Due in 10 hours - 2 pages - QUANTITATIVE RESEARCH

Incorporate Qualitative Research

Hypothesis :

There are several factors that organizations put into place to make work conditions good for their employee’s wellbeing, several of those factors, however, of course, are to protect the company as well. For instance, companies call previous employers with the intention of hiring an employee, or, over and above, many organizations require drug testing too. This insures the organization is making the best decision possible when deciding who to hire, in order to continue their goal of good work conditions. But good work conditions also include other things too, such as hazard free environment by allowing for a safe, clean place to perform work duties, and emergency kits incase of a non-life threatening injury occurs, like a cut on a finger. Other things that make for good working conditions is, having a good office layout, making it easy to access equipment, storage, and file cabinets, also, having a non-hostile work environment is probably one the most important factors an organization could have for it’s employee’s mental health and wellbeing. A hostile work environment could include favoritism, unrealistic work load, an employer acting in an unlawful manner, and treating employees unfairly and poorly. Not too mention, all of these scenarios can cause high turnover for an organization. To keep turnover low, employees should feel appreciated, respected, and that their hard work is noticed. Moreover, employees want to be paid a fair wage for their hard work. Furthermore, the work load needs to be realistic and challenging but not to the point it’s over whelming and too much.

Research :

Searching and speacking to others on the topic of work conditions and hostile work environment, some examples include, where an employee maybe allowed to leave when ever they want, while another equal employee is made to stay late and never given the option to leave early. Other examples of a hostile work environment include “conduct renders the workplace atmosphere intimidating, hostile, or offensive.”

( http://www.dol.gov/oasam/programs/crc/2011-workplace-harassment.htm ) another example is when an employer promises an increase or a promotion in exchange for something, usually a sexual favor, all of these situations can create a very uncomfortable and hostile work environment. ( http://www.dol.gov/oasam/programs/crc/2011-workplace-harassment.htm ).

Some interesting facts about harassment, “harassment is illegal when it is so frequent or severe that it creates a hostile or offensive work environment or when it results in an adverse employment decision (such as the victim being fired or demoted).” (http://www.eeoc.gov/laws/types/sexual_harassment.cfm).

Observations/Interpretations from the qualitative Research Event:

My observations and interpretations are, it’s unbelievable to me there are employees who have endured such treatment at their place of employment, a place where a big portion of their lives are spent. I can not imagine working for a corporation where my career would be dependant upon such stipulations, or unwanted behavior.

References:

http://www.dol.gov/oasam/programs/crc/2011-workplace-harassment.htm

http://www.eeoc.gov/laws/types/sexual_harassment.cfm