scholarly journals Employee Conflicts Leading Towards Hostile Work Environment: A Case of Health Center

Webology ◽  
2021 ◽  
Vol 18 (2) ◽  
pp. 425-438
Author(s):  
Shobhit Anand ◽  
Dr. Ritesh Dwivedi ◽  
Dr. Sukrit Kumar
Keyword(s):  
Work Environment ◽  
Health Center ◽  
Communication Style ◽  
Healthcare Industry ◽  
Employee Communication ◽  
Workplace Harassment ◽  
Large Organization ◽  
Lifetime Experience ◽  
Hostile Work Environment

The communication style of an organization plays a significant role in achieving the goal. In the healthcare industry aspects of communication among co-workers and management play a very sensitive role. Nicobar health private limited (NHPL) (imaginary) is a large organization. This case study present issues on versions of the communication gap between higher authorities and subordinate employees that lead to traumatized lifetime experience of an employee within the organization while rendering her duties. The differences between two individuals (senior and subordinate) turned into workplace harassment. Communication barriers promoted harassment at workplace, therefore this case study tries to touch these issues and it will also provide suggestions for further improvement in employee communication with reference to a safe workplace.

scholarly journals A CASE STUDY: DO MISCONCEPTIONS LEAD TO INTERGROUP CONFLICTS AT WORKPLACES?

2019 ◽  
Vol 7 (1) ◽  
pp. 42-57
Author(s):  
Harika SÜKLÜN
Keyword(s):  
Work Environment ◽  
Empirical Studies ◽  
Small Scale ◽  
Case Study Methodology ◽  
Starting Point ◽  
Study Methodology ◽  
The Subject ◽  
Intergroup Conflicts ◽  
Hostile Work Environment

           This study's purpose was to investigate if misconceptions lead to conflicts and increase attention among scholars for further research as well. Although misconception is one of the roots of conflicts is somehow accepted, especially by the practitioners, there are not many empirical studies conducted to investigate if there is a relationship between misconception and conflicts. This study is prepared on a small scale as a starting point. To explore the subject better case study methodology is used.  Two different studies conducted to be able to compare and analyze the situation among the groups.  One group is taken as in-group and the other group is taken as out-group. This study's findings revealed that misconception leads to conflict at workplaces and to a hostile work environment. "We vs. them" situation among the groups and intergroup conflicts are observed. Conclusion and limitation are discussed.

Integrated Care Case Study: A Community Mental Health Center and a Federally Qualified Health Center

2012 ◽  
Author(s):  
Jennifer E. Cato-Degroff ◽  
Brian Desantis ◽  
Fred Michel ◽  
Michael D. Welch ◽  
Kelly Phillips-Henry ◽  
...  
Keyword(s):  
Mental Health ◽  
Community Mental Health ◽  
Health Center ◽  
Integrated Care ◽  
Community Mental Health Center ◽  
Mental Health Center ◽  
Federally Qualified Health Center

Organizational Intervention Plan For Automation Of SMEs: Case Study Gisitca

2016 ◽  
Vol 8 (01) ◽  
Author(s):  
José G. Vargas- Hernández ◽  
Ángel Daniel Rodríguez Ortega
Keyword(s):  
Job Satisfaction ◽  
Work Environment ◽  
Situational Leadership ◽  
High Rate ◽  
Satisfaction Survey ◽  
Organizational Intervention ◽  
Job Satisfaction Survey ◽  
Intervention Plan

This study has aim to identify the main causes of a bad work environment with a high rate of turnover. The objective is to propose an intervention plan to increase the participation, commitment and employees proactivity. This job is performed with a case study with the quantitative paradigm, transversal and exploratory; the selected sample is from a PYME dedicated to automation power services. For it is based on the model of situational leadership Hersey and Blanchard, in addition to job satisfaction survey NTP213.

scholarly journals Landfill Operations and Off Highway Construction Vehicle Visibility Impairment Issues Result in a Serious Injury: A Case Study

2017 ◽  
Vol 34 (1) ◽  
Author(s):  
Harold Josephs
Keyword(s):  
Work Environment ◽  
Operating Time ◽  
Incoming Stream ◽  
Work Area ◽  
Visibility Impairment ◽  
Waste Load ◽  
Injured Party ◽  
Serious Injury ◽  
Safety Procedures

This case study reviews the hazards involved with the work procedures and work environment combined with large mobile equipment associated with a landfill operation. An active landfill is a very busy work environment. There typically is a constant stream of municipal solid waste (MSW) trucks of various sizes and dimensions approaching and dropping their waste load onto the landfill active work area, which is referred to as the landfill face or tipping area. In addition to the MSW delivery truck traffic, the active face in this case study was being traversed back and forth by two large industrial vehicles: a bulldozer (or “dozer”) and a steel-wheeled compactor vehicle. The injured party, who was just transferred to the job of “waste spotter,” or just spotter, had the responsibility of directing the incoming stream of MSW trucks as to where to dump their loads while also directing (and avoiding) the tracked loader and the steel-wheeled compactor vehicle as they operated on the landfill active face. Additionally, due to the dumped MSW, the active landfill face topography is constantly changing, and the pedestrian spotter therefore must constantly be moving on the active face to avoid being struck by the vehicular traffic. The bulldozer manufacturer acknowledged that the loader travels in reverse approximately 50 percent of its operating time on the landfill space. Hence, any static visibility impairments were further compounded when the dozer traveled in reverse over changing topography. Other issues that negatively affected the landfill face hazardous environment were a lack of any safety procedures for the landfill operations and a lack of hazard training and instructions provided to the waste spotter working the landfill face.

scholarly journals Co-creating Positive Working Environments: a meta mediation perspective

2015 ◽  
Vol 2 (2) ◽  
pp. 298-307
Keyword(s):  
Conflict Management ◽  
Organizational Performance ◽  
Work Environment ◽  
Working Environment ◽  
Self Determination ◽  
Management Systems ◽  
Working Relationships ◽  
Ethical Considerations ◽  
Working Environments

This article is a practitioner reflection on taking a meta mediation perspective on working with two organizations in co-creating a positive and constructive working environment. This perspective is grounded in the theoretical framework of strategic conflict management systems. The approach taken is to consider a specific process for engaging with organizations by looking at the two case study organizations – one small and growing, the other medium-sized and resource-constrained. The reflection first considers the antecedents for both organizations in engaging in this way. It then sets out the process for whole organization engagement through dialogue. The outcomes for each organization are then shared. The conclusion reached is that both organizations benefited from the engagement in terms of improvements in work environment, working relationships, conflict competence and organizational performance. Some of the ethical considerations for mediators working with organizations in this way are reflected on including neutrality and impartiality, confidentiality and self determination.

Unlocking the value of HR to drive a change-ready culture

2017 ◽  
Vol 16 (4) ◽  
pp. 171-176
Author(s):  
Campbell Macpherson
Keyword(s):  
Real World ◽  
Culture Change ◽  
Design Methodology ◽  
Lessons Learned ◽  
World Culture ◽  
Content Type ◽  
Large Organization ◽  
The Real ◽  
Personal Experiences

Purpose This paper aims to present a case study focused on developing a change-ready culture within a large organization. Design/methodology/approach This paper is based on personal experiences gleaned while driving an organization-wide culture change program throughout a major financial advisory firm. Findings This paper details over a dozen key lessons learned while transforming the HR department from a fragmented, ineffective, reclusive and disrespected department into one that was competent, knowledgeable, enabling and a leader of change. Originality/value Drawing on the real-world culture change intervention detailed here, including results and lessons learned, other organizations can apply similar approaches in their own organizations – hopefully to similar effect.

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