Read Chapters 13 And 15 Fully For Week Eight Assignment

Read Chapter 13 15 Fully And For Your Week Eight Assignment Please

Read chapter 13-15 fully and for your week eight assignment please: Create 3 fictional scenarios in which an employer would have to deal with any of the following situations of employee poor behavior on the job, Substance Abuse, Sexual Harassment, Fighting, Work Family Conflicts, or Email (or Internet) abuse. For each case, provide details of the type of employer, the history or the worker at that company, the incident which arose, why it was a clear violation of employer policy, what would be the likely result of arbitration of this issue if the employee acknowledged his wrong doing but asked to keep his job. Explain the reasoning for your considered outcome. Remember, this is fictional. Create a believable situation, but know that you can have whatever outcome you choose! You may not work in conjunction with any other student to complete this paper. Submission Instructions: ( ) Any papers/assignments should at a minimum contain 3-5 pages of content (double spaced), include a properly formatted cover page, and a reference listing page with at least three (3) NEW references properly listed at the end of your work. Providing additional references to your assignments demonstrate your desire to conduct additional research on the topic area and can improve your research skills. With all assignments, include properly formatted in-text citations within the body of your work for each of your listed references so the reader can ascertain what is your original thought or ideas and what portion of your work is taken from credible sources to support your work. It is really important to identify work from other sources to ensure that proper credit is provided to researchers in the field. Submit the weekly written assignment as an MS WORD attachment in .doc, .docx, or .rtf format. A recommended font is Times New Roman (12). DO NOT include discussion board answers with your formally written assignment submission. Rubric link is below.

Paper For Above instruction

Introduction

Workplace misconduct remains a significant concern for organizations across industries, requiring the development of well-defined policies and effective dispute resolution mechanisms. Common issues include substance abuse, sexual harassment, fighting, work-family conflicts, and email or internet misuse. Addressing these issues promptly and effectively is essential to maintaining a productive and safe work environment. This paper presents three fictional scenarios involving these types of employee misconduct, explores the details surrounding each case, and analyzes potential arbitration outcomes if the employee admits fault but requests to retain employment.

Scenario 1: Substance Abuse at a Manufacturing Facility

The first scenario involves a manufacturing plant operated by a mid-sized manufacturing company. The employee, Tom, has worked there for five years and has a history of punctuality and reliability. However, one morning, supervisors notice that Tom appears disoriented and unsteady during his shift. Subsequently, they discover empty alcohol containers in his locker. This incident was a clear violation of the company's substance abuse policy, which explicitly prohibits intoxication during work hours to ensure safety and productivity.

In this situation, Tom acknowledges he consumed alcohol but insists he will seek help and avoid future violations. The company's policy mandates termination for a first offense, but considering Tom’s prior good record and sincere remorse, the employer contemplates arbitration. If Tom seeks to keep his job, an arbitrator might consider a mandatory rehabilitation program combined with a probationary period. This outcome aligns with principles of corrective discipline, emphasizing rehabilitation over punishment, given the safety implications and his prior good standing.

Scenario 2: Sexual Harassment in a Corporate Office

The second scenario takes place in a corporate office environment where an employee, Lisa, has been accused of unwelcome sexual comments towards a colleague, Mark. Lisa has a reputation as a highly competent employee with minimal prior disciplinary issues. The incident occurred during a team lunch, where she made inappropriate remarks that made Mark uncomfortable. The company's anti-harassment policy explicitly prohibits any form of sexual harassment, with strict disciplinary consequences, including termination.

Lisa admits her misconduct, expressing remorse, and requests that her employment be preserved, promising to undergo training and ensure respectful communication in the future. Considering her acknowledgment and remorse, an arbitration process might result in a probationary period supplemented by mandatory diversity and sensitivity training. This approach aims to reconcile the organization’s commitment to a harassment-free environment with the opportunity for rehabilitation, especially given her prior positive performance record.

Scenario 3: Internet Abuse in a Tech Startup

The third scenario involves a tech startup where an employee, David, is found accessing inappropriate websites during working hours on his company-issued laptop. The startup has an explicit acceptable use policy for internet access, emphasizing productivity and appropriate online behavior. David's internet browsing was detected during a routine monitoring process. His actions are a violation of company policy, which mandates termination for excessive misuse of internet resources.

David admits to browsing non-work-related sites but claims it was a one-time mistake. He requests to keep his job, promising to adhere strictly to the internet policy. Although his violation is serious, his acknowledgment and polite request might influence the arbitration outcome. A possible resolution could include a warning and a probation period with monitoring, rather than immediate termination, especially considering his otherwise solid performance and the company's interest in retaining talented employees. This emphasizes a balanced approach that considers individual circumstances and the potential for behavioral correction.

Conclusion

Workplace misconduct, whether related to substance abuse, harassment, or internet abuse, requires careful handling to balance organizational policies with fairness and opportunities for employee rehabilitation. Fictional scenarios such as these illustrate the importance of clear policies, consistent enforcement, and fair dispute resolution mechanisms like arbitration. Employers can promote a positive workplace culture while addressing misconduct effectively through appropriate interventions tailored to individual circumstances and the severity of violations.

References

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