Manage Workplace Bully And Job Satisfaction -Myassignmenthelp.Com

Question: Discuss About The Manage Workplace Bully And Job Satisfaction? Answer: Introduction The theoretical framework that will be employed in this research is equity theory. The objective of this current research is also to explain the ways in which work ethics impacts the employee behavior in the hotel industry (Guilln, Ferrero Hoffman, 2015). A primary understanding of integrity is the idea of carrying out the business affairs with fairness and commitment to treat each employee in a fair manner. The research paper has an intention to explain a continuum of open innovativeness and differentiating among four kinds of open business models. The first section will focus on identification of the problem. The second section of the paper will explain the literature review regarding the research subject. Problem Identification Globalisation has resulted in highly competitive market, which is a significant issue in the increased concern of ethics related to business. According to Giorgi, Leon-Perez Arenas (2015), due to absence of business ethics, there are many small-sized enterprises (SMEs) that have experienced frauds from the staffs. It is significant to note that the SMEs have accounted for 99% of all the establishments in services output (Schermerhorn et al., 2014). In addition, the most fundamental issue includes integrity and trust. A primary understanding of integrity is the idea of carrying out the business affairs with fairness and commitment to treat each employee in a fair manner. At the time, the employees perceive that an organisation is displaying unwavering commitment to ethical business practices, a greater level of trust could develop between the employees and the management. Hence, a trustful relationship between the management and its staffs could be a major determinate for the success of the organisation. Dependent Variable: Work Ethics Kim et al., (2017) indicated that research associated with ethics is the major aspect in most if the complex issues experienced within the hotel industry of Australia. The research conducted by this researcher also explained the difficulties faced at the time of implementing ethical principles within business realities. Mo Shi, (2017) explained work ethics as some written and unwritten codes of values and principles which governs conducts and decisions within an organization. Within the business world, culture of a company sets standards in order to determine variation among bad or good decision making along with behavior. These researchers also elaborated that work ethics might impact the process of managerial decision making in many ways. Analysis, discipline, hiring and termination are all aspects of decision making process of a company which can be impacted by work ethics. According to Schermerhorn et al., (2014) a manager within the hotel industry is assigned with several dutie s and for such reasons, work ethics has a vital function in managerial decision and duties. It is also gathered from several researches that employee performance analysis is a major managerial decision making that often takes place. Such process is impacted by work ethics. Giorgi, Leon-Perez Arenas (2015) revealed that discipline is another aspect of managerial decision making process which is impacted by work ethics. Several mangers will not consider discipline within the hopes that situations might get better on their own. Such process of decision making within the hotel industry is impacted ethically for lack of discipline leads to slacking off. It also indicates hotel staff that work ethics are not vital as they are not being upheld. Schermerhorn et al., (2014) stated that work ethics within the hotel industry generally intends to promotes the business practices that operators must maintain balance among honest and fair operations. The application of such concept in the hotel industry business has turned out to be difficult as these companies expand their operations to foreign nations, ethic related concerns appear to be different relying on the business location. According to Xu, Loi Ngo, (2016) business ethics is vital within the hotel industry for several reasons. Among such concerns include accessibility, health and safety concerns such as fairness, equal treatment, individual and institutional responsibilities, contingency planning along with business ethics. These researchers also explained that the operations and the factors associated with hotel industry needs ethical practices and actions. Valentine, Fleischman Godkin, (2015) stated that major objective of the hotel industry is to employ natural resources for its business operation and conservation with protection of such resources needs ethical protocols. This focusses on better relation of the hotel industry with the business ethics. However, it is still to be determined whether ethical consideration is important for the process of decision making carried out by the managers and the operators. Vardaman, Gondo Allen, (2014) stressed upon the importance of ethical business values along with explaining the corporate responsibility, applied personal ethics concept related with business management situations. It is also gathered that ethical behavior of the employees might be impacted through generation of positive ethical surrounding in the hotel industry rather than just focusing on ethical values of every individual employee. Kim et al., (2017) indicated that numerous previous researches have revealed the increased r equirement for hotels carry out their business in highly ethical and responsible manner. This is in order to ensure positive ethical surrounding