1. To explore the role of technology in the 2. To identify ...1. To explore the role of technology...

transcript

1. To explore the role of technology in the workplace.

2. To identify the effects of organizational structures on workplace dynamics.

3. To identify important responsibilities and safety practices for employers and employees.

4. To research and compare published workplace policies and procedures.

• The Workplace

• Organizational Structure

• Employer Responsibility

• Employee Safety

• Workplace Policies

• Can be indoor or outdoor

– Indoor

• offices

• factories

• educational settings

– Outdoor

• physical labor

• traveling

• entertainment

• Advantages include:– established work area

– consistent environment

– safe from weather changes

• Disadvantages include:– lack of physical activity

– repetitive environment

– office-related injuries or disease• carpel tunnel

• back problems

• obesity

• depression6

• Advantages include

– unique work environment

– enjoyable atmosphere

– movement and exercise

• Disadvantages include:

– extreme physical labor

– loss of work due to weather conditions

– excessive walking or standing

– additional safety risks

• Include the following:

– working extended hours

– lifting extreme weight

– working with difficult or painful tasks

– standing for long periods of time

– participating in technical challenges

– acquiring calluses and other work-related

strains

• Business – an entity engaged in the

purchase or sale of specific commodities

or in related financial transactions

– one person is offering a product or service in

exchange for payment

• Entrepreneur – a person who starts their

own business

– organizes, operates and assumes the risk for

a business venture

• Business-to-business – business which

sells to another business instead of to

consumers

– example: Coca-Cola® selling 12-packs to

grocery stores

• Business-to-consumer – business

which sells directly to the consumer

– example: Gap Inc.

• Sole proprietorship – an entity owned and run by one individual

– simplest type of business organization to form and operate

• Franchise – a business organization in which an entity (franchisor) allows another business to operate under the name of the franchisor while selling the franchisor’s product

– example: McDonald’s

• Corporation – a business which meets

requirements to be recognized as a

legal entity separate from its owners

– example: Microsoft®

• Partnership – two or more individual

business owners

• Is a vital part of every business

• Includes a summary describing the

aims, values and overall plan of an

organization or individual

• Includes:

– internet usage

– database programs

– teleconferencing

– videoconferencing

– telecommuting

– networked computers

• Include:

– surge protectors

• prevent against electrical fires

– monitor outlets

• control loose wires or “fraying” cords

– fire walls or virus protection software

– battery backup systems and drives

• are important for storing critical files

• Include:– sharing files

• pirated software

• illegal downloading

– surfing the Internet during business hours• can spread viruses

• can expose private details to coworkers

– using social networking in the workplace• may be against company policy

• can spread viruses

• do not post updates or photos which could be damaging to your professional reputation

• Share three common characteristics:

– all organizations have a purpose

– all organizations are comprised of people

– all organizations have a formal and informal structure which define the roles, responsibilities and workplace behaviors

• Have a specific structure, including:

– vertical organization

– horizontal organization

• Should accomplish the following:

– increase worker productivity

– improve company morale

– avoid employee gossip and harassment

– increase communication efficiency

– establish growth and reach objectives

– memos

– e-mails and bulletins

– meetings

– deadlines

– “chain of command” format

– lateral promotions

• Refer to the day-to-day work procedures, social and informal interactions and corporate environment

• Refer to the casual relationships and external office influences

• Are influenced by attitudes, personalities, strengths and weaknesses

• Should be monitored and controlled as needed

• Is centralized and often used by large companies

• Follows a very specific chain of command, going from superior to superior

• Characteristics include:

– greater efficiency in handling uncomplicated tasks

– lower employee morale and satisfaction

– slower communication

• Is decentralized • Has several advantages over tall

organizations– complex problems are handled quicker

and more efficiently– communication is less distorted– messages pass through fewer people – employee morale and satisfaction are

fairly high– employees make more of their own

decisions

• Includes the following:

– formal communication

• upward communication

• downward communication

• horizontal communication

– informal communication

• known as “the grapevine”

