List Nine Elements That Directly Impact The Work...

Kelleher (1996) list nine elements that directly impact the work environment: excessive workload, inadequate time to complete the assigned task, poor supervision, uncertain organizational climate, insufficient authority to meet job responsibilities, unclear responsibilities or job functions, philosophical differences between the organization and employee, unexpected or significant change at work or at home, and unanswered or unresolved frustrations. Mental Health Employees who are angry with their manager or company, who fear an imminent termination, or who are just unhappy in a job may resort to violence. The Americans with Disabilities Act (ADA) and many state laws prohibit discrimination against employees based on actual or perceived disability. Mental illness is included within the definition of disability. It is unlawful to fire someone solely because he or she has a mental illness. An employer also must reasonably accommodate employees with disabilities—including those who are mentally ill—to allow them to perform the essential functions of their job. But the law does not excuse misconduct. (Hoey, 2013) Employees though not to discriminate must notify an employer if they are threatened, intimidated or have fear of being in the workplace. The employer will have a reason to dismiss the violent employee must be based on objective facts, not fear or conjecture. Psychological Manners In some of my readings, the psychological mindset has been identified as a drivingShow MoreRelatedUnit 5011V1 Essay6930 Words   |  28 PagesRecruitment and selection 1 Understand the Impact of both the law and organisational procedures on the process of recruitment and selection 1.1 Summarise the legal instruments impacting on staff recruitment and selection 1.2 Identify organisational procedures and processes that affect staff recruitment and selection 1.3 Discuss fairness, objectivity and equality of opportunity as elements of recruitment and selections The major piece of legislation in the UK that impacts on staff recruitment and selectionRead MoreWorkplace Violence10377 Words   |  42 PagesCollection Process The Setting FINDINGS AND ANALYSIS Summary of Analysis Employment Process Termination Process Evaluate the Work Environment ii iii 1 3 4 8 9 9 10 13 15 18 18 19 22 23 24 25 27 iii Intervention Programs Education and Training Security Measures CONCLUSION Recommendation Additional Research APPENDICES Comprehensive list of Prevention Plan Elements Interview Instrument Behavior Risk-Incident Narrative (See original text) REFERENCES 28 32 34 35 36 37 38 40 45 52 Read MoreEquipped for Efficiency: Improving Nursing Care Through Technology12192 Words   |  49 PagesAdministration with Bar Coding Electronic Clinical Documentation Interactive Patient Technologies IV. Summary Appendices: A: Interviewees B: Vendors Endnotes ï ¿ ¼Ã¯ ¿ ¼Ã¯ ¿ ¼24 25 28 ï ¿ ¼Ã¯ ¿ ¼Ã¯ ¿ ¼ I. Introduction new teCHnologies Have tHe potential to Create a better work environment for inpatient nurses by improving the efficiency, safety, and quality of care. Advances include wireless communications, real-time location systems, delivery robots, workflow management systems, wireless patient monitoring, electronic medicationRead MoreDescribe How to Establish Respectful Professional Relationships with Adults52870 Words   |  212 PagesKingdom Construction Industry Final Report July 1994  © Crown copyright 1994 Applications for reproduction should be made to HMSO First published 1994 ISBN 0 11 752994 X Designed by Design, Drawing and Print Services DEPARTMENT OF THE ENVIRONMENT Foreword Constructing the Team ................................................. v Executive Summary ..............................................vii Chapter One Introduction and the Role ofClients ...............................Read MoreOperational Risk Management50825 Words   |  204 PagesAlternative Standardized Approach 4.3.7 Critical Assessment of the Standardized Approach and the Alternative Standardized Approach 4.4 Advanced Measurement Approaches 4.4.1 General 4.4.2 Qualifying Criteria 4.4.3 Recognition of the Risk-Mitigating Impact of Insurance and other Risk Transfer Mechanisms 5 Contents 4.4.4 Application of AMAs on a Group-Wide Basis 4.4.5 Authorization of AMAs by Competent Authorities 4.4.6 Partial Use of Several Operational Risk Approaches 4.4.7 Critical AssessmentRead MoreProject Management Infomaton System48477 Words   |  194 Pageswealth of information on every aspect of our work. We are by essence an organization that creates vast amounts of data, information and knowledge. We are an organization rich in methodologies, practices, implementation strategies, work methods and experiences. But at the same time we are a poor organization in terms of managing these vast wealth of resources. Every day CARE projects discover and apply new methods, practices and experiences in their work. All this knowledge stays isolated from theRead MoreSSD2 Module 3 Notes22142 Words   |  89 Pagescommander approves it. 4. TRAIN AS YOU WILL FIGHT Training for missions under an expected operational environment Understand the cultures in which you will operate; foreign cultures, non-Army cultures as those in other Services and government agencies Replicate cultural settings as much as possible during training Train as you will fight means training under an expected operational environment for the mission. It also means adjusting the levels of intensity and complexity to improve unit and leaderRead MoreCNPC CSR report25861 Words   |  104 PagesCorporation About the Report This is China National Petroleum Corporation’s seventh annual Corporate Social Responsibility Report since 2006. This report accurately represents what we did in 2012 to honor our commitments to the economy, the environment and society. It is important that we provide the following information: Reporting company: China National Petroleum Corporation (CNPC) Alternative reference: China National Petroleum Corporation is also referred to in this report as â€Å"CNPC†, Read MoreThe Relationship Between Job Satisfaction and Absenteeism in a Selected Field Services Section Within an Electricity Utility in the Western Cape31415 Words   |  126 PagesCOMMERCE IN THE FACULTY OF ECONOMIC AND MANAGEMENT SCIENCES DEPARTMENT OF INDUSTRIAL PSYCHOLOGY OF THE UNIVERSITY OF THE WESTERN CAPE NOVEMBER 2005 SUPERVISOR: Mr Karl Heslop 1 ABSTRACT Absenteeism - employees not showing up for work when scheduled - can be a major problem for organisations. As pressures increase on the budgets and competitiveness of companies, more attention is being given to reduce workplace absenteeism and its cost. Most research has concluded that absence isRead MorePrinciples of Management: MCQ31501 Words   |  127 Pages______________. a. assembly lines b. work denomination c. division of labor d. greatest common factor of work (c; challenging; p. 28) 34. Which of the following was a major result of the Industrial Revolution? a. cottage industry b. water power c. factory manufacturing d. critical thinking (c; challenging; p. 29) SCIENTIFIC MANAGEMENT 35. Frederick Taylor performed most of his work in _______________. a. grape vineyards