within the hotel industry. Xu, Loi Ngo, (2016) revealed that within the Australian hotel industry market forces offer financial incentives for ethical work behavior. The research indicated that a business person who just focuses on short term issues rather than the moral aspects will result in negatively affecting the organization in the future years. This can harm the organization because of increased chances of negative publicity and the hotel industry has increased chances of getting hampered from the same. In contrast, Xu, Loi Ngo, (2016) stated that for the work in the hotels to become highly ethical that do not need time but also needs money. These researchers also argued that the hotel might be compensated for the invested money through the gathered profits by means of enhanced employee productivity and morale. For this reason, short term expenses are justified through positive long term advantages of business operation as an ethical company. The role of ethical surrounding within the organization is highly vital. It is also explained that the ethical surrounding of the organization drives all its values along with encouraging the anticipated behaviors. This further results in impacting the ethical work culture of the hotel staff. Independent Variable: Employee Behavior According to Mo Shi, (2017) Australian hotels are deemed to have a broad range of employee behaviors which might occur in the workplace. These researchers also define employee behavior as several action sequences conducted by staff in the hotel organizations. Through reviewing the literature, it was revealed that thee attempted to analyze the concept of employee behavior along with the relation to consumer satisfaction. Schermerhorn et al., (2014) also confirmed the fact that employee courtesy and personalization serves as a vital consumer satisfaction predictor. These researchers also revealed positive association among internal service efficiency of employees and perceptions related to consumer service quality. Mo Shi, (2017) indicated that some of the employee behaviors might be positive along with focusing on the constructive actions if the hotel staff on the behalf of the consumers, employees and companies. Some other employee behaviors might be negative and might destroy a pr oductive work surrounding. Relied on the literature the researchers postulate certain impacts of uniform features along with employee perceptions regarding uniform impacts on total job satisfaction. Within service companies, for employees and consumers uniforms are useful might improve relationship between employees and their consumers. The front line employees are considered as only direct contract all through the service encounter among the company and the consumer. Giorgi, Leon-Perez Arenas (2015) stated that certain negative behavior of the employees generate stress, provoke lesser illness along with resulting in depression among the staff. The threat is focused on the negative behaviors those are epidemic and is costly for the productivity of the hotels. This is anticipated to drastically impact the employees performance and health. Valentine, Fleischman Godkin, (2015) revealed that negative behavior of the employees has negatively impacted several businesses along with certain expenses. It also has several consequences of losing consumers, negatively affecting employee morality along with increasing the rate of turnover. Employee behavior is observed to be vital within the hotel industry for the reason that they associate the company with its consumers. Moreover, they also serve as a major factor of developing better working relationship with all its consumers. Mo Shi, (2017) indicated that consumer satisfaction can also be maintained thr ough addressing the promises made to all the consumers by the employees. These researchers also revealed three vital variables which elaborate consumer satisfaction which encompass employee behavior, price and service quality. For this reason, employee behavior is gathered to have an impact on consumer service quality perception along with their satisfaction. According to Kim et al., (2017) in the hotel industry, most of the hotels depend on their employees in order to offer quality services and this can serve as a competitive advantage for the hotels. These researchers also indicated that consumer satisfaction, service quality and loyalty are significantly impacted by the belief are the conducts of hotel employees. Through offering superior quality service employees of the hotel might improve its image along with the intensity of accrual and perceived quality of service. Valentine, Fleischman Godkin, (2015) examined a fact that as consumers everyone has dealt with positive and negative emotions at the time of service delivery. They revealed that less skilled contact employees might not be capable to deal with emotional conditions in case the overall image of the service company is at stake. For the reason that emotions are complex to control, intangible and instantaneous they have short term along with long term impacts on consumer perception. Guilln, Ferrero Hoffman, (2015) stated that work environment encompass uniforms might generate positive effects on employee Work environments encompass uniforms might generate positive effects on employee performance and behavior which can impact the consumer experience. These researchers also explained that formal along with informal wear effects employee behavior along with customer actions. Work Ethics and Employee Behavior Theories The theories that are used to explain the relationship between work ethics and employee behaviour are described briefly as follows: Equity