the resolution of difficult situations, and can protect a nurse’s license if negative outcomes arise. Nurses and other health care providers face challenging confrontational situations every day, therefore effective communication skills are essential. The use of assertive communication, or stating a position with assurance, focuses on solving problems and is imperative to patient safety, but can also help invoke the chain of command (Issues in Nursing, 2010). Not only is a chain of command an important
measures and targets that are established for each department leader and their respective department (Burns, Bradley, and Weiner, 2011). The pillar of excellence can be viewed as a guide, for the department leaders and their staff, which can make communication, work planning, and goals more manageable to achieve and
DHL has done well as being a role model on employee’s motivation. From our discussion, we feel that there is room for the organisation to improve and further enhance it. Our group were not able to determine if DHL were using a personality test in its current recruitment process. Personality is one of the most vital components of Organization Behavior to achieve organization success, including the test in the recruitment and selection process may helps the organization to select the most suitable
Promoting Diversity In this day and age, workplace diversity is expected and essential. Many organizations and employees feel awkward while talking about diversity or incorporating it within their organization. Promoting Diversity in the Workplace (Williams, 2011) states that businesses realize that diversity is increasing in popularity and recognize the necessity. Diversity overview will be provided; article analysis of promoting diversity; and how diversity relates to the course. Topic Overview
reveals a struggle when these people try to achieve their goals. This situation is named as conflict. In conflict times, individual has his own form of behavior that he exhibits to other people with whom he has conflict (Rahim, 2000). The individual’s own way to respond to the conflict is known as conflict handling modes. Particularly, at workplace individuals spend time and interact with other workers (Friedman et al, 2000). This situation causes many conflicts; so, individuals should learn how to
Concerning the gender issue, Sweden relates to the pole of femininity and takes first place in the Hofsede’s division of cultures. There is appreciated the free time and the possibility of flexible working hours. On the workplace competitiveness and the desire to be better than the others do not find a broad social response or material rewards. In addition, in Sweden it is not common to show the status and financial position. The Swedes appreciate simplicity a lot and rather negative attitude to
combination of unsafe employee behavior and unsafe working conditions. Several factors contribute to the complexity of managing safety in the workplaces. These factors include effects of some industrial diseases don't show up for years, employers may cover up a health or safety problem before the inspector arrives, employers may fail to monitor or disclose health risks and employees may fail to follow safety practices at the workplaces or engage in dangerous behavior while at work. The report will
the work place. The Industrial Revolution brought changes to the workforce for women; for men the change was not taken lightheartedly therefore men felt free to engage in behaviors that are now considered sexual harassment. Managers and organizations allowed harassment to occur, but as women began to gain equality in the workplace, woman’s attitude began to change. Harassment continues to be a recurring problem in the United States. The United States Equal Employment Opportunity Commission (EEOC),
Rigid communication styles used in our headquarters of Sarasota, are not well received by Miami-based employees who are accustomed to more fluid methods of communicating and negotiating. This clear gap between vision and culture has created tension among employees
Maslow’s satisfaction of security, affiliate, and recognition needs, and Herzberg’s nature of work and pay, as well as McClelland’s collegiality and autonomy. This conceptual understanding of work motivation later gave rise to the job characteristic model (Hackman & Oldham, 1976). The Process based-theories of work motivation gained prominence in the 1960’s. These