Unit VII Presentation

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Unit VII Presentation For this assignment, imagine you are an expatriate manager for a subsidiary of a major company headquartered in the United States. You are preparing a PowerPoint presentation to brief the CEO on your plan to address the safety issues specific to the country (of your choice) where you are working as the expatriate manager. In your introduction, discuss four concerns in the workplace: benefits, safety, health, and global security issues. List one issue for each concern listed. Next, prepare a solution for each of the four concerns. Discuss how your solutions address the issues within the workplace. Discuss what would be the responsibility of the global leadership team. Conclude your presentation with a summary of how you noted the needs of your global audience, how you will design and deliver the training for employees keeping in mind Geert Hofstede’s research about cultural differences, and your plans to assess its success. Be sure to include clear and specific speaker notes for each slide. Each speaker note should be at least one paragraph containing 5-10 sentences. You must include a minimum of one image or graphic within your presentation. You must use at least two sources, with one being the textbook. Your PowerPoint presentation must be at least 10 slides in length, not counting title or reference slides. Adhere to APA style when constructing this assignment, including in-text citations and references for all sources that are used. In this presentation, I will be addressing specific concerns in the workplace regarding the United States that I may face as an expatriate manager. Benefits, safety, health, and global security issues are the four concerns that I will discuss in further detail. All these concerns can have a negative effect on an organization. It is essential as an expatriate manager that I am knowledgeable of what concerns are going on today and make sure that I am updated on any current changes or trends. It’s also important to ensure that I’m taking the appropriate measures to help prevent certain things from taking place within the workplace. Employee benefits is defined as any compensation that is provided to employees in addition to what they make annually. An employee benefits package can include paid time off, health and life insurance, etc. (Walker, 2022). Some employee benefits are mandatory due to federal and state laws. Its essential for an expatriate manager to understand all state and federal laws to avoid any potential lawsuits. Other benefits are optional and up to the organization’s discretion (Lussier, 2022). Some benefits are mandatory, due to federal and state statutes, and some are optional, based on the desires of the firm. In addition, we need to understand that if we choose to provide some benefits to our employees, there are mandatory laws that we have to follow as well. We will get

into all of these shortly. First, though, we want to discuss the cost of benefits programs to the company. How much would you think that companies spend on benefits packages—5% of direct wages? 10%? More? According to the U.S. Bureau of Labor Statistics (BLS), benefits for all groups of workers average roughly 32% of total employee compensation cost.1 Looking at it another way, benefit costs equaled about a 46.4% premium on top of direct wage costs in March 2014. This means that for every $100 th Workplace security is defined as the management of personnel, equipment, and facilities in order to protect them (Lussier, 2022). One of the main reasons why workplace security is essential in an organization is violence. According to (Lussier, 2022), there were 453 workplace homicides in 2018. Workplace shootings in the United States increased by 15 percent as well. People’s lives are important and its important that employees and employers are taking the necessary steps to help prevent certain safety concerns such as violence from occurring in the workplace. The global leadership team should offer their employees with paid training courses that discusses workplace safety concerns. All employees should be knowledgeable about what to do in a violence situation and be informed all exits within the workplace. I would ensure that all newly hired employees have a chance to observe the entire building just in case anything happens while at the job. I would also take extra security measures by budgeting for extra security around the organizations just to ensure employee and customers safety. I would also enforce an open door policy for employees to feel safe to come and talk to anyone at human resources if they feel as if they are being harassed and bullied by other employers of the organization. ensure that all employees of the organization are knowledgeable of workplace safety concerns by offering training courses Causes and Effects of Anger, Incivility, and Violence There were 453 workplace homicides in 2018, and workplace shootings rose by 15%. More than 20,000 injuries resulted from assaults.115 While this is serious, and we need to take precautions to respond if such incidents happen, we should also understand that workplace homicides are still extremely rare and that we should not panic over such statistics. These homicides took place in an environment with tens of millions of businesses. So let’s focus on anger that can lead to incivility and violence and how to prevent it. Causes You have most likely heard of road rage. In business, we have desk rage and customer rage, which can take the form of yelling, verbal abuse, and physical violence.116 The growing sense of employee entitlement increases incivility and deviance.117 There has also been a decrease in