theory: According to this theory, the employees compare the reward, which is potential to the effort they need to expend. This theory better explains the dependent variable that is work ethics of the employees. There is existence of equity at the time the workers believe that rewards are identical with efforts. However, the staffs do not look at their potential rewards; instead, they tend to look at the rewards of their colleagues as well. The inequities mainly take place at the time the workers think that they receive inferior rewards compared to their colleagues having the same workload (Chughtai, 2015). As a result, they might display the following the work ethics behaviours: Putting less efforts into their work Demanding better treatment and rewards Devising ways to depict their work by contrast Transferring or quitting their jobs Hence, it is necessary for the business managers to assure that negative repercussions from equity comparisons are avoided or they are minimised at the time of allocating rewards. This urges the need for effective implementation of business ethics within the organisation. Thus, it is necessary for the management of the organisation to ensure right pay along with framing business goals for effective employee behaviour. Behavioural management theory: This theory better explains the concept of the independent variable that is employee behaviour within the hotel industry. The theory is based on the notion that the managers of an organisation would have a better understanding of the human aspect to staffs and treating them as significant assets for achieving goals. Management undertaking special interest in staffs make them feel like part of the special group. With the passage of time, the management started to look at working conditions and employee satisfaction as a means of increasing productivity. Various studies related to employee productivity under various conditions have been conducted for ascertaining a relationship. Hawthorne experiment provides an effective instance, in which a group of telephone line workers had been separated and they were observed to work in a private room. In their working days, they were provided with special privileges. These privileges were in the form of freedom in leaving workstations, variations in pay rates and organisation-sponsored lunch. It has been found that the productivity of the control group was greater in contrast to the other staffs. This is because the group had felt that the management was interested to promote the welfare of its staffs. Relationship and Common Point Between Two Theories Both the equity theory and the behavioural management theory is linked with explaining the impact of work ethics on the behaviour of the employees working within the hotel industry. The ethics of an organisation enables in shaping the behaviour of its staffs. At the time an organisation values transparency, honesty and integrity, all the business aspects tend to improve. Ethics help in guiding the individuals of conducting them in all their aspects of lives, which constitute of the workplace as well (Boddy, 2014). Various human resource professionals and business managers have an insight of the significance of recruiting individuals having integrity. The hardworking and honest employees help in increasing the overall morale, improving business reputation along with ensuring the long-term success of the business. The following policies are considered to provide an overview of the relationship between work ethics or equity theory and employee behaviour or management theory: Company behaviour policies: At the time of recruiting an individual, all organisations specify the list of behaviours, which are not accepted within their premises. Many organisations even depict the expected conduct in job descriptions or during the process of interview. The behavioural guidelines usually address issues like work attire, harassment and language. Work ethics or equity theory and employee behaviour or management theory both explains that the employees not following the codes of conduct might receive verbal and written warnings and in case of severe instances, they might be terminated. Significance of integrity: A significant component related to work ethics or equity theory and employee behaviour or management theory is integrity or staying honest and carrying out the right stuffs at the right time (Cascio, 2018). For instance, in case of healthcare staffs engaged in working with physically or mentally challenged patients, they need to have greater level of integrity like those managing and working with money primarily. The employees having integrity tend to avoid gossips and sneakiness at the time of duty. Professional accountability: Undertaking responsibility for self-actions is another significant influential dynamic when it comes to work ethics or equity theory and employee behaviour or management theory. This implies turning up on scheduled working days, arriving before time and putting in honest effort during the job. The employees exhibiting accountability are truthful at the time when things do not work as per the plan, working towards a resolution and staying professional at all times. Part of team: Work ethics or equity theory and employee behaviour or management theory both considers that a crucial workplace aspect is working in collaboration with others. This takes into account peers, supervisors and customers. Even though not all the staffs might like each other, they need to minimise their personal or work-related differences for achieving a bigger goal. In various instances, the individuals not considered as team players could be demoted or terminated (Chen Hou, 2016). On the other hand, the individuals working well with others could grow on this aspect solely with teamwork even outweighing performance. Commitment and dedication: The behavioural and ethical guidelines in workplace often lay adequate significance on dedication. Work ethics or equity theory and employee behaviour or management theory both agrees to a common point that even though necessary skills need to be possessed, effective work ethics and positive attitude towards work could go a long way. In addition, dedication is represented in the business world as contagious, which signifies that employees providing strong effort often inspire their colleagues to conduct the same. Thus, it could be stated that there is strong relationship between workplace ethics and employee behaviour. Conclusion According to the above discussion, it has been found out that Globalisation has resulted in highly competitive market, which is a significant issue in the increased concern of ethics related to business. In addition, the most fundamental issue includes integrity and trust. A primary understanding of integrity is the idea of carrying out the business affairs with fairness and commitment to treat each employee in a fair manner. At the time of recruiting an individual, all organisations specify the list of behaviours, which are not accepted within their premises. Many organisations even depict the expected conduct in job descriptions or during the process of interview. Several mangers will not consider discipline within the hopes that situations might get better on their own. Such process of decision making within the hotel industry is impacted ethically for lack of discipline leads to slacking off. It also indicates hotel staff that work ethics are not vital as they are not being upheld. Within the business world, culture of a company sets standards in order to determine variation among bad or good decision making along with behavior. These researchers also elaborated that work ethics might impact the process of managerial decision making in many ways. Analysis, discipline, hiring and termination are all aspects of decision making process of a company which can be impacted by work ethics. Sometimes the interests of the shareholders need to be sacrificed for assuring the survival of the business. In addition, this theory is based on the philosophy that all individuals need to be treated with consideration and respect and they are allowed to involve by openly voicing their opinions in the form of identical partners. Management undertaking special interest in staffs make them feel like part of the special group. With the passage of time, the management started to look at working conditions and employee satisfaction as a means of increasing productivity. References Boddy, C. R. (2014). Corporate psychopaths, conflict, employee affective well-being and counterproductive work behaviour.Journal of Business Ethics,121(1), 107-121. Cascio, W. (2018).Managing human resources. McGraw-Hill Education. Chen, A. S. Y., Hou, Y. H. (2016). The effects of ethical leadership, voice behavior and climates for innovation on creativity: A moderated mediation examination.The Leadership Quarterly,27(1), 1-13. Chughtai, A. A. (2015). Creating safer workplaces: The role of ethical leadership.Safety science,73, 92-98. Chughtai, A., Byrne, M., Flood, B. (2015). Linking ethical leadership to employee well-being: The role of trust in supervisor.Journal of Business Ethics,128(3), 653-663. De Vries, R. E., Van Gelder, J. L. (2015). Explaining workplace delinquency: The role of HonestyHumility, ethical culture, and employee surveillance.Personality and individual differences,86, 112-116. Deckop, J. R., Giacalone, R. A., Jurkiewicz, C. L. (2015). Materialism and workplace behaviors: Does wanting more result in less?.Social Indicators Research,121(3), 787-803. Giorgi, G., Leon-Perez, J. M., Arenas, A. (2015). Are bullying behaviors tolerated in some cultures? Evidence for a curvilinear relationship between workplace bullying and job satisfaction among Italian workers.Journal of Business Ethics,131(1), 227-237. Guilln, M., Ferrero, I., Hoffman, W. M. (2015). The neglected ethical and spiritual motivations in the workplace.Journal of business ethics,128(4), 803-816. Kim, A., Kim, Y., Han, K., Jackson, S. E., Ployhart, R. E. (2017). Multilevel influences on voluntary workplace green behavior: Individual differences, leader behavior, and coworker advocacy.Journal of Management,43(5), 1335-1358. Mo, S., Shi, J. (2017). Linking ethical leadership to employee burnout, workplace deviance and performance: Testing the mediating roles of trust in leader and surface acting.Journal of Business Ethics,144(2), 293-303. Mo, S., Shi, J. (2017). Linking ethical leadership to employees organizational citizenship behavior: Testing the multilevel mediation role of organizational concern.Journal of business ethics,141(1), 151-162. Schermerhorn, J., Davidson, P., Poole, D., Woods, P., Simon, A., McBarron, E. (2014).Management: Foundations and Applications (2nd Asia-Pacific Edition). John Wiley Sons. Valentine, S., Fleischman, G., Godkin, L. (2015). Rogues in the ranks of selling organizations: Using corporate ethics to manage workplace bullying and job satisfaction.Journal of Personal Selling Sales Management,35(2), 143-163. Vardaman, J. M., Gondo, M. B., Allen, D. G. (2014). Ethical climate and pro-social rule breaking in the workplace.Human Resource Management Review,24(1), 108-118. Xu, A. J., Loi, R., Ngo, H. Y. (2016). Ethical leadership behavior and employee justice perceptions: The mediating role of trust in organization.Journal of Business Ethics,134(3), 493-504.