Case Study: Policy Pertaining To Community Involvement

Listening to an employee’s issue is the most important step in resolving conflict. You have to listen to everyone to completely understand the nature of conflict, and then you can start troubleshooting solutions.

In our situation a complaint was never filed with the company letting us know the employee was unhappy or giving us the opportunity to respond to the situation. Therefore the company was unaware of creating an intolerable working condition for that employee and we did not intentionally do it. The company experienced growth so the production schedule changed for all employees. The

How serious or relevant is the problem to the work environment? To you, the individual involved? Again, is it important enough and worth tackling? Less serious work-related problems might include minor inconveniences and annoyances in the work environment, such as supplies required are out of stock, the copy machine wasn't refilled with paper, and so on. Often these types of problems can be easily addressed by communicating concerns with the individual involved. Sometimes minor inconveniences and annoyances are brushed aside and ignored -- and sometimes should be. Work-related

It is important for the growth and expansion of the company that they take care of these societal obligations. By incorporating the new policies set forth TechFite will create a better place to work. When the company is ready to expand to other cities around the globe those cities will be contacting the leaders of the communities that the company already resides in to check on the pros and cons of having TechFite involved in their area. TechFite employees benefit from social benefits through the honest and ethical treatment that is given to them. The team members will benefit from the environmental efforts of the company as it reduces traffic and drive times through new bus routes and road changes which in turn will allow them more free time to spend with family and friends. More importantly through the volunteer efforts of its team members by cleaning up the streets and parks to beautify the city, families will want to live and buy homes in

It is Company policy that all harassment or discrimination will be promptly investigated and remedial steps taken. This can entail discipline or termination of the employee in question. The Company will not retaliate or allow retaliation against anyone who reports such conduct. If the complaint involves an individual in the employee’s direct line of supervision, then the employee should consult the General Manager or their Human Resource representative.

On June 8, 2017 Quentin Smith came to the staff office appearing to be disorientated and groomed. Mr. Smith express that he wanted to go to respite in the meantime while he wait for transportation to St. Joseph’s. Wellness Coach Ms. Cain sent a referral to Parachute respite and a representative called informing that Mr. Smith has been there three times thus far. In stating that Wellness Coach Ms. Cain stated that Mr. Smith feels as if he is need of a changed environment.

Retaliation or reprisals are prohibited against any individual who has complained under this policy, or has provided information regarding a complaint. Any retaliation or reprisals are subject to immediate corrective action, up to and including termination for wilful misconduct. Alleged retaliation or reprisals are subject to the same complaint procedures and penalties as complaints of discrimination and harassment.

Within any organization those in positions of leadership/management form personal relationships with employees they supervise, when issues arise the supervisor must put those personal relationships aside and act in the capacity of the

After the meeting with my employee, I took a minute to think the conflict through and use my conflict management skills in my approach to negotiating the issue. Hopefully, with careful thought, we will resolve the conflict in a win-win outcome.

If the violation continues there will be a formal write up made and the department head will be made of the situation. If the employee is still not complying they will be terminated. Not all situations will be the same. Depending on the violation the employee may be terminated immediately and will be escorted off the premises.

However, before this will happen, a supervisor must first consult with the Office of Labor Relations immediately following a sexual harassment complaint. Furthermore, during an investigation, it will be considered a violation of University policy to retaliate in any way against students or employees because they have raised allegations of sexual harassment (Kaplin and Lee, 2014)

Over the years, technology has become a major part for a business and for an individual as well. Technology has become so advance that it has made a major effect for the staff as well as for the customers. New technology has helped in many areas such as data and information storage, advertising, transportation and communication.

Yes, the Coalition for Responsible Community Development is a Community Development Corporation.The CRDS is CDS because they are both community based organizations created to improve the quality of life in low income areas. Both of these organizations uses resources within their own community. The various ways in which CDS effects the community is it brings in money into communities by creating residential, and commercial property. Some examples of residential areas would be affordable housing, also some commercial properties such as shopping malls, and small businesses. Also CDC affects the community because a vast majority of the board is made of community residents, allowing for people who actually live there, and are effected by the

My community will mostly be identify by low and middle class future and current students from all universities and colleges across North Carolina. The reason why I selected these people are, first, even though current students from low social class get pell grant, they still have to take loans from school to allow them afford for other school expenses. The same scenario also applies with middle class students. Then, the third people that will be included in my community will also be upper class student who had finished college because I figure out that they would not want to spend all of their money paying for loans with a high interest rate. Since I found out that most of my friends and other organizers are afraid of the decision that BOG is about to make, I will first get them interested. I will take a stand to discuss what is going on, and ask them to join me with any ideas that they may have to reach out to other students on and off campus that we know. In order to meet our goal, me and other members in Student Power Union need to work hand to hand.

Can you provide me a scenario of an escalation with one of your employee and how did you come to a resolution?