Thursday, September 18, 2014
Week 10 EOC: Job Evaluation Experience
I've had plenty of performance evaluations and some have been more effective than others. One particular job I've had gave me the most insight into my performance, but it was not regularly administered. My first job performance for this job was administered 3 months into the position. While my boss is not normally intimidating, she was during the evaluation even though she said not to be! She called me into her office and outlined to me what she would be going over. She had me previously outline what goals I wanted for myself and she went over that with me. We also discussed actions I could improve on and what I was doing well. The appraisal is of course, what I enjoyed the most. "In the best appraisal systems, employees learn about those areas in which they excel, which increases their morale and helps reduce turnover" (Hayes and Ninemeier). This is effective because I felt like my work was being recognized and I was appreciated. It is a small business so it is not hard to recognize and appreciate your employees but coming from a large company it was a great change. Overall, I walked out of my evaluation feeling good about the work I was doing and ready to tackle my areas of improvement.
Week 9 EOC: Sexual Harassment and the NFL
Ray Rice, an ex-Baltimore Raven football player has recently been in the news because of disturbing video that came out where he assaults his then girlfriend in a casino elevator. At first, the NFL took a relatively light-handed approach by suspending him for 2 games, but as a second video surfaced and media scrutiny heightened, the NFL had a change of heart and suspended him indefinitely. Janay Rice, the woman who was seen in the video being hit and now his wife, stands by her husband and blames the media for essentially ruining their lives. So the question remains, did the NFL have ground in suspending Ray Rice because of an incident that was not work related?
Yes, the league has in their policy that "NFL and club personnel must do more than simply avoid criminal behavior. We must conduct ourselves in a way that 'is responsible, that promotes the values upon which the league is based, and is lawful" (La Canfora). Rice was caught on videotape committing domestic abuse in a public arena. This can be detrimental to the integrity of the league and effect sponsorship and audience attendance. Players are supposed to conduct themselves outside of the field in a manner that is lawful and promotes good citizenship but the truth is that many do not. Just in the past week there have been 3 other incidents involving some kind of abuse. According to policy, it is the job of the NFL commissioner to hand out punishment to players and officials not in accordance to that policy.
There are those that are defending Rice including his wife and the NFL player's union. Executive director of the NFLPA DeMaurice Smith gave his opinion as to whether the NFL should regard this as a serious issue, "When I was a prosecutor, domestic violence was a community issue. It still is a community issue. I think it would be a mistake to ever look at our issues and react to our issues as being a football issue" (Brown). The union stands behind Rice but does not condone his actions. Where the NFL comes under a lot of controversy is in how they handled the situation in relation to the other abuse cases. While Rice got slapped with an indefinite suspension, others like Peterson, got a "slap on the wrist". "After initially suspending Rice two games back in July, NFL Commissioner Roger Goodell admitted in late August that he "didn't get it right" and toughened the league's policy on domestic violence - instituting suspensions of six games for offenders" (Brown). The NFL is justified in upholding whatever policies they lay forth in the players' contracts but the punishment should fit the crime for everyone, not only for high profile cases. In this case, if you are going to punish one player for abuse by suspending them then you should suspend all the players accused of abuse.
Brown, James. "NFL Player's Union: It's Our "Duty" to Defend Ray Rice". CBS Evening News. September 16, 2014. http://www.cbsnews.com/news/ray-rice-nflpa-its-unions-duty-to-defend-players/. Accessed 9/18/2014.
La Canfora, Jason. "Goodell issues memo highlighting NFL's personal-conduct policy". NFL.com. August 3, 2012. http://www.nfl.com/news/story/09000d5d8178bb24/article/goodell-issues-memo-highlighting-nfls-personalconduct-policy. Accessed 9/18/2014.
Yes, the league has in their policy that "NFL and club personnel must do more than simply avoid criminal behavior. We must conduct ourselves in a way that 'is responsible, that promotes the values upon which the league is based, and is lawful" (La Canfora). Rice was caught on videotape committing domestic abuse in a public arena. This can be detrimental to the integrity of the league and effect sponsorship and audience attendance. Players are supposed to conduct themselves outside of the field in a manner that is lawful and promotes good citizenship but the truth is that many do not. Just in the past week there have been 3 other incidents involving some kind of abuse. According to policy, it is the job of the NFL commissioner to hand out punishment to players and officials not in accordance to that policy.
There are those that are defending Rice including his wife and the NFL player's union. Executive director of the NFLPA DeMaurice Smith gave his opinion as to whether the NFL should regard this as a serious issue, "When I was a prosecutor, domestic violence was a community issue. It still is a community issue. I think it would be a mistake to ever look at our issues and react to our issues as being a football issue" (Brown). The union stands behind Rice but does not condone his actions. Where the NFL comes under a lot of controversy is in how they handled the situation in relation to the other abuse cases. While Rice got slapped with an indefinite suspension, others like Peterson, got a "slap on the wrist". "After initially suspending Rice two games back in July, NFL Commissioner Roger Goodell admitted in late August that he "didn't get it right" and toughened the league's policy on domestic violence - instituting suspensions of six games for offenders" (Brown). The NFL is justified in upholding whatever policies they lay forth in the players' contracts but the punishment should fit the crime for everyone, not only for high profile cases. In this case, if you are going to punish one player for abuse by suspending them then you should suspend all the players accused of abuse.
