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1. To explore the role of technology in all aspects of the workplace, personal and family environments.

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

3. To examine legal implications in the workplace.

4. To identify important safety practices and procedures for employers and employees.

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Operate multi-line phones

Internet research

capabilities

Typing

Commonly used

programs

Important skills for the workplace

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Database programs

Networked computers

Internet usage

Teleconferencing

Videoconferencing

Telecommuting

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• Personal computers and laptops

• Digital pagers and cellular phones

• E-mail and instant messaging

• Web pages

• Personal Digital Assistants (PDAs)

• CD ROMs, MP3s and DVDs

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• 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

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• Sharing files– pirated software– illegal downloading

• Monitoring email accounts

• Purchasing computer licenses

• Surfing the Web during work hours

• Surfing the web during business hours:– can spread viruses to other users– can expose private details to coworkers

• Using social networking in the workplace:– do not “friend” strangers– can also spread viruses– do not post updates or photos which could be

damaging to your professional reputation

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• Organizational structures

• Employee behavior

• Company policies and procedures

• Ethics and government regulations

• Employee health and safety guidelines

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• Producing clerical or typographical mistakes

• Using inaccurate accounting methods• Prescribing inappropriate medications• Forgetting to lock office doors• Ignoring a safety latch• Causing a spill or injury• Breaking company confidentiality

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• Share three common characteristics1. ALL organizations have a purpose

2. ALL organizations are comprised of people

3. ALL organizations have a formal and informal structure which define the roles, responsibilities and workplace behaviors

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Every organization has a specific structure

organization

organization

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• 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

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• Decentralized • Have several advantages over

tall organizations– complex problems are

handled more efficiently– problems are handled

faster– communication is less

distorted– messages pass through

fewer people – employee morale and

satisfaction are fairly high– employees make more of

their own decisions

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• Formal communication– upward communication– downward communication– horizontal communication

• Informal communication– known as “the grapevine”

Organizations use several kinds of

communication:

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Top Management

Middle Managers

Supervisors

Employees

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Types of Job Titles• Chief Executive Officer• Shift Supervisor• Assistant Manager• Department Head• Lead Advisor• Foreman• Team Leader

Formal Characteristics• Memos• Emails and bulletins• Meetings• Deadlines• “Chain of Command”

format• Lateral promotions

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• Refer to the day-to-day work procedures 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

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• Increasing worker productivity

• Encouraging company morale

• Avoiding employee gossip and harassment

• Increasing communication efficiency

• Establishing growth and reaching objectives

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• Indoor– offices– factories– educational settings

• Outdoor– physical labor or athletics– traveling– entertainment

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• Advantages include:– established work area– consistent

environment– safe from weather

changes

• Disadvantages include:– lack of physical activities– repetitive environment– office-related injuries or

disease• carpel tunnel• back problems• obesity• depression• claustrophobia

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• Advantages include:– unique work

environment– enjoyable atmosphere– fresh air and sunshine– movement and

exercise

• Disadvantages include:– extreme physical labor– loss of work due to

weather– excessive walking or

standing– additional safety risks

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• Working extended hours• Lifting extreme weight• Working with difficult or painful tasks• Standing for long periods of time• Participating in technical or minute challenges• Acquiring calluses and work-related strains

Physical labor IS NOT for everyone!!

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RoleRegulatory Agencies

Employers Employees

Main Duty

To establish workplace laws

and requirements

To communicate and enforce laws and requirements

To follow and adhere to laws

and requirements

Specific Duties

• Monitor employee work conditions

•Assess penalties and fine for violations

• Implement new laws

•Conduct employee training

•Provide written guidelines

•Set the example

•Purchase safety equipment

•Monitor behavior

•Practice safety and ethical standards

•Execute appropriate judgment and behavior

•Ask for clarification

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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

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Substance abuse may lead to:

– decreased productivity– safety concerns– potentially dangerous situations– threat of employee violence

Substance abuse in the workplace negatively

impacts organizations

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• To protect themselves from negative effects of substance abuse, employers MAY:– make offers of employment conditional upon passing

a drug test, only if all new employees are subject to drug testing

– offer rehabilitation programs if employee comes to them for help

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

• Due to employee rights, employers MAY NOT:– ask an employee if they have ever taken illegal drugs– subject an employee to drug testing not required of

others

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• Employees with disabilities are protected by Americans with Disabilities Act (ADA)

• Enforced by Equal Employment Opportunity Commission (EEOC) and U.S. Department of Justice

• ADA prohibits employers from discriminating against people with a disability in any aspect of employment including:

applicationsinterviewstestingpromotionlayoffs

hiringevaluationstrainingmedical examsfiring

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Under the ADA, employers are required to

Make reasonable accommodations

Ask about applicants’abilities, not their

disabilities

Ensure building and workspaces meet ADA guidelines

Provide equal compensation,

benefits & salary

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Hire a disabled applicant over

another qualified applicant who is

not disabled

Make accommodations that would cause

financial hardship

Under the ADA, employers are NOT required to:

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• Family and Medical Leave Act (FMLA) affects employers when dealing with chronic health problems of employees

