Over the last two decades, American workers have been clocking more and more hours on the job, and they now work more hours than workers in any other industrialized country. Annual work hours are 4% higher than they were in 1980, amounting to an extra 1 hour and 30 minutes at work per week, on average (ILO 1999). Workers are also clocking more overtime hours. Almost one-third of the workforce regularly works more than the standard 40-hour week; one-fifth work more than 50 hours. The growth in overtime work, while helping to drive the healthy growth in output in the U.S., has unhealthy social costs. It is taking its toll not only on workers, but on their families, communities, and, ultimately in many cases, patients, customers, and
One of the biggest pet peeves that I have at the moment is a liar. What is a liar? A liar, to me, is disloyal, dishonest, untrustworthy, and conniving. When I think about a liar certain types of people come to mind. These type of people include criminals, lawyers, and cheaters. A good percentage of criminals are known for lying when they get caught for their crimes. An example, of a scenario that I think of is when wrongdoers lie to the police about their true intentions on why they may have committed a crime. Being conniving causes them to become ruthless with their lies, and hypothetically could cause them to do or say whatever so they will not have to reap what they sow. Based on past experiences, people lie
The scheduling of hours of work is undoubtedly one of the major social problems of industrial society. Statistic estimates that 30% of Canada's workforce are involved in some kind of shiftwork. Of those, 33% work irregular shifts, just under 30% work rotating shifts, 17% work long term evening shifts, 10% work on call, 3% work split shifts, 3% work long term night shifts and just over 3% are classed as "other". Present estimates tell us that before the trend slows, fully 35% of the workforce will work some type of shiftwork (Siroonian 123). Companies are feeling the need to maximize their efficiency by spreading their operating costs over 24 hours. However, on the other hand, working other than the standard
Everyone has stuff they hate stuff that just gets under your skin more than other things. Therefore, I am an ordinary human being with multiple pet peeves. My top three pet peeves that completely irritate me are when people are actually extremely well at performing or accomplishing something, but once someone compliments them they deny the fact and claim they are horrible. I honestly dislike this habit that numerous people have I also encounter this conflict every day and it completely saddens and pisses me off. When you are trying to study for an exam or simply trying to focus on some people just barge in and start talking extremely loud and act like maniacs. When people do this it annoys me because you are there trying to do something useful
Although spending a lot of time on the road, I see a lot of stupid behavior. I could list at least 15 driving pet peeves. I will limit myself to three. One thing really bothers me. When driving, people forget to turn off the turn signal. It is so distracting that I hate to drive for miles behind someone a flashing turn signal. Second, people sometimes flash their headlights. It is so irritating that I don’t understand why people get impatient. Third, while driving, people listen to their music so loudly, that they don’t focus on the road. It is really annoying. People should know everything about driving before applying for a driver’s license.
Among the many labor issues in America today, one of the most prominent being discussed is that of shorter shifts. Traditionally, eight-hour shifts were used to create a time frame for work; this seemed to cause better productivity and happier workers.
The purpose of this paper is to discuss organizational change and the management of that change. I will talk about the different drivers of change, the factors a leader needs to weigh to implement change effectively, the various resistances a leader may encounter while trying to implement change, and how various leadership styles will effect the realization of change. I will also discuss the knowledge I have gained through the completion of this assignment and how I think it might affect the way I manage change in my workplace.
I have chosen to write about my pet peeves. I would like you to know, I don’t ever vent about my life, normally I am actually the therapist of my group of friends, meaning that they usually tell me what’s wrong with them. Considering that, this is a list that is long in the making. I mustn’t hold this in any longer. By the way, If I use the words “you or your” I am not talking to you directly, I’m just talking to a general audience. So, without further ado, my list begins.
Organizational change is a very critical and yet very inevitable process ofan organization’s structure. It can create a lot of pressure from the workers as well as management as a result of fear of the unknown.
Many employees work longer hours for many reasons, one of them being consumerism. They want to be able to have enough money to buy materialistic items and services as a way of filling the void of happiness, so they attempt to buy themselves happiness considering they don’t have the time or energy to actually see their families or friends and enjoy their free time so they try to buy happiness. Workaholics are also people who are known to work long hours because they feel as if they are compelled to work due to internal stress which results to damage towards an individual’s personal relationships and health as well as the quality and productivity of the work being done. Workaholics work long hours causing them to lose the sense of joy within their work as well as the joy in their personal life leading them to work more as a way to fill the void within their
Reviewing the samples resumes was tedious, because while there was differences between the resumes, majority of the resumes read the same. I can conclude that I do not want to be a job recruiter because after the fifth resume, I was about done. Though there weren’t spelling errors that I noticed, there was a lot of grammar errors. According to the Recruiters’ Top 10 Resume Pet Peeves, by Norma Gaffin, pet peeve number 1 was spelling errors, typos and poor grammar. Reading the resumes made sure that I go back and double check mine, because a person’s resume is basically an advertisement of a person’s qualities. Many job recruiters receive numerous resumes every day, and in order for someone to compete, the persons resume needs to stand out. Basically, job seekers send in a resume that highlights the products or skills that they are trying to sell to the recruiter. If the product is the same as everyone else, job recruiters would not want to buy in your product.
More than a quarter of employers report that their people are clocking up increasing amounts of overtime and more than 60 per cent say that those extra hours are unpaid. Of particular interest was the 26 per cent of employers who told us that the amount of overtime being performed by their employees had increased in the past year. Too much work was given as the main reason for doing overtime, with 40 per cent citing it, while 20 per cent said they stayed late because of pressure from colleagues. More than one in 10 (11 per cent) of those workers questioned said they remained in the office because they were afraid they might lose their job if they didn't clock up extra
This paper will discuss CrysTel a telecommunication company that has come to the realization that they need to develop a corporate culture that can support constant change. The first topic reviewed will be the Implications of Organizational Change and associated impact on employee behavior. The next topic the paper will discuss is the proposed change model and the potential impact that human variables and resistance to change will have on the process. The paper will review CrysTel will address employee reaction to the change specifically resistance to the change. The third topic, Measures to Monitor Progress will
Additionally, productivity seems to plateau after a certain amount of weekly working hours. One study found that increasing working hours to over 60 per week caused productivity to increase for three to four weeks, then decline sharply (Covert, 2014), while another found that productivity declined after 49 hours per week, regardless of the weeks worked (Pencavel, 2014 as cited in C.W., 2014). By studying data from World War I munitions workers, the latter study provided a direct, concrete measure of productivity, while the former focused on more modern, white collar work, suggesting that decreases in productivity with increased work hours can be observed across a broad spectrum of career fields. In addition, Ng, Sorenson, & Feldman (2007) reported that although working longer hours led to greater job performance in the short term, it took a toll on performance in the long term because of the decline in employee health.
In the article, “10 Keys to a Sensible Overtime Policy”, it suggested to employers to not try to solve the