polite behavior and the acceptance of rudeness. Just witnessing an act of rudeness can ruin your entire day.118 Anger often stems from perceived injustice of unfair behavior, which can lead to incivility and violence.119 Frustration, stress, fear, ostracism, and bullying can bring out anger.120 People who are angry are disappointed or have been hurt or bullied in some way, and they may become aggressive and seek revenge, sometimes through violence.121 A common response to anger is to return an expression of anger, so anger escalates intensity and aggravates the situation. It may generate spirals of incivility and deviant behavior, which may result in psychological, emotional, or even physical violence.122 The behavior of one person also affects those of others,123 so anger and rude behavior do spread as others respond with anger toward the rude person and to others who are kind.124 Unresolved interpersonal conflicts make people angry.125 In fact, violence is almost always prompted by unresolved conflict, and the violence often takes the form of sabotage against other employees (backstabbing, spreading false rumors) or the organization (damage to property) to get even.126 Anger and incivility are often in response to abusive supervisors127 and coworkers.128 But complaining about the boss, coworkers, and company (venting) is bad for you because it only makes you angrier.129 The physical work environment (such as space to work, noise, odors, temperature [hot], ventilation, and color) may contribute to making people angry. A bad work environment (called toxicity) can also lead to violence, and toxic environments cost employers a significant amount of money. A 2019 SHRM study estimated that employee turnover as a result of a toxic work environment alone “drained nearly a quarter of a trillion dollars from businesses over the last five years,”130 and this does not count other losses in productivity because of the stress put on employees who remain in a toxic environment. The report notes that a “fractious political climate” has contributed to making the level of toxicity in the workplace an all-time high.131 Effects Part of the problem is poor managers,132 who allow incivility, and, even worse, those who are abusive by displaying verbal and nonverbal hostile behavior.133 A startling 27% of U.S. workers (65.6 million people) have suffered from some form of abusive behavior from managers at an estimated cost to businesses of $23.8 billion annually.134 Have you seen rude behavior and bullying? Are you rude to others? Employees having to deal with unpleasant bosses, colleagues, or customers are less productive, and they can experience anxiety, depression, sleepless nights, and heart problems.135 Conclude your presentation with a summary of how you noted the needs of your global audience, how you will design and deliver the training for employees keeping in mind Geert Hofstede’s research about cultural differences, and your plans to assess its success. In conclusion, there are many concerns within the workplace that need to be addressed. It is the global leadership team to ensure that all their employees and knowledgeable and trained on the

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rules and regulations regarding workplace safety and security. All trainings will be in office and mandatory. If any employee or employer fails to complete the training, then it could possibly result in termination. All employers need to be on the same page when it comes to people’s lives being at risk. I will create a training course going over all workplace concerns and test employees to ensure they understood the information. I will also provide each employee with facts sheets regarding OSHA. HR managers have reported increased violence between employees, stating it can happen anywhere. And don’t think this is just an issue of men. Women commit nearly a quarter of all threats or attacks. There has also been an increase in violence between outsiders and employees, such as customers shooting employees and other customers. A psychiatrist at Mercy Fitzgerald Hospital was forced to shoot a patient after he had killed a case worker, and this is just one of thousands of incidents that occur in the United States alone each year.136 People also tend to copy, or model, others’ behavior. For example, children who have been abused (emotionally and/or physically) are more likely, as parents, to abuse their children. If employees see others being violent, especially managers, and nothing is done about it, they are more apt to also use violent behavior at work. Violence in the community surrounding an organization, including family violence, may be brought into the workplace. Some but not all experts also report that drugs contribute to violence.137 Bullying in the Workplace Bullies are people who intentionally attempt to hurt, abuse, or intimidate others. Bullies are also considered jerks, antisocial, and psychopaths.138 In a bullying survey, half (50%) said they have been bullied or witnessed others doing it, but only 1% admitted being bullies.139 Have you ever been the victim of a bully—on the school playground, in school, in college, or at work? Have you bullied others? Managers do not want their companies put into the news spotlight because of such behavior. Bullying behaviors have been found to be 4 times more common than sexual harassment,140 and although every one of the 50 U.S. states addresses bullying in some form in state law, there are still no laws at the national level in the United States that deal directly with bullying as an offense.141 There are certainly ways in which managers can use existing laws when bullying behaviors are based on protected-class characteristics (e.g., race, religion, disability, etc.) or other illegal actions, such as assault or sexual harassment. But there is no federal law directly associated with workplace bullying. After being criticized over sexual harassment and other workplace safety issues, McDonald’s announced they would begin training all supervisors and crews on diffusing violent behaviors, including bullying and harassment. Photo by Spencer Platt/Getty Images HR and all managers need to know the state and local laws that can be used for bullying behaviors, but they also need to address the issue in company handbooks and provide training on

