SOCIAL ENVIRONMENT IN AN ORGANIZATION

[Audio] SOCIAL ENVIRONMENT IN AN ORGANIZATION NICK G. BAYAUA ALICE C. EMPEDRADO KARINA FAITH TAN-CRUZ​.

[Audio] Factors Influencing the Social Environment in an Organization Job Satisfaction Plays important role in contributing positively to company culture and help to create a mutually agreeable environment. Level of Teamwork Dominant culture of teamwork within a workplace helps to create a social environment that is conducive to good work, whether it is done in a team or individually. Office Politics are notorious for undermining a healthy social environment. Handling of Conflict talented managers are able to sense the seeds of these sorts of conflicts and resolve them quickly before they get out of hand..

[Audio] HOW TO DEAL WITH OFFICE CLIQUES CLIQUES DEFINITION Similar to the social breakdown of high school students -- office cliques are tightly knit groups of co-workers who socialize during and after work. Many cliques can form because groups of co-workers have similar job responsibilities or work in the same department. Cliques often can be seen dining together during lunch, sitting next to each other during staff meetings, or fraternizing in the break room. Their exclusivity can often intimidate and make other employees -- particularly new staff -- uncomfortable..

[Audio] GOOD VS BAD CLIQUES Good office cliques are the type that welcome, or at the very least rotate, membership. Good office cliques can set a great precedence for overall staff camaraderie and teamwork. When staff members feel they have the ability to make an individual contribution to all facets of office social life, they can be more comfortable and more productive. Bad cliques are groups of individuals who purposely avoid acquiring new members and use their alliance in both social and professional actions within the office environment. Bad cliques can be a cancer on a professional and productive workplace, creating a culture of fear that can pre-empt productivity and cause excluded co-workers tremendous grief..

[Audio] Strategies for Interaction The best strategy for interacting with office cliques is to pay them as little attention as possible. While some individuals are more social than others and feel the need to be accepted even in the work place, the simple truth is you don't go to work to make friends. In interacting with good cliques, be as amicable and professional as possible. They will likely appreciate your professionalism and begin to respect you as a person and a professional. In interacting with bad cliques -- simply don't. It's not worth your time, emotion or energy that can be better expended working..

[Audio] Strategies for Avoidance There are a variety of strategies office workers can utilize to avoid cliques altogether, whether they're good or bad. Most importantly -- stay focused on work. This is particularly crucial to people who are new to a company or organization. If you find that you don't have enough to do -- ask for more responsibilities. Effective supervisors appreciate employees who would rather concentrate on the project at hand than immerse themselves in trivialities. Lastly, and perhaps most importantly, be diplomatic. While it's true work isn't exclusively for building friendships, true professionals understand the maturity it takes to get along with all of their co-workers despite personal differences or other relationships..

[Audio] The Importance of Communication in the Organizational Structure Employee Trust from Effective Communication Clear, open, effective communication can create a sense of transparency in your organization, which builds trust between levels of employees. Relationships Effective communication is essential to building relationships between staff members and between levels of employees, both on a professional and social level. Clarity Communication reduces misunderstandings and cuts the costs associated with mistakes. Collaboration Effective communication can help your employees collaborate effectively, which will make for a more-productive team overall..

[Audio] The Negative Consequences of Politics in the Workplace 1. Divisiveness Whether the politics originate in the public sphere or between individuals within the office, they can result in a lack of harmony and cooperation in the workplace. 2. Distraction Passionate discussion of political issues has its place but can distract workers from the tasks that they should be focusing on. Whether people are agreeing or disagreeing about politics, they aren't likely to be doing their work when they are discussing politics..

[Audio] 3. Feuds In a worst-case scenario, political discussions grow into ongoing differences of opinion between two groups, something that can result in disruptive feuds that split a workplace into opposing camps. If ongoing feuds are allowed to develop over a long period of time, the result can be compromised productivity in the workplace, hurting everyone equally, no matter what their political positions. 4. Disciplinary Action Negative effects for someone who disruptively discusses politics at work can include rebukes by management and, in extreme cases, termination. Political issues can grow into a complex series of accusations and counter-accusations as employees make claims of free speech and managers respond with charges of poor performance and lack of conscientious work..

