Globalization Of Exorbitant Ceos Pay Is The Epitome Of...

Clearly, the implication of previous paragraphs is that the phenomenon of exorbitant CEOs’ pay is the epitome of capitalism at play. In a world of capitalism, in which market force dominates, it is certain that the capable people should always be rewarded substantially. The argument of capitalism for CEOs’ excessive pay may be shrewd, but it faces a torrent of questions and criticism. Admittedly, American public well tolerate the enormous money and wealth the rich and powerful amass as long as they play fairly. However, American public right now is very furious when knowing that the wealthy and powerful CEOs have manipulated the system and raked in money way out of all proportion. There are a number of sound reasons why the excessive CEOs pay angers American public. First of all, American public is very reluctant to accept the assertion that CEO pay is fair as it is largely determined by the free market for talent. When CEOs claim that they receive their fair share of benefits in a system of fair play, people are ready to express their deep dismay at the way of how the companies and CEOs distribute the profits and benefits to their workers unfairly. In her article, â€Å"These Companies Have the Biggest CEO-Worker Pay Gaps†, Dr. Michal Addady, a well-known reporter at Fortune Magazine, reveals that in 2014 â€Å"the average CEO earns around 204 times what the company’s median worker receives†¦ The highest CEO-worker pay ratio was found at Discovery Communications DISCA, whereShow MoreRelatedMarketing Mistakes and Successes175322 Words   |  702 PagesPepsi. But Coca-Cola is trying hard to recover. Dell long dominated the PC market with lowest-prices, direct-to-consumer marketing. Hewlett-Packard, the world’s second biggest computer maker, chose Carly Fiorina, a charismatic visionary, to be its CEO, and she engineered a merger with Compaq. But growth in profitability did not follow, and early in 2005, the board fired Fiorina. Mark Hurd, an operational person, replaced her, and brought the company to PC dominance. But Michael Dell is fighting

Rei Sustainability Case - 1910 Words

To: Council of Executive Vice Presidents Date: 1th of November, 2012 From: Anders Fà ¦dder Subject: Evaluation of REI’s sustainability goals I am writing in response to your inquiry regarding the plausibility of maintaining the continuous growth of the company as well as satisfying its sustainability goals. The following sections will address the three issues, mentioned by top management, by first describing them, then interpreting them and lastly they will be evaluated. Conclusion and recommendations will be based on this. REI focus greatly on the impact that their business has on the environment. They continuously work on finding new and innovative solution that will help reduce these negative effects. Their corporate mission†¦show more content†¦These include: * A 50 percent transit subsidy * Showers and secure bike storage at every REI facility * Telecommuting options at our headquarters location * Web conferencing and other technology tools In 2011, REI partnered with The Nature Conservancy to implement an afforestation project on the Bayou Bartholomew property in Louisiana, which will restore forest continuity with the adjacent Chemin-a-Haut State Park. Funding provided voluntarily by REI Adventures will finance the future retirement of carbon offsets from this project. Through this effort, REI supported The Nature Conservancy s restoration of this forest ecosystem, as well as the design of a carbon project. This carbon project has been validated and registered through a credible third-party certification system (the Verified Carbon Standard). The effort will contribute to long-term systemic change, benefitting the atmosphere and the forest ecosystem, and has been designed to produce verifiable carbon offsets in the future. Though REI would seek new and innovative solutions to all aspects within the company, there is at least one were they could only offset rather than reduce. REI’s largest source of GHG emissions was REI Adventures which generated 31 percent of its total, namely flying members to adventure destinations. This exception was dealt with by purchasing carbon offsets as a part of the travel package, paid by REI. Reduction of waste toShow