Causes of the Effects That Materialize as Management Problems: A Case Study

Kathryn Keep says, “A drug-using employee is 3.6 times more likely to be involved in an accident, and five times more likely to make a worker’s compensation claim. Impaired judgment can result in slow reaction times and misguided decisions, which may lead to accidents.” Each drug user can cost a company thousands of dollars, translating into billions spent each year due to work-related accidents or injuries. The company will have to pay the healthcare

Literature implies that employee drug use in the workplace may create high costs to firms in the form of lower productivity, increased absences, and an increase in workplace accidents. As a response to these costs, employers have implemented a variety of policies and programs to decrease employee drug use. Educational programs and standards such as “Zero Tolerance” policies, employers have turned to drug testing programs more in the past decades. About 46 percent of American workers report that their employer conducts drug testing, although other sources indicate that 90 percent of Fortune 200 companies use some type of drug testing (Flynn 1999). The factor behind workplace drug

The Ivanovics, although not formally educated in managerial leadership, realized that with their multi-cultural team members an indirect management style would grow the production output and would raise the morale and motivation of the workers. When McRae’s team tried to change this dynamic, especially as soon as they entered the corporation, their method backfired and was resisted by all of the employees and confidence in the leadership continued to decrease in the firm.

is one of the leading innovators on implementing a drug free workplace program. The USDL (2008) reports that there are five main components to a successful program: 1) The Drug Free Workplace Policy; every organization will have variances in this policy but the USDL requires certain features to be common across the board. These features include describing why the policy is being put into place, a clear description of the behaviors that will no longer be tolerated, and an explanation of consequences if anyone chooses to violate the policy. 2) Supervisor Training; the organization should train the supervisors, since they are the ones who will be working the closest with the employees. The Supervisors should understand the policy and how to enforce it. Supervisors should also

Castulon should establish a drug testing program because of the potential benefits that overrides the potential risks associated with such program. The bottom line of the company is profitability and stakeholder’s benefits; however, drugs do not contribute to any of these. The company relies on employee productivity, reduces employee turnover and absenteeism, reduced cases related to workers compensations. The impact of the drug testing program within the company on their morale and productivity will be heavy but will soon wear off. Having such program can also be used for deterrence purposes as the employee will try to avoid failing drug test and so is a long terms

We find drugs everywhere. In our homes, schools, and even work places. Workplace drug use/abuse has become a very large issue in our society. Charles Faupel, Greg Weaver, and Jay Corzine go into depth about work place violence in The Economics Correlates of Drug Use (2010). They break it up into three sections: the nature and prevalence of drug and alcohol use, working conditions, and response to drug use in the work place. Faupel et al. state, “…In 2010, 66 percent of those who currently used illicit drugs were employed full or part time” (286). This data supports the fact that people that use and abuse drugs are not always on the street or unemployed. Faupel et al. go on to say that drug use is very prevalent in the work place and can cause the employer and employees unneeded problems. Faupel et al. find an interesting link between drug/alcohol use and workplace size. It turns out that as the number of employee’s increases, fewer employees report that they are using. They also found that drug use is higher in certain workplaces such as construction and food services. The last relationship they explained was that there are no specific characteristics that are linked to drug use, but there are a few that can predict it. The response to use in the workplace has changed overtime. Drug use used to be ignored. Most companies now have mandatory drug testing and assistance programs for their employees (290). Faupel et al. state that even though most jobs require drug testing,

In the 21st century, drug use and substance abuse has become a leading problem in the workplace environment and is providing administrative and management leadership agencies with challenging ethical dilemmas. Aside from the safety and liability issues drug use can cause for employers, businesses and organizations, there is a growing ethical responsibility for leadership members to establish and apply

Organizational Paranoia: Origins and Dysfunctional Consequences of Exaggerated Distrust and Suspicion in the Workplace. Unfortunately, it is quite common to see suspicion and distrust between workers in organizations. Assorted elements contribute to this theory. These issues are a clear gateway to additional ones. It creates such a disadvantage to productivity, motivation, teamwork, and morale of all. Money is lost and turnover skyrockets. Organizational Paranoia’s definition is a psychological state characterized by heightened suspicion and wariness of other individuals, groups, or authorities within organizational settings. Organizational paranoia consists of exaggerated beliefs and false impressions, including organization members' perceptions

The prime hassle at the firm was multi-boss reporting thereby resulting in a remarkably difficult and stressful task to master. Like chalk and cheese, two different sets of managers were not on the same page (Stark, 2012). Furthermore, prioritization of an assigned piece of business is highly significant in such a scenario. This framework was one of the supreme reasons for the decline of the incoming trade and client trust.

In the case of Celebrity Cruise Lines, the company is undergoing similar challenges. To respond to these issues, the firm has been moving away from their core business model (i.e. medium sized ships and small markets). As time has gone by, executives have realized the need for competing more aggressively. This has caused the firm to increase the risks they are taking in order to receive a larger reward. To determine the challenges facing the company, we will analyze these issues and provide possible solutions. This is when the company will be more agile in adapting to these kinds of issues.

The bargaining power of supplier in cruise ship service is refer as labor supply, petrol oil supply and so on. The company bottom line is critical and highly dependent on service of employee and there is a high cost for switching to alternative suppliers due to high training cost in providing the five star service and degree of adaptableness to served in ship. Besides, labor supplier is differentiated due to the skill and human intelligence is unable to imitate. The increasing of the petrol oil will greatly affect the cost of ship operation and price of

According to the case study, the first paradox of consequences that can be found is the punctuality of opening and closing time that was implement by the management. The intention of the management is to provide a guideline for the staffs about the operation hours and duties while encouraging a friendly behavior towards the customers. However, due to the training method by the manager, the staffs actually stick to the rules 100% and took the instruction very literally without being flexible. The best illustration is the closing time where the staff would actually dash out to collect the glass, clean the tables, knocking off the customer and they even sound the bell as the drinking time is ending. The closing time was the best illustration of the company culture and it was also a

In the first place a summary of the article will be given, then we will further examine the article literature review, we’ll examine how the article is structured, check the credibility of the authors/writters of the article, examine the degree of accuracy of the article, its relevance, see how current or not the article is, how objective the writter is and equally examine the stability of the article. A look at data presentation in form of tables or graphs will be taken and finally the conclusion from the article will be drawn. So far the article is well written and relevant in the field of shipping when it comes to deciding the mode of transportation to use when shipping goods internationally, from place of origin to place of destination.

The aim of this essay is to determine the inevitability of organisational accidents. An organisational accident is defined as an undesired or potentially disastrous event that is caused by the decisions and actions of the company. This essay will argue that organisational accidents cannot be avoided. As a first step, this essay will detail Perrow’s Normal Accident Theory in which he asserts that the implementation of complex systems by organisations / companies has resulted in unpreventable organisational accidents. The 2011 Fukasmi nuclear accident will be explained to support this assertion. As a second step, human error by those in the organisation as a factor which causes accidents will be analysed through Reason’s

Q. Referring to material from the unit, critically evaluate how the passage relates to issues concerning the business activities of MNCs and the concept of ethical leadership.