[Audio] Employees Discrimination and less advantaged persons Workplace discrimination is illegal, but that doesn't mean it never happens. In fact, it happens more often than you may realize, and you may have experienced discrimination without realizing it. Victims of workplace discrimination can experience added stress and anxiety – it can be hard to focus at work, and victims frequently experience lower job performance. These feelings can easily creep into your personal life, leading to a lower quality of life and even health issues because of added stress..

[Audio] WHAT IS CONSIDERED DISCRIMINATION IN THE WORKPLACE? Discrimination is any type of behavior that specifically targets an individual based on a personal attribute, such as their gender, size, age, religion, ethnicity, ability, or sexuality. Victims of workplace discrimination aren't judged on their professional merits, but rather on their personal attributes. Workplace discrimination is often purposeful but sometimes happens on accident. Whether intentional or note, workplace discrimination is illegal and causes damage to the victim. It's illegal to discriminate at any point in the employment process, from hiring decisions to firing employees, and everything in between..

[Audio] Employees Discrimination and less advantaged persons Workplace discrimination is illegal, but that doesn't mean it never happens. In fact, it happens more often than you may realize, and you may have experienced discrimination without realizing it. Victims of workplace discrimination can experience added stress and anxiety – it can be hard to focus at work, and victims frequently experience lower job performance. These feelings can easily creep into your personal life, leading to a lower quality of life and even health issues because of added stress..

[Audio] TYPES OF WORKPLACE DISCRIMINATION 1. RACIAL DISCRIMINATION Racial discrimination in the workplace is based on race, skin color, ethnicity, or country of national origin. Racial discrimination examples include not hiring a qualified candidate, giving someone an undesirable job or task that they're overqualified for, passing someone over for a promotion, or otherwise making the workplace a hostile environment based solely on the employee's race 2. SEX AND GENDER DISCRIMINATION This encompasses discrimination based on an employee's gender, sexual orientation, or identifying gender. It also includes pregnancy and parental discrimination. As a sex/gender discrimination example, an employer cannot pass someone over for a promotion, fire someone, or not hire someone based on their status as pregnant. Similarly, an employer cannot discriminate against parents, both male and female..

[Audio] 3. AGE DISCRIMINATION Men and women who are 40 and older are a protected class and cannot be fired, passed over for a promotion, or forced to retire simply because of their age. It's against the law to treat members of the workforce differently based solely on their age and assumed level of ability. A discrimination example for this protected class is telling someone they must retire because they're too old to perform their job. 4. DISABILITY DISCRIMINATION Employers must give fair treatment to employees with disabilities, including mobility, hearing, visual, and psychological disabilities. This includes equal employment opportunities, equal pay, and a non-threatening work environment..

[Audio] Strategies to Address Discrimination Policy Development Anti-Discrimination Policies: Develop and enforce comprehensive policies that explicitly prohibit discrimination and harassment. Diversity and Inclusion (D&I) Policies: Promote practices that support diverse and inclusive work environments. Training and Education Bias Training: Implement training programs to raise awareness about unconscious bias and its impact on decision-making. Cultural Competency: Educate employees about cultural differences and how to respect and value diversity..

[Audio] Fair Recruitment and Promotion Inclusive Hiring Practices: Ensure recruitment processes are inclusive and free from bias, such as using diverse interview panels and standardized evaluation criteria. Equitable Promotion: Create transparent criteria for promotion and career advancement opportunities. Supportive Environment Employee Resource Groups (ERGs): Establish ERGs to provide support networks for underrepresented groups and foster a sense of community. Accommodations and Accessibility: Provide reasonable accommodations for employees with disabilities and ensure workplace accessibility..

Complaint and Resolution Mechanisms Anonymous Reporting: Offer confidential and anonymous channels for reporting discrimination and harassment. Investigation and Accountability: Implement fair and thorough investigation processes and hold offenders accountable..

