The problem that Bob and his company have been confronting is arising out of domestic problems causing absenteeism subsequently. However it must be kept in mind this is not supposed to be the heaviest concern for the company and can be addressed easily. It has often been noted that employees remain oblivious of the effects that absenteeism can leave on the organization and its productivity.
In the scenario of Bob, given the fact that his colleagues have started airing their concerns over his late- coming and absenteeism this very environment can be pretty detrimental to the productivity of the organization. Jack Otto must take some quick measures in order to assuage the grievances of Bob’s colleagues and his own problems. In the first place, he must ward off any negative of this condition by disallowing the colleagues to discuss too much about Bob’s absenteeism and his late stay following working hours. Likewise, he must also meet Bob in person to try and communicate the problems that his absenteeism may cause to the work environment of the organization and his colleagues.
Excessive discussion about Bob’s absenteeism may result in his extended reluctance to work efficiently and cooperate within the organization. If this remains unsolved, the company will have to bear the brunt of Bob’s lack of interest in work. In such situations, the factor which is of utmost importance is job satisfaction. Jack Otto must find a middle ground to address the situation; this is to say, without having to lose either valuable asset of the company.
It is incumbent on Jack Otto keep the environment of the company stimulating to Bob in particular and his colleagues in general. This is directly linked to job satisfaction.
Relevant solutions often have to come in the form of job satisfaction for the employees. Although there can be personal problems on the part of employees that may cause absenteeism, we find through experience that absenteeism can be lessened by providing proper job satisfaction for the employees. Finally it is the responsibility of the employer to maintain a friendly and conducive environment to ward off such problems in the long run.
Security by Big Brother
The installation of new security gadgets such as RFID has stepped up Orwellian fears and concerns about privacy. RFID tags sewn into clothing or even embedded under people's skin is said to be useful in curbing identity theft, identifying disaster victims and improving medical care. This kind of technology has attracted both its advocates and supporters.(Ayers, 2008)
The advocates pinpoint the advantages of this technology and back its use at workplace. However, critics contend that such a technology will facilitate the government in tracking a person’s every movement which in turn will open up rife invasion of privacy. Abuse could take countless other forms, including corporations furtively identifying shoppers for inexorable sales pitches. Critics also conjecture about a day when people's possessions will be tagged--allowing nosy subway riders with the right technology to examine the contents of nearby purses and backpacks.
Microchip implant in humans has elicited new ethical discussions by scientific professional forums academic groups, human rights organizations, government departments and religious groups. The Council on Ethical and Judicial Affairs (CEJA) of the American Medical Association published a report in 2007 alleging that RFID implanted chips may compromise privacy because there is no assurance that the information contained in the chip can be properly protected, aside health risks (chips may travel under the skin).
Retirement planning, in a financial context, implies the allocation of finances for retirement. This is one of the pivotal aspects of human resource management. This usually refers to the setting aside of money or other assets to obtain a steady income at retirement. It is also incumbent on the companies to provide scoop and clear set of benefits to the outgoing employees. The process of retirement planning seeks to assess the will-to-retire keeping in mind the desired retirement age and lifestyle. It also identifies actions to make right choices of retirement at the right time.(Macey, 2008)
In recent times, different producers such as a financial planner or financial adviser have offered their services to help employees in coming up with retirement plans. Such arrangement is at times considered as conflicting to a consumer's interest to have advice rendered without bias or at cost that justifies value. Consumers can now elect a do it yourself (DIY) approach, given the advent of a large, ever growing body of resources.
Quality of Life Survey
The release of 30th annual Quality of Life Index attempts to answer the question of what is the best place in the world to live. Usually, through the use of a semi-statistical reasoning, the countries are judged on the basis of cost of living, culture and leisure, economy, environment, freedom, health, infrastructure, safety and risk, and climate.
The survey, this time again, equal shock and happiness from different quarters. What I found shocking was Britain’s lower ranking while Czech Republic increased was pretty surprising. However, as was expected, France leads the ranking in the quality of life survey. It was not surprising. Its tiresome bureaucracy and high taxes are well compensated by an unsurpassable quality of life, including the world’s best health care.
Safety at Workplace
The concept of safety at workplace emerged relatively recently in the field of labor law - in the nineteenth century with the industrial development around which gradually built the labor law - have been implemented with the first measures of protection for the benefit of most vulnerable workers such as women and children.
The protection of health of employees at workplace is governed by private law (companies, associations, etc.). And officials (civil service (state or local authorities, hospitals), has become, with the awareness of the public from risk, an indispensable concept. Any work situation creates dangers more or less pronounced for the employee intern or volunteer worker). To minimize these risks materialize (reduce the likelihood and severity of damage that may occur to the health of workers) many players act inside and outside the workplace.
Common workplace health and safety hazards include: communicable disease, transportation accidents, workplace violence, slipping and falling, toxic events, particularly chemical and gas exposure, getting struck by objects, electrocution or explosion, repetitive motion and ergonomic injuries, and hearing loss.(Mckay, 2008)
Court Sides with Wal-Mart in sex-bias case
The Supreme Court in sex-bias case suspended a substantial sex discrimination lawsuit against Wal-Mart on behalf of female employees. The decision further made it harder to level large-scale sex bias claims against the giant US companies.
Both sides including the plaintiffs and defendants projected the case as an extremely consequential one. The business community pointed out such a ruling would create a barrage of class-action lawsuits based on vague evidence.
The proponents of women rights maintained that such a decision was likely to prove cornerstone in wresting the most valuable from women to fight all kinds of discrimination. One analyst observed that "The women of Wal-Mart, together with women everywhere, will now face a far steeper road to challenge and correct pay and other forms of discrimination in the workplace."(Harter, 2002)
Compensation - Retooling Labor Costs
Embroiled in the one-two punch of the financial crisis and the Great Recession, companies have drastically taken measures to ensure cost cutting in order to survive in the market. The efforts have been concentrated on the reduction of the workforce which pronounced itself in the recurrent layoffs. The area which has remained neglected is largely the emphasis on the need to restructure, retool labor costs and benefits. Surely, some companies have cut wages, with broad-stroke reductions across large pools of labor. But most companies have been cautious of the underlying risks associated with such widespread cuts—worker disengagement, litigation, unionization, brand damage, and other concerns. It’s a vicious cycle—continues to reduce the workforce, put more and more of the load on the remaining workers, and expect quality and employee morale to stay the same
Ayers, Keith (2008) Engagement Is Not Enough: You Need Passionate Employees to Achieve Your Dream.
Kahn, William A. (1990). Psychological Conditions of Personal Engagement and Disengagement at Work. The Academy of Management Journal, Vol. 33, No. 4 (Dec., 1990), pp. 692–724. http://www.jstor.org/stable/256287
Harter, James K.; Schmidt, Frank L.; Hayes, Theodore L. (2002). Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: A meta-analysis. Journal of Applied Psychology. Vol 87(2), Apr 2002, 268-279
Macey, Schneider (2008). The meaning of employee engagement. Industrial Organizational Psychology.
McKay, Avery, & Morris (2008). Mean racial and ethnic differences in sales performance: The moderating role of diversity climate. Personnel Psychology, 61, 349-374.