In the story, Orientation, wrote by Daniel Orozco, he captures the true spirit of the stereotypical workplace, by using the lack of dialogue, humor, and repetition. The story conveys a sense of workplace alienation. This story is all about the tension between people’s essential identity, crucial interconnectedness, and collaboration required of workers. He shows a new employee the ropes. It features a deadpan mix of senseless instructions. Orozco describes the absurd work environment, and he shows the readers to see the wide variety of social absurdities that employees can find in the workplace. Orozco gives a lot information about the work expectations and his co-workers’ private life; he also implies some perspectives about bullying in his workplace. He brings out the typical office affair to reflect human relationships.
In the short story, “Orientation”, by Daniel Orozco there is a major contrast in the setting of the workplace and of the detailed descriptions of those who work there. Orozco successfully utilizes the literary elements of tone, symbolism, setting, point of view, characters and structure to emphasize the idea that a workplace does not successfully identify those who are employed. In the story, the narrator is giving a somewhat unusual orientation to a new employee. During the orientation the new employee is introduced to the function of the workplace, as well as, the interactions and lifestyles of those who they may be working with.
“Office Space” is a comedy movie of a man who desperately hates his job and his boss. The movie begins with Peter Gibbon’s daily life story at Initech. At work, Peter has to deal with his indifferent boss, Bill Lumbergh, who doesn’t want to listen to his employee’s feedbacks. Lumbergh seems to be an ignorant and arrogant man who dictates his employee and doesn’t want to be blamed at all. Moreover, Lumbergh asks his employee to come to work on weekend. The atmosphere in the office is getting more intense after Lumbergh announced that Initech is bringing in consultants to increase the efficiency of the company. Peter was very frustrated with everything in the office and he felt that his life even more miserable with each passing day at work.
He (2001: ) further mentions that “it is the people who work in the business that really count. Treating employees badly...will inevitably come to haunt us in the long run”.
The quirky show “The Office” shadows office workers of “Dunder-Mifflin Paper Company”, a fictional paper distributor in Scranton, Pennsylvania. Occasional one v. one discussions with the employee's, “raw” footage, and many humorously bizarre yet relatable plots that have made this series enormously popular. The show portrays some of life’s most awkward situations and not only does it make the audience laugh, but also delivers small dosages of life lessons.
I want to compare and contrast the “Orientation” by Daniel Orozco’s, the process for the new hire with the first day workplace experience of Invisible Man at Liberty Paints.
The employees have adequate time for their families and are given incentives and good salary to cater for their livelihood. The employees are valued and are the greatest asset to the organization. This is evident in the almost zero strikes recorded in the history of the organization. The leadership also gives room for growth and development of the employees after which they are promoted if successful (Detrick, 2013). The culture acts as a motivation for the employees and is always a good mechanism to retain their employees who are poached often by other fast food companies. Most of the managers in the organization have been a part of the company for years which has seen them being rewarded very well. The leaders for all the other sublets are selected among the qualified stuff and are later educated and trained to ensure that they possess the skills to run the sublet. Their vast experience in the organization works to their advantage in that they are already aware of the level of commitment and results expected from
James Dexter, also known as Oronoco, was a young man of persistence and humanity. After gaining his freedom in the late 1760s, Oronoco took after his master’s name. Over the course of his life, Dexter touched many lives and spread a wonderful message of equality for all. He felt the pain of living as a slave and knew it was unjust. His intentions when doing anything were always out of justice and kindness. Anyone he meet along the way of trying to emancipate slaves would come to be friends with Dexter. He was a fair, selfless man who throughout his life would buy his and his wife's freedom, worked as a live in coachman for a family, petitioned for gradual emancipation, and held a leadership role in an African American church.
Justin Racz’s “50 Bosses Worse Than Yours” introduces an observation on the account of working with a bad boss. This featured video gives an outline of bad bosses based on author’s personal experience. In the beginning of the segment, we are asked a simple question, “Just what makes a boss bad? As a rule, they do not have the relationship building abilities necessary to be prominent business leaders. Bad bosses have been described as patronizing and dishonest individuals who do not think about the welfare of their employees in the workplace. With a bad boss you can expect a strained work atmosphere and stressful environment. The working conditions turn out to be severe to the point that numerous employees consider leaving their jobs in light
It is a company that deals with the production of all types of tires for all the model of vehicles. The company has employed approximately two hundred employees. These employees deal with running of the machines, packing the finished products and assist in distribution. An internal scan of the business shows that the employees of this company have a relationship that is not close. Everyone has his or her own assigned job and to not get enough time to interact. The management team as well only gives orders and ensures that the organization is successfully running. The relationship of the management team and the stakeholders is better than that of the management team and the employees. The activities in the organization run smoothly though there is a gap between the employees relationship.
The old crew began to hate the new supervisors. The supervisor’s attitude towards the employees were close monitoring, giving orders, and yelling. This caused stress and frustrations among employees, reducing their job performance. The supervisors made changes from the previous year that resulted in job satisfaction. The supervisors decided when to eat, how they wanted to do the job, and always drove the truck. They didn’t allow employees to talk to each other or to the customers on the job. This negatively affected customer service and customer relations.
A company can’t succeed without the people who get up and go to work every day and do their best to make that company a successful one. It takes more than one person to make a company succeed and that is why not only bosses but employees play a big role in maintaining a company. The way employees are treated is what keeps them enjoying their job, coming to work every day, putting their effort into their job, and providing good customer service. It is important to not only provide excellent customer service to whose entering a company, but to the employees as well. When customers are treated bad by those who are employed at a company then the customer tends to avoid that company and use other resources where they can get the help they need and are able to communicate with people who are helpful and respectful. This goes hand and hand with the way bosses treat their employees because like customers, employees who feel like they are being disrespected and not getter the proper help and training, they begin to not enjoy their job. When you do not enjoy your job and are being treated bad that shows up in the way you do your work. Employees may get that “I do not care attitude” or the bad attitudes from their bosses can rub off on the employees as well. Employees look up to their bosses because someday that could be the employee in the higher position.
Commins was the go-to person throughout the company when work and/or personal issues arose. Don Head, marketing manager, “was considered a ruthless operator” and seemed to be more trouble than he was worth (McShane & Von Glinow, 2013). Yet he contributed to the continuous rising sales and was a marketing guru. Jason Palu, production manager, “was a soft-spoken man” who worked hard to get to his current position (McShane & Von Glinow, 2013). Although revered for his expertise and efficiency, his autocratic mindset left many of his staff jaded. Heather Berkowitz, chief webpage designer, had a very eclectic work lifestyle. She dressed provocatively, had blue hair, and seldom arrived to work before 11:00am. Yet, like many of the others, her quality and quantity of work outweighed her undoubtedly unprofessional demeanor.
This book helps define how management practices and styles, organization policies and procedures, and employment laws impact employee relationships. It offers ideas toward developing a more satisfied workforce and a company more informed about some of the more common employment