[Audio] Fair Recruitment and Promotion Inclusive Hiring Practices: Ensure recruitment processes are inclusive and free from bias, such as using diverse interview panels and standardized evaluation criteria. Equitable Promotion: Create transparent criteria for promotion and career advancement opportunities. Supportive Environment Employee Resource Groups (ERGs): Establish ERGs to provide support networks for underrepresented groups and foster a sense of community. Accommodations and Accessibility: Provide reasonable accommodations for employees with disabilities and ensure workplace accessibility..

[Audio] Best Practices for Promoting Equity and Inclusion Leadership Commitment Top-Down Approach: Ensure leadership demonstrates a commitment to diversity, equity, and inclusion (DEI) through actions and policies. Inclusive Leadership: Encourage leaders to model inclusive behavior and champion DEI initiatives. Data and Transparency Diversity Metrics: Track and analyze diversity data to identify areas for improvement and measure progress. Pay Equity Audits: Conduct regular audits to ensure pay equity across different demographic groups..

[Audio] Community Engagement Outreach Programs: Partner with community organizations to support underrepresented groups and promote workplace diversity. Mentorship and Sponsorship: Develop mentorship programs that connect less advantaged individuals with experienced professionals. Continuous Improvement Feedback Mechanisms: Gather feedback from employees on DEI initiatives and workplace culture. Adapting to Change: Stay informed about emerging trends and best practices in DEI and adjust strategies accordingly..

[Audio] INTEGRATING TECHNOLOGY WITH PEOPLES' SOCIAL TECHNOLOGY SYSTEM.

[Audio] Here are three different but supporting views of technology integration: "Boards of education need to recognize that technology integration is as much about change as it is about technology. How board members feel about change and their attitudes about people's ability to change or not change are crucial." - National School Boards Association "Technology integration is the process of teaching technology (technology education) and another curricular area simultaneously. In addition, it is the process of using technology to enhance teaching for learning (educational technology)." - EdTech Connect "Effective integration of technology is achieved when students are able to select technology tools to help them obtain information in a timely manner, analyze and synthesize the information, and present it professionally. The technology should become an integral part of how the classroom functions-as accessible as all other classroom tools." - National Educational Technology Standards for Students, ISTE.

[Audio] Integrating technology with people's social technology systems involves understanding how technological tools and platforms interact with and enhance social behaviors, structures, and networks. This integration can significantly impact communication, relationships, and community dynamics, reshaping both personal and professional spheres. 1. Understanding Social Technology Systems Definition Social Technology Systems: These refer to the network of social interactions, norms, behaviors, and structures that define human social life. They encompass formal systems like organizational hierarchies and informal systems like family and friend networks..

[Audio] Here are three different but supporting views of technology integration: "Boards of education need to recognize that technology integration is as much about change as it is about technology. How board members feel about change and their attitudes about people's ability to change or not change are crucial." - National School Boards Association "Technology integration is the process of teaching technology (technology education) and another curricular area simultaneously. In addition, it is the process of using technology to enhance teaching for learning (educational technology)." - EdTech Connect "Effective integration of technology is achieved when students are able to select technology tools to help them obtain information in a timely manner, analyze and synthesize the information, and present it professionally. The technology should become an integral part of how the classroom functions-as accessible as all other classroom tools." - National Educational Technology Standards for Students, ISTE.

[Audio] Components Social Networks: The web of relationships among people, including friends, family, and professional connections. Communication Methods: The means by which people exchange information, such as face-to-face conversations, emails, and social media. Cultural Norms: Shared beliefs and practices that influence behavior within social groups..

[Audio] 2. Impact of Technology on Social Technology Systems Enhancing Communication Connectivity: Technology enables instant communication across vast distances, fostering relationships and collaboration regardless of geographical barriers. Social Media: Platforms like Facebook, Twitter, and LinkedIn have revolutionized how people connect, share information, and maintain relationships. Transforming Relationships Online Communities: People form relationships and communities based on common interests, transcending physical limitations. Virtual Presence: Technology allows for maintaining relationships in virtual spaces, impacting how people perceive and experience social interactions..

[Audio] Changing Social Norms Digital Etiquette: The rise of digital communication has led to new social norms and behaviors, such as texting manners and online privacy expectations. Information Sharing: The ease of sharing information online has altered how people disseminate and consume knowledge, affecting trust and credibility..

