting a concrete slab, it sways in the wind and hits the side off building. 7. Identify key areas that should be addressed in the arrangements section of a health and safety policy. Risk assessment Health and safety training Contractor selection and management Communication and consultation with employees Safe systems of work and permits to work Disciplinary procedures for non-conformance.

Emergency procedures Accident reporting and investigation First aid 8. A) Outline the health and safety duties of designers, manufacturers and suppliers of articles and substances. Any articles or substances must be designed and constructed to be safe and without risk as far as reasonably practical, include testing and examination. There must be sufficient information supplied to the end user to ensure that the nature of the substance or article can be understood and that any conditions for safe use can be described. B) If those in the supply chain fail to carry out their duties, outline health and safety consequences in the workplace.

Los in production due to the difficult nature of understanding the article or substance. Increased risk factor on site, if using unsafe articles or substances. Increase in injuries or accident on site, due to increase of risk. 9. A) Give the meaning of the term “Safe system of work” It is a formal procedure, which results from a systematic examination of a task, in order to identify all the hazards. It defines safe methods, to ensure that all hazards are eliminated or risks minimized. B) Outline what is meant by the following types of controls within a safe system of work and give a practical example of each: I.

Technical: This focuses on what mechanical intervention can be brought up in the workplace to minimize the risk. Example: Replacing an old machine with a new one, or placing guards on machinery to reduce the risk. It. ) Behavioral: This focuses on the operatives and how the human failure might affect expected outcomes of hazards or risks. Example: Selecting skilled personnel for the Job or supervision. Iii. ) Procedural: It uses instructions, information and training to reduce risks. Example: Permits to work and safe system of work. 1 1 . ) An employer is setting up a health and safety training program.

A) Identify the infinite to… I) The employer: Fewer injuries would occur in the workplace, and there would be an increase in morale and safety awareness. More competent workforce. It) The worker: Better understanding of the different risks on site and how to avoid them. Workers made aware of the importance of PEP will wear it more often and look after their equipment. B) Identify when health and safety training would be provided to workers. This would be done preferably at the beginning of the project or activity so that workers are done as soon as possible with workers before commencement of any activities where possible.