Personal Relationship Could Compromise Professional Judgment Dating in the workplace is fraught with potential conflicts of interest not the least of which is when a superior who has to evaluate an employee also dates that person. Can the supervisor rate the employees’ performance objectively? Perhaps so, but the problem is that it may appear objectivity […]
Professional Risks of Dating in the Workplace Read More »
Managing the Workplace Environment to Enhance Employee Satisfaction I have previously blogged about how The Seven Habits of Highly Effective People can be applied to Gen Z workers. As I mentioned in the first of three blogs that explore this issue, “The 7 Habits presents an ‘inside-out’ approach to human effectiveness that is centered on principles and character. Inside-out
Motivating Gen Z Employees Through Engagement Read More »
How Stephen Covey’s 7 Habits Influences Behavior in the Workplace The most recent blog that I wrote on my Ethics Sage website examined how Stephen Covey’s Seven Habits of Highly Effective People might be used to discuss the relationship of these characteristic traits of behavior related to managing employees in the workplace. I am writing three separate blogs on this issue.
Managing Gen Z by Applying the Seven Habits of Highly Effective People Read More »
Meeting Employees Where They Are At Last week I blogged about ‘quiet quitting’ and how it can affect workplace behavior. In today’s blog, I examine the concept of ‘quiet cracking’ and how it relates to quiet quitting, job performance and job satisfaction. Reviewing ‘Quiet Quitting’ Quiet quitting refers to employees who disengage from their roles
What Can Employers Do About ‘Quiet Cracking’? Read More »
Views About Workplace Conditions The Deloitte Global 2024 Gen Z and Millennial Survey connects 22,800 respondents in 44 countries to explore their attitudes about work and the world around them. Here are four of the key findings. Work to Live or Live to Work Gen Z workers are prioritizing their personal lives and well-being over working.
Gen-Z Employees: Work to Live or Live to Work? Read More »
Workplace harassment and misconduct affect 52% of employees who have experienced or witnessed harassment in the workplace, according to a study by HRACUITY. The study’s results are published in 2023 Workplace Harassment and Misconduct Insights. Click on the link to download the results GET THE INSIGHTS . I have previously blogged about sexual harassment. Today’s blogs advance the discussion
Workplace Sexual Harassment & Employee Reporting Read More »
Protecting Seniors’ Rights We are facing economically turbulent times, which may include layoffs and companies downsizing. Unfortunately, older workers often endure the most of these cutbacks because employers use the opportunity to get rid of older workers who sometimes command the highest salaries or prevent the business from projecting a “younger” image. I have previously blogged about
Discrimination Against Seniors in the Workplace is a Growing Problem Read More »
New Ways to ‘Check Out’ at Work: Dangers for the Workplace I have previously blogged about “quiet quitting.” In July 2022, a TikTok user with numerous followers posted that he recently learned about quiet quitting and said: “You’re not outright quitting your job, but you’re quitting the idea of going above and beyond. You are still performing
Relationship Between Loud Quitting, Conscious Quitting, and Quiet Quitting Read More »
Setting an Ethical Tone at the Top I have previously blogged about the importance of having a code of conduct for all organizations. A code of conduct establishes the ethical principles upon which the behavior of employees will be judged. It helps to distinguish right from wrong. A code provides guidelines on reporting wrongdoing, and so much
What Should Be Included in an Organization’s Code of Ethics? Read More »
THE IMPORTANCE OF WHISTLEBLOWING POLICIES In a recent study by Ethisphere it was stated that younger workers are more willing to report workplace misbehavior than workers from other generations, yet they are less likely to report it. The reason given is that they lack confidence in their employer’s anti-retaliation policies. In other words, they fear that by
WHY GEN Z IS LEAST LIKELY TO REPORT WORKPLACE MISCONDUCT Read More »