Sociology of the Workplace Essay

Technology advances has been most dramatic in clerical and service work, which has led to the deskilling of labor. The basic job of this service work is to handle, maintain and process information. Improvements such as the computer, voice recognition software and automation processes have led to the deskilling of this service work. As a result of this technology people are now facing the threat of losing their job because a process has been changed, upgraded or eliminated.

In this essay, I will assess the strengths and limitations of unstructured interviews for investigating the effect of material deprivation on educational achievement by using Item B and my own knowledge. Material deprivation is the idea that a lack of money leads to disadvantages, Item B gives an example of ‘low household income, poor housing and a lack of work space in the home.’

According to Griffiths & et. al (2015), symbolic interactionism is a micro-level theory that focuses on the relationships among individuals within a society. Symbolic interactionism theory focuses on the way individuals communicate and interact with one another, which help them understand their environment and society. An example of symbolic interactionism can be viewed by what kind of mobile phone you have, what car you drive, or where you went to college. These are all types of symbols that our society uses to symbolize a person status or wealth. Another example is the social networking website FaceBook, which can serve as an online platform for users to create and spread their "symbolic" group with like minded individuals that view the world from the same lens.

Have the rising rates of AIDS and other sexually transmitted diseases affected the sexual double standard for men and women? Should it? Why or why not? Use examples from the reading(s) to support your position.

Identify the four major sociological theoretical paradigms. For each, what are the key tenets? How does each explain how society works?

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When describing the sociological implications of the modern economy and the workplace environment there are many subject to think about like: depend on the type of job, professional training, and level of occupational achievement and that person self of esteem and social approval. Today’s jobs and career’s depend on that persons qualifications they have to be qualified to do that particular job. Many jobs strive to reward their employee with bonuses, gift card or paid time off. Some employer try to fix that person self-esteem, by try to make them more successful and giving them more work hours. Spending so much time at work build your sociability with your co-works, it build creditable with your skills, and it give you the income you need to live the way you like.

We might have been equal around 200B.C. but those days are over. Political control, unequal income and unequal status changed the way American families had to break away for economic independency due to the massive industrialization. Jobs and careers are a core value in American society (Macionis 2008). Two revolutions, Industrial and Information, changed the workplace for most Americans, creating a new status quo for them and their families. With the new modern economy, the quality of life can only be improved. Structural-functional, social conflict, and symbolic interaction are the three major approaches in sociology that guides thinking

Telecommuting programs are also aided with the arrangement of appropriate technology, which makes working from home easier. As one of the large-scaled companies Deloitte and the Westpac Group understand the challenges associated with employee satisfaction. Both of these companies improved their IT and Information and Communication Technology structure respectively by providing their staff with the appropriate technology to carry out tasks from the comfort of their homes. Westpac allows applicable employees the option to work from home and telecommute, this is mutually sustainable with the company philosophy that acts a vital contributor to attract lateral hires (Deloitte, 2013). Not only did Deloitte and Westpac recognize that in order for their telecommuting program to work they needed to provide the staff with the right tools to do the job efficiently and compliantly, they were also able to connect to a wider range of their staff. Empirical research conducted by Deloitte shows that to “Only 62% of employees without access to flexible IT policies report feeling satisfied at work. Up to 83% of employees with access to flexible IT policies (such as social media access) report feeling satisfied at work” (Deloitte, 2013). Telecommuting plays a substantially large role in the strategic HR department, which includes employee satisfaction. A categorical and strategic plan that leaves no room for

The Human Resource issue that I will be discussing in my paper stems from the American Red Cross. The first, thing I will discuss is the organization’s external environment and then the HR department’s internal system.

Job satisfaction is considered as indescribable and mythical concept which have been centre of attention of researchers and managers since a long time (Gautam; Mandal and Dalal, 2006). The level of satisfaction within a job is considered to be most important information concerning an employee (Roznowski and Hulin, 1992). For this particular reason the interest of managers and human recourse specialists remained in the ways of improving satisfaction of an employee within a job (Cranny, Smith, & Stone, 1992). Hopkins (1983) defined job satisfaction as “the fulfillment or gratification of certain needs of the individual that are

Job satisfaction is something that everyone wants to have and rarely does to be honest. In the business world profits and looking out for one’s self are the main priorities. Why is this? What effect does this mentality have on the innovation within businesses? In this paper, we are going to look at how job satisfaction impacts innovation as well as how we as business men and women can prosper in times when there is no job satisfaction. In this research, we are going to look at different problems that can arise and create little to no job satisfaction and we also are going to look at way to combat those negatives things and implement positive resolutions. All too often a person rates their performance off the recognition they get from their

In the recent past, there has been experienced aggressive pressure for organizations to perform better, faster in additional to being extra cost effective. As a result, breakdown in the customary employment contracts has been experienced and the long-term employment perception is no more. This means that companies have to accommodate different demand and supply factors which include the need for a low cost, flexible and secure workforce. New technologies and the nature of work changes lead to many workers under pressure to stabilize their personal life and the employment roles. Due to this, employees and organization have faced the reality on the possible advantages of the

In his article, Lim presents information that showed that employed individuals spend most of their time doing their jobs, and feeling better about their jobs which indicate that these feelings are likely to affect their lives either positively or negatively. Lim looked at job satisfaction of IT workers at member libraries and examined library IT workers ' job satisfaction according to demographic, socioeconomic, and, in particular, work-related variables. Lim defined job satisfaction as an individual 's feelings and evaluative judgment about one 's job. Other research supports this view. Hackman

In industry today employers seek the best for employees that are looking for Job Satisfaction in the workplace. Mainly because nowadays workers are clocking-in earlier and clocking-out later in the day at work, which means that they are not only getting in more time on their pay check but are setting their selves up for an slow moving injury.