Brown, James. "NFL Player's Union: It's Our "Duty" to Defend Ray Rice". CBS Evening News. September 16, 2014. http://www.cbsnews.com/news/ray-rice-nflpa-its-unions-duty-to-defend-players/. Accessed 9/18/2014.
La Canfora, Jason. "Goodell issues memo highlighting NFL's personal-conduct policy". NFL.com. August 3, 2012. http://www.nfl.com/news/story/09000d5d8178bb24/article/goodell-issues-memo-highlighting-nfls-personalconduct-policy. Accessed 9/18/2014.
Thursday, September 4, 2014
Week 8 EOC: The Power Behind the Throne
"Recently employed staff must acquire the knowledge and skills needed to become proficient in their positions. Their more-experienced peers must obtain new knowledge and skills to keep up with an ever-changing workplace" (172).
In the film 9-5, Consolidated is the workplace in which there is a lot of wrongdoing from an HR perspective. Judy is the new girl in the office and she has to quickly learn the ropes of risk being let go on her first day. She receives very little training to equip her with the tools necessary to make her transition into her role a successful one. In one scene, Violet her supervisor, is showing her how to use the copy machine and after about 5 seconds of explaining to her, she leaves and let's Judy do the rest. Well, suffice to say, the copy machine goes haywire and Judy is left to frantically clean up the out of control mess. Mr. Hart, the boss, comes in and immediately berates her for screwing up and threatens her with her job if she does not get things under control. Instead of learning all the office gossip on her first day, Judy should have received adequate job training to get her familiar with how to perform her duties effectively.
"Stress created by interactions with supervisors who are upset about improper work outputs, with peers who must take the time to do rework created by the employee's errors, and/or with frustrated guests about service and/or quality defects will be reduced" (175).
Stress created by an unpleasant work environment is a major theme in the film. It is apparent from some of the first office scenes that the morale of the office is very low and work suffers from interactions with each other and supervisors alike. It becomes a trickle down effect when the boss, Mr. Hart, is unprofessional and demeaning, and his employees work in such a manner. It also is cyclical as no one seems to be performing their jobs correctly. In a scene of the film, Violet informs Judy to beware of Roz as she is the eyes and ears of the boss and anything you say around her will get reported. This perpetuates the hostile work environment, not to mention the other serious infractions happening like sexual harassment (towards Doralee), improper language (used all the time by Mr. Hart), and performing job duties while inebriated (like the office lush).
"Training can help staff members feel good about themselves and their employers. These positive attitudes can have a significant influence on one's overall perceptions of the workplace" (177).
By the end of the film, the 3 central characters, Judy, Violet, and Doralee, make some changes around the office for the better despite the egocentric chauvinistic boss, Mr. Hart. The ladies implement some fantastic programs to bolster productivity and reduce absenteeism like child daycare, work sharing program, and open work hours. This in turn improves the office morale and the output is increased because of a sense of security from the employees. The additional training and programs available to employees are key to making a new staff feel set up for success and seasoned employees feel equipped with the ever changing technologies and work advancements.
In the film 9-5, Consolidated is the workplace in which there is a lot of wrongdoing from an HR perspective. Judy is the new girl in the office and she has to quickly learn the ropes of risk being let go on her first day. She receives very little training to equip her with the tools necessary to make her transition into her role a successful one. In one scene, Violet her supervisor, is showing her how to use the copy machine and after about 5 seconds of explaining to her, she leaves and let's Judy do the rest. Well, suffice to say, the copy machine goes haywire and Judy is left to frantically clean up the out of control mess. Mr. Hart, the boss, comes in and immediately berates her for screwing up and threatens her with her job if she does not get things under control. Instead of learning all the office gossip on her first day, Judy should have received adequate job training to get her familiar with how to perform her duties effectively.
"Stress created by interactions with supervisors who are upset about improper work outputs, with peers who must take the time to do rework created by the employee's errors, and/or with frustrated guests about service and/or quality defects will be reduced" (175).
Stress created by an unpleasant work environment is a major theme in the film. It is apparent from some of the first office scenes that the morale of the office is very low and work suffers from interactions with each other and supervisors alike. It becomes a trickle down effect when the boss, Mr. Hart, is unprofessional and demeaning, and his employees work in such a manner. It also is cyclical as no one seems to be performing their jobs correctly. In a scene of the film, Violet informs Judy to beware of Roz as she is the eyes and ears of the boss and anything you say around her will get reported. This perpetuates the hostile work environment, not to mention the other serious infractions happening like sexual harassment (towards Doralee), improper language (used all the time by Mr. Hart), and performing job duties while inebriated (like the office lush).
"Training can help staff members feel good about themselves and their employers. These positive attitudes can have a significant influence on one's overall perceptions of the workplace" (177).
By the end of the film, the 3 central characters, Judy, Violet, and Doralee, make some changes around the office for the better despite the egocentric chauvinistic boss, Mr. Hart. The ladies implement some fantastic programs to bolster productivity and reduce absenteeism like child daycare, work sharing program, and open work hours. This in turn improves the office morale and the output is increased because of a sense of security from the employees. The additional training and programs available to employees are key to making a new staff feel set up for success and seasoned employees feel equipped with the ever changing technologies and work advancements.
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