Employment Law - Problem Question Essay Example | Topics and Well Written Essays - 1000 words

Employment Law - Problem Question - Essay Example In the first count, Diana, a waitress who has just had a baby, is anxious about how she will manage her baby care and her work so as to plan her schedules. She approaches Christian who dismisses her that he is not involved in her issues and that she will have to cope with her current schedule at work. She has worked at the firm for three years. The second count involves Essie who has been working in the firm for the past two years. She has not been in good terms with Christian because of his continuous jock over Essie’s driving skills. She has never liked the jokes, has made this clear to Christian, and has asked him to stop. Christian however continues to make the joke. A statement that Essie ‘might kill someone one day due to her incompetence’ makes her angry and she leaves her job. In the third count, Fred, who has been working with Christian for 10 years, is approaching 65 years. He would like to work beyond the retirement age as he believes that he is still c ompetent but Fred believes that it is not safe to carry plates past 65 years and recommending that Fred leaves at 65 years. Rules One of the applicable rules in the case is the right of a woman to a flexible schedule after maternity leave. This is stipulated in the employment rights act of the year 1996 that allows the employee to apply for such varied conditions. For an employee to qualify for such rights as stipulated by the act, he or she must have worked for the employer for a period of two years and two months. There must also be the need for such change in schedule that must be primarily parental. A parent must for example be seeking the flexibility due to responsibility over a child who is younger than six years or an abnormal minor. Unless the employer can sight rational commercial arguments against such reschedules, the employee remains entitled to an agreed upon terms that remains binding (Chandler, 2003, p. 310). Another applicable principle in the case is the dismissal o f an employee. This, subject to the age discrimination principles of the employment rights act, can be observed from two perspectives; if the termination is done before retirement age and if the termination is done after the employee’s retirement age. Though the act provides that an employer have the right to dismiss an employee after the retirement age is attained, there should be an agreement between the parties over the termination agreement. This means that the employer should notify the employee of the intention to terminate the employment contact and the termination is only legal if effected after and not on or before the retirement date (Sargeant, 2006, p. 200, 201). Harassment is another applicable rule of law to the case. Harassments at the workplace include all forms of advances that are not welcomed by the recipient. Muir defines harassment from two perspectives, â€Å"quid pro quod claims and hostile environment claims† (Muir, 2003, p. 104). Quid pro quo re fers to those advancements that made with promise of rewards to the recipient, such as demand for sexual relations in exchange of promotion or an employment opportunity. Hostility in the working environment on the other hand refers to actions that are not acceptable to the recipient but are initiated by other parties at the workplace. Such an action may be â€Å"discriminatory that it affects job performance, or is intimidating, hostile, or offensive†

Management Personal Statement Example | Topics and Well Written Essays - 3000 words

Management - Personal Statement Example I do not like dealing with impersonal reasoning since I do not understand or appreciate its merit, and am unhappy in situations where I am forced to deal with logic and facts without any connection to a human element. My main interest in life is giving love, support, and a good time to other people. I am focused on understanding, supporting, and encouraging others. I make things happen for people, and get my best personal satisfaction from this. I lead through personal enthusiasm and take a participative stance in managing people and projects. I am responsive to followers' needs. I challenge the organization to make actions congruent with values and inspire change. I may best be described as a smooth-talking persuader.I am a natural when it comes to motivating people --- even motivating them to do something they may not initially have wanted to do. My focus and direction is toward other people and I am highly skilled in understanding others' needs and motivations. I have the capacity to size up a situation intuitively, and in a very caring and concerned way, say just the right thing.This is part of my success as a leader. I usually know just what the group needs or how to reach the group's goal. I believe that the most important goal of education is to learn how to get along with different kinds of people. I am interested in literature and tolerant of theory. I do my best thinking aloud, bouncing ideas off others and achieve through perseverance and hard work. I want learning to pertain to human values and growth. My Conflict Style I tend to become pessimistic and self-critical, and turn patronizing at times. I sometimes insist on maintaining the illusion of harmony, although people know there's a major problem at hand. I constantly search for the "truth" that will explain everything. Some stressors for me include having my beliefs challenged, being unfairly or harshly Surname 3 criticized by someone I trust or hold dear, and people who are unwilling to try to resolve personal differences. Part of the problem can be self-inflicted. I sometimes misinterpret the actions of others as having negative intentions or the start of something bad. My Preferred Leadership Practice A great part of my leadership style is what I actually prefer, and this is due to my deep self-awareness. The high emotional quotient of a leader is still what I believe to be the greatest aspect of successful leadership. However, I want to focus on being more "informing" than "directing". The directing style is inclined to "urge ask, tell."It is more on "moving forward" and it sounds "definite."The informing style, on the other hand, tends to "describe, explain, inquire, inform."It is "eliciting, open, flowing." Everyone prefers and naturally appreciates clear communications --- true leadership is "role-directing," meaning a comfort degree with telling other people what to do. My Personal Beliefs "Rascals" of different organisations nowadays operate from the line of reasoning that all is fair, depending on who acts on or thinks of it first. Those with high ethical standards have the additional edge of reliable and committed staff who do their best for their clients and the organisation. Success can come by means of shortcut and callousness, but it means more when it is gained through ethical conduct. Organisational ethics