• Under FMLA, 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

• To qualify for FMLA an employee must have a serious health condition

• Generally, an employee who has a chronic health problem qualifies under the FMLA

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FMLA requires certain employers allow their employees to take up to 12 weeks of unpaid leave a year

In most cases, employers must reinstate an employee when he/she returns from leave

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Employers have several options in promoting nutrition and exercise in the

workplace– 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

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• Safety conditions in the workplace are primarily monitored by the Occupational Safety and Health Act of 1970 (OSHA)

• OSHA requires employers to provide a workplace that is free of dangers that could physically harm employees

• OSHA covers everything from equipment that might cause injury to unhealthy effects of long-term exposure to radiation, chemicals or airborne pollutants

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• Was enacted in 1970• Ensures employers establish safe working

conditions• Requires frequent safety and health inspections• Creates standards for the following:

– noise levels– air impurities– equipment regulations– proper tools and safety gear– hazardous substances and dangerous work

conditions

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• Are based on the following five-item priority list:

1. Imminent danger

2. Serious accidents which have occurred in the last 40 days

3. Current employee complaints

4. Inspections of targeted industries displaying a high injury ratio

5. Random inspectionsIMP

OR

TA

NC

E

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• Supervisors have legal and moral responsibility to keep employees free from physical or mental harm

• There are approximately 6,000 work-related deaths each year

• There are approximately five million work related injuries or illnesses reported each year

• Hundreds of work-related errors or accidents go un-reported each year

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• Human error

• Carelessness

• Intoxication

• Daydreaming

• Human deficiency

• Poor job skills

• Environmental conditions

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• Educate employees

• Provide specific training

• Utilize engineering services

• Purchase protective devices

• Regulate and enforce employee behavior

• Respond to issues immediately

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• Inspect work areas and surroundings

• Emphasize safe practices among co-workers

• Take protective action

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• 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

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• Conduct frequent checks on equipment and tools

• 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

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• Obtaining passports or travel visas

• Carrying appropriate identification

• Following traffic and safety laws

• Possessing applicable communication devices

• Maintaining professional behavior

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• Should include the following steps:

1. Creating an evacuation or employee safety plan2. Communicating and practicing the plan3. Modifying and adjusting the plan as needed

• Is advised for the following emergencies:– hurricanes - earthquakes– floods - fires– tornados - terrorism

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• Loose steps on ladders, staircases, etc.

• Hazardous waste or materials

• Chemical spills or asbestos

• Slippery walkways

• Sharp objects or protrusions

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• 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

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• 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 injure or sick employees

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• Surveillance equipment

• Computer monitoring

• Frequent training

• Method and procedural evaluation

When your place of business is secure, your employees remain safe

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To ensure a safe and healthy environment employers should:

Provide adequate lightProvide a non-smoking work environment with

designated areas for smoking breaksReview fire escape routes and procedures Insure office equipment is ergonomically arranged

• 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)

Provide proper training for safety equipment and machinery

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• Review written manuals

• Conduct training seminars

• Distribute memos and emails

• Issue employee safety contracts

• Organize performance reviews

• Explain policies, rules and procedures

• Arrange practice sessions or simulations

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Follow established procedures

Wear protective gear

or clothing

Report violations

Adhere to ALL guidelines and

regulations

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• Common ethical and legal violations in the workplace include:– sexual harassment– discrimination based on age, race, sex, ethnicity,

national origin, religion, pregnancy, etc.– discrimination based on disability

• Many of these and other issues fall under Title VII of the Civil Rights Act, which is enforced by the Equal Employment Opportunity Commission (EEOC)

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• Is responsible for the “fair and equitable treatment of employees” in regards to the following:– hiring– firing– employee promotions– minimum wage standards

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• 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

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• Have company policies concerning ethical and legal violations stated clearly in the employee handbook

• Make procedures for reporting such violations known to all employees

• When violations come to employer’s attention, take swift action

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• Should be:– clear and concise– detailed and relevant– practiced by high-level employees– communicated or reviewed frequently– communicated through multiple channels

Communicate by example!

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1. Name three types of technology in the workplace.

2. In the vertical organization, communication is less distorted, because messages must pass through fewer people.

A. true

B. false

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3. An effect of substance abuse in the workplace is ________ productivity.

4. List two things an employer must do under the ADA regulations.

5. List two examples of environmental hazards.

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6. The act that may require employers to give employees time off for chronic health problems is the:

A. Civil Rights Act

B. Family and Medical Leave Act

C. Americans with Disabilities Act

D. None of the Above

7. What does the acronym OSHA stand for?

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8. List at least one ethical concern in technology.

9. List two causes of work-related accidents.10. Purchasing safety equipment for work

stations is the responsibility of the employee.

A. trueB. false

11. All organizations have both a formal and informal structure.

A. trueB. false

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www.workerscompensation.com

www.osha.gov/

Farese, L; Kimbrell, G; and Woloszky (2006) Marketing Essentials. Woodlands, CA: McGraw Hill Companies, Inc.

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

McCalla, P. (2005) Retailing. Woodlands; CA: McGraw Hill Companies, Inc.

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

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

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