• Includes keeping employees free from

physical or mental harm

– approximately 6,000 work-related deaths

are reported each year

– five million work-related injuries or illnesses

are reported each year

– hundreds of work-related errors or

accidents go unreported each year

• Should be provided by employers and include the following:– adequate light

– non-smoking work environment with designated areas for smoking breaks

– fire escape routes and procedures

– ergonomically arranged office equipment• desks and computer screens are at proper height

and angles

• pads provided for computer keyboards to prevent repetitive motion distress (i.e., carpal tunnel syndrome)

– proper training for equipment and machinery28

• Negatively impacts organizations

• May lead to the following:

– decreased productivity

– safety concerns

– potentially dangerous situations

• To protect themselves from negative effects of substance abuse, employers may do the following:

– make offers of employment conditional upon passing a drug test, only if all new employees are subject to drug testing

– offer rehabilitation programs if an employee comes to them for help

– include a very specific anti-substance abuse policy in employee handbooks

• Due to employee rights, employers may

not do the following:

– ask an employee if they have ever taken

illegal drugs

– subject an employee to drug testing not

required of others

• Requires employers to do the following:

– ask about applicants’ abilities, not their

disabilities

– make reasonable accommodations

– ensure building and workspaces meet ADA

guidelines

– provide equal compensation, benefits and

salary

• Does not require employers to:

– hire a disabled applicant over another

qualified applicant who is not disabled

– make accommodations which cause

financial hardship

• Is responsible for the “fair and equitable

treatment of employees” in regards to

the following:

– hiring

– firing

– employee promotions

– minimum wage standards

– sexual harassment

• Enforces the following laws and

regulations:

– Civil Rights Acts

– Equal Pay Act of 1963

– Age Discrimination Act of 1967

– Americans with Disabilities Act of 1990

• The ADA prohibits employers from

discriminating against people with a disability

in any aspect of employment including:– applications

– interviews

– testing

– promotion

– layoffs

– hiring

– evaluations

– training

– medical exams

– firing

• Also enforced by the Equal Employment

Opportunity Commission (EEOC) and the

U.S. Department of Justice37

• Affects employers when dealing with

chronic health problems of employees

and family members

– an employer may be legally required to

give employees unpaid time off to care for

a seriously ill family member, to recuperate

from their own serious illness or to care for

a new child

• Include:

– requiring certain employers allow their employees to take up to 12 weeks of unpaid leave a year

– stating employers must reinstate an employee when he/she returns from leave

– requiring an employee to provide 30 days advance notice if the need for leave is foreseeable

• if the need for leave is unexpected, an employee must notify the employer of the medical facts within two working days

• May be provided by employers in order

to promote nutrition and exercise in the

workplace

– possible options include the following:

• provide exercise facilities to employees in the

workplace or discounts to area gyms

• employ dieticians in on-site cafeterias

• include mental health days in paid time off

• Maintain the health and safety of yourself and others by considering these guidelines:

– avoid strong smells and harmful materials on furnishings

– participate in physical activity or stress relieving functions

– avoid repetitive stress injuries (i.e., carpal tunnel or musculoskeletal disorders

– drink plenty of water

• Include:

– written manuals

– training seminars

– memos and e-mails

– safety contracts

– performance reviews

– practice sessions or simulations

• Include:

– adhere to all guidelines and regulations

– report violations

– follow established procedures

– wear protective gear or clothing

• Was enacted in 1970

• Ensures employers establish safe working conditions, free of dangers which could physically harm employees

• Covers everything from equipment which might cause injury to unhealthy effects of long term exposure to radiation, chemicals or airborne pollutants

• Requires frequent safety and health inspections

• Regulates standards for the following:

– noise levels

– air impurities

– equipment regulations

– proper tools and safety gear

– hazardous substances and dangerous work conditions

• Is based on the following five-item

priority list:– imminent danger

– serious accidents which have occurred in the last

40 days

– current employee complaints

– inspections of targeted industries displaying a high

injury ratio

– random inspections

– provide workers with fresh air

– test new building for toxins or safety

hazards

– provide a smoke-free environment

– keep air ducts clean and dry

– allow for employee wellness exams and

check-ups

– human error

– carelessness

– intoxication

– daydreaming

– human deficiency

– poor job skills and training

– environmental conditions

• For employers include:

– educate employees

– provide specific training

– utilize engineering services

– purchase protective devices

– regulate and enforce employee behavior

– respond to issues immediately

• For employees include:

– inspect work areas and surroundings

– emphasize safe practices among co-

workers

– take protective action

• Include:

– conduct frequent checks on equipment and

– remove obsolete or malfunctioning equipment

– monitor equipment for electrical malfunctions

– provide up-to-date equipment

– participate in safety training programs

– stay alert and attentive

– avoid “horse play” near or around equipment

• Should include the following steps:– create an evacuation or employee safety plan

– communicate and practice the plan

– modify and adjust the plan as needed

• Is advised for the following emergencies:– hurricanes

– floods

– tornadoes

– earthquakes

– fires

– terrorism

• Include the following potential dangers:

– loose steps on ladders, staircases, etc.

– hazardous waste or materials

– chemical spills or asbestos

– slippery walkways

– sharp objects or protrusions

• Obtain appropriate permits and licenses

• Require employees to maintain

personal sanitation standards

• Check the use of food handler permits

when needed

• Establish hand-washing procedures

when appropriate

• Is a program dedicated to providing insurance for work-related injuries

• Is required by law for employees who are injured “on-the-job”

• Is utilized by thousands of employers and employees each year

• Provides replacement income and medical expenses for injured or sick employees

• Should be:

– clear and concise

– detailed and relevant

– practiced by all employees

– communicated and reviewed frequently

– communicated through multiple channels

– sexual harassment

– discrimination based on age, race, sex,

ethnicity, national origin, religion, pregnancy,

– discrimination based on disability

• Are covered under Title VII of the Civil

Rights Act, which is enforced by the Equal

Employment Opportunity Commission

• Include implementing a company policy

concerning ethical and legal violations

stated clearly in the employee

handbook

• Allow for reporting procedures of

violations to be known to all employees

• Entail taking immediate action when

violation comes to employer’s attention

• Involves the making of unwanted,

obscene remarks or sexual advances,

such as:

– referring to a person’s physical appearance

– inappropriate touching

– requesting inappropriate actions

– sending pictures or literature of a sexual

nature

• Should be definitive and strong,

including the following:

– zero tolerance

– examples for clarifications

– clear definition

– complaint procedure

– confidentiality

– training

• Was written by Congress in 1938

• Enacted the maintenance of the minimum standard of living necessary for health, efficiency and general well-being of workers

• Created the minimum wage law

• Enforced any hours over 40 worked in a week calls for overtime pay- one and one-half times a person’s wage per hour

• Provided child labor laws

• Is created by the company CEO, owner or anyone in the company responsible for new product or process development

• Needs to be set in order to clarify how confidential data and information should be handled

• Is translated into a legal document signed by employer and employee

• States there is no implied license to the technology or information granted to the employee

• Include:

– termination

– lawsuit damages

– criminal charges

– negative reputation

• Farese, L.; Kimbrell, G.; Woloszky. Marketing Essentials. Woodlands, CA. McGraw Hill Companies, Inc. 2006.

• Hamilton, Cheryl and Cordell Parker. Communicating for Results: A Guide for Business and the Professions. California. Wadsworth/ Thomas Learning. 2001.

• McCalla, P. Retailing. Woodlands, CA. McGraw Hill Companies, Inc. 2005.

• NOLO: Law for All. www.nolo.com. 2002.

• Robbins, S. and Decenzo D. Supervision Today. Saddle River, New Jersey. Prentice Hall, Inc. 2004.

• http://www.workersompensation.com

• http://www.osha.gov/

Executive ProducerGordon W. Davis, Ph.D.

Production CoordinatorsTreena AstonAllison MangoldAmy BakerKellie Pond

Graphic DesignerDaniel Johnson

Technical WriterJessica Odom

V.P. of Brand ManagementClayton Franklin

CEV Multimedia, Ltd.

1. To explore the role of technology in the 2. To identify ...1. To explore the role of technology...

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