[Audio] 3. Integration Strategies A. Technology in Personal Social Systems Social Media Integration Platforms: Utilize social media platforms to maintain and enhance personal connections. For example, Facebook for family updates, Instagram for sharing moments, and LinkedIn for professional networking. Personal Branding: Leverage social media to create and manage a personal brand, influencing how others perceive you in both social and professional contexts..

[Audio] Communication Tools Instant Messaging: Apps like WhatsApp, Messenger, and Signal allow for real-time communication, enhancing immediate and informal interactions. Video Calls: Services like Zoom, Skype, and FaceTime enable face-to-face interactions despite physical distance, maintaining the personal touch in relationships. Data Privacy and Security Awareness: Educate individuals on the importance of data privacy and how to protect personal information online. Tools: Use privacy settings and secure communication tools to safeguard personal data..

[Audio] B. Technology in Professional Social Systems Collaboration Platforms Tools: Implement tools like Slack, Microsoft Teams, and Trello to facilitate collaboration and communication within professional networks. Remote Work: Enable remote work capabilities with video conferencing, cloud-based collaboration, and project management tools. Professional Networking LinkedIn: Use professional networking platforms to build and maintain a network of contacts, share industry insights, and explore job opportunities. Virtual Events: Attend and host webinars, virtual conferences, and online workshops to engage with the professional community..

[Audio] Workplace Culture Digital Inclusion: Foster a culture that embraces technology while ensuring digital inclusion for all employees. Training: Provide training on using technology effectively in professional settings, promoting a digitally literate workforce..

[Audio] 3. Technology in Community Social Systems Community Platforms Forums and Groups: Use platforms like Reddit, Meetup, and Facebook Groups to build and engage with communities around common interests or causes. Local Networks: Implement neighborhood-specific apps like Nextdoor to facilitate local communication and community building. Civic Engagement E-Government: Use digital platforms for public services, enabling more efficient and transparent interactions between citizens and government bodies. Social Activism: Leverage technology for organizing and mobilizing around social causes, enhancing collective action and community impact..

[Audio] Digital Literacy Education: Promote digital literacy programs to equip communities with the skills needed to navigate and benefit from technology. Access: Ensure access to technology and internet connectivity to bridge the digital divide within communities..

[Audio] 4. Challenges and Considerations Privacy Concerns Data Security: Protecting personal information from breaches and misuse is critical in an increasingly digital world. Surveillance: Balancing the benefits of technology with concerns over surveillance and loss of privacy. Digital Divide Access Inequality: Addressing disparities in access to technology and internet connectivity is essential to ensure equitable integration. Skill Gaps: Providing education and resources to bridge the digital skills gap across different demographic groups..

[Audio] Social Isolation Online vs. Offline: Managing the balance between online interactions and real-world social engagement to prevent social isolation and promote healthy relationships. Mental Health: Recognizing and mitigating the impact of technology on mental health, such as issues related to social media use and screen time. Ethical Considerations Digital Etiquette: Establishing and adhering to ethical norms for behavior in digital spaces. Responsibility: Ensuring responsible use of technology, including issues related to misinformation and digital harassment..

[Audio] WORKING WITH UNIONS Unions are voluntary associations of workers seeking to improve the negotiating leverage of their members through collective bargaining. Unions arose to correct an imbalance in corporate leverage and played an economic role for much of the 20th century. Labor laws strive to equalize the bargaining power between employers and employees and grant employees the right to unionize..

[Audio] 1. Understanding Unions Definition and Purpose Unions are organizations that represent the collective interests of workers in negotiations with employers regarding wages, working conditions, benefits, and other employment terms. Types of Unions Trade Unions: Represent workers in a specific trade or craft. Industrial Unions: Represent workers across an entire industry, regardless of the specific job. Public Sector Unions: Represent employees in the public sector, such as government workers.

[Audio] 2. Legal Framework Key Legislation National Labor Relations Act (NLRA) in the U.S.: Governs the right to unionize and engage in collective bargaining. Fair Labor Standards Act (FLSA): Sets standards for wages and working conditions. Occupational Safety and Health Act (OSHA): Ensures safe and healthful working conditions. Right to Organize Employees have the legal right to form, join, or assist a union, and to bargain collectively through representatives of their choosing..