processes that should be used if someone suspects bullying behaviors or are themselves a victim of such behavior. Let’s now put the focus on dealing with anger to prevent it from escalating into incivility and violence. Employee health is the state of physical and psychologist wellness in the workforce (Lussier, 2022). Work life balance can have a negative effect on an employee’s health. For example, a lot of our employees are single parents and are stressed due to having to work certain hours and schedules with no one reliable to help watch their kids. Organizations tend to lose a lot of good workers because of their strict schedules. If an employee is stressed at the workplace, then they are not doing their job to the best of their ability. One solution to reduce employee health concerns in the workplace would be to try to offer flexible schedules to employees. Many employees have children they need to pick up at a certain time or have appointments they must attend. The global leadership team should send out emails to their employees and inform them that they need to let the organization know in advance of any time they need off. By doing this, employees will be able to share their time off needs and it gives the organization time to plan and see if they can meet their employees needs. This will keep employees less stressed and in better health while they are working. As inflation continues to rise in the United States, people need more money and benefits from their organization in order to survive and take care of themselves as well as their families. Providing benefits to employees can be very expensive for any organization. Usually, human resource managers are only able to spend a certain amount in employee benefits every year (Lussier, 2017). A solution that would help fix this concern would be to create a new benefits plan. The global leadership team should create a benefits plan based on what their employees need. Once this step is completed, the global leadership team should also find resources that will be able to help fund the new benefits pan. Employee benefits is defined as any compensation that is provided to employees in addition to what they make annually. An employee benefits package can include paid time off, health and life insurance, etc. (Walker, 2022). Some employee benefits are mandatory due to federal and state laws. Its essential for an expatriate manager to understand all state and federal laws to avoid any potential lawsuits. Other benefits are optional and up to the organization’s discretion (Lussier, 2022). The HR department commonly has responsibility for ensuring the health and safety of employees and needs to develop policies and rules to provide a safe environment for all groups. It works

closely with the other departments to enforce safety rules and maintains health and safety records.1 The Occupational Safety and Health Act (OSH Act) Workplace safety is a concern for all companies but especially in more dangerous industries with higher death rates, such as construction; transportation and warehousing; professional and business services; agriculture, forestry, fishing, and hunting; government; and manufacturing.2 To help protect employees, the Occupational Safety and Health Act (OSH Act) of 1970 requires employers to pursue workplace safety. Workplace safety deals with the physical protection of people from injury or illness while on the job. Employers must meet all Occupational Safety and Health Administration (OSHA) safety standards, maintain records of injuries and deaths due to workplace accidents, and submit to on-site inspections when notified.3 Those who do not comply are subject to citations and penalties, usually in the form of fines.4 (SHRM D:18) Workplace safety is the physical protection of people from injury or illness within the organization (Lussier, 2022). The Occupation Safety and Health Act of 1970 was established to help employees become knowledgeable about safety concerns. All employees are required to know the organizations workplace safety issues. Knowing this information could possibly save someone’s life. Failure to follow the rules and regulations of OSHA could lead to possible lawsuits, termination from employment as well as fines and fees (Lussier, 2017). The global leadership team should have mandatory trainings for their employees to complete to help them become knowledgeable of OSHA. I would also have quizzes in the trainings to test employees to see if they are understanding the material. This would be beneficial to the organization to ensure that all their employees are prepared and know what to do when a safety concern occurs. I would also recommend having yearly trainings on OSHA just to ensure that current employees still remember the proper protocol. This will help reduce the risk of possible lawsuits or fees and fine if safety requirements are met within the organization. Many of you know that OSHA is a U.S. safety and health regulator, but did you know that employers can go to prison for willfully failing to maintain safe work environments? You may have heard that two people died when a trench in which they were working flooded with water and they drowned. The company in that case, Atlantic Drain Services, had been cited for 18 willful, repeated, serious, and other-than-serious violations (we will discuss this term shortly) of the OSH Act. The court ultimately sentenced the owner of the company “to 24 months in prison on two counts of manslaughter and witness intimidation,” plus 36 months of probation following his sentence.5 Willful violations of the OSH Act that cause a death are punishable with a fine of up to $500,000 for the organization and $250,000 and up to six months in federal prison for an individual who is found culpable. However, OSHA can—and frequently does—cooperate with district attorneys to prosecute individuals who are culpable in the death of an employee. That is what happened in the aforementioned case. As an HR manager, it will be absolutely critical that you know the safety rules, be sure your employees know them, and you and other managers enforce them to prevent accidents. In

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addition to many specific requirements in the act, the general-duties clause in the OSH Act that covers all employers states that each employer6 (SHRM R:3-g) To reduce safety concerns, the global leadership team shall furnish a place of employment that is free from recognized hazards that are causing or are likely to cause death or serious physical harm to employees; shall comply with occupational safety and health standards and all rules, regulations, and orders issued pursuant to this Act which are applicable to his own actions and conduct. The general-duties clause also states that each employee has a duty to comply with occupational safety standards, rules, and regulations. (SHRM R:3) In 1970, the year the OSH Act was passed, job-related accidents accounted for about 14,000 worker deaths in the United States.7 The good news is that the rate of fatal work injuries has fallen, but the bad news is that in 2018 (the last year of available Bureau of Labor Statistics information), there were still 5,250 fatalities8 and 2.8 million injuries or illnesses, about half of which required time away from work.9 This is a rate of about 3 per 100 equivalent full-time workers. Recall from Chapter 1 that absenteeism is one of the major concerns of all managers, and by allowing injuries and occupational illnesses to occur, we are contributing to that absenteeism. So losing this many workdays, as well as more than 5,200 lives, has to be a concern for HRM as well as line managers. Employee health The state of physical and psychological wellness in the workforce According to (Lussier, 2022), benefits is defined as

Unit VII Presentation

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