[Audio] 3. Unionization Process Steps to Unionize Interest Development: Employees show interest in forming a union. Union Campaign: Union representatives work to gather support. Authorization Cards: Employees sign cards indicating interest. Filing for Election: If a significant percentage of workers sign cards, a petition is filed with the National Labor Relations Board (NLRB). Union Election: Employees vote on whether to form a union. Certification: If the majority votes in favor, the union is certified as the representative..

[Audio] 4. Collective Bargaining -The process by which unions and employers negotiate over employment terms..

[Audio] Typical Issues in Bargaining Wages Benefits Working conditions Job security Grievance procedures.

[Audio] Bargaining Process Preparation: Both parties gather information and define objectives. Negotiation: Direct discussions to reach an agreement. Agreement: The result is a collective bargaining agreement (CBA). Implementation: The CBA is put into action. Administration: Ensuring compliance with the CBA.

[Audio] 5. Effective Union-Management Relations Communication Maintain open lines of communication to address issues proactively. Regular meetings between management and union representatives. Respect and Fairness Treat union representatives and members with respect. Ensure fair treatment and avoid favoritism. Problem-Solving Adopt a collaborative approach to resolving conflicts. Use formal grievance procedures as necessary. Training and Education Train managers on labor laws and effective union relations. Provide education for employees on their rights and responsibilities..

[Audio] 6. Handling Grievances Grievance Process Filing a Grievance: Employees or unions file a complaint. Investigation: The complaint is investigated by the employer. Meeting: Both parties discuss the issue. Resolution: The issue is resolved, or further action is taken, such as arbitration. Best Practices Handle grievances promptly and impartially. Document all stages of the grievance process. 7. Dispute Resolution Methods Negotiation: Direct discussions to resolve disputes. Mediation: A neutral third party assists in reaching an agreement. Arbitration: A binding decision is made by an impartial arbitrator. Prevention Develop strong labor-management relationships. Address issues before they escalate into disputes..

[Audio] 8. Union Avoidance Strategies Proactive Management Create a positive work environment with competitive pay and benefits. Address employee concerns swiftly and effectively. Legal Compliance Avoid unfair labor practices that could lead to unionization efforts. Educate management on legal requirements and employee rights. Employee Engagement Foster a culture of respect and involvement. Regularly solicit and act on employee feedback..

[Audio] 9. Benefits of Working with Unions For Employers Stability in labor relations. Structured processes for addressing employee concerns. For Employees Improved wages and benefits. Greater job security and representation. 10. Challenges in Unionized Environments Complex Negotiations Collective bargaining can be time-consuming and complex. Potential Conflicts Conflicts may arise between management and the union over various issues. Costs Union dues and costs associated with administering collective bargaining agreements..

[Audio] MANAGING SCIENTIFIC AND PROFESSIONAL EMPLOYEES.

[Audio] 1. Understanding the Unique Characteristics High Skill Levels Scientific and professional employees often possess advanced degrees, specialized knowledge, and critical skills that are essential for the organization's success. Autonomy and Independence These employees typically require a high degree of autonomy to innovate and perform complex tasks, often working on projects that require independent judgment and problem-solving. Complexity and Specialization The work involved is usually complex and highly specialized, requiring an in-depth understanding of specific domains or fields..

[Audio] Continuous Learning Scientific and professional roles often demand ongoing education and training to keep up with rapid advancements in technology and industry standards. Professional Identity Many of these employees identify strongly with their professional or scientific communities, valuing peer recognition and contribution to their field..

[Audio] 2. Key Management Strategies A. Fostering Autonomy and Creativity Empowerment Delegation of Authority: Empower employees by delegating authority and responsibility for decision-making in their areas of expertise. Flexible Work Arrangements: Offer flexible schedules and remote work options to accommodate the need for focused work and creativity. Support for Innovation Research and Development (R&D) Support: Provide resources and support for R&D activities, including access to funding, tools, and facilities. Encouragement of Experimentation: Create a culture that encourages experimentation and tolerates failure as a part of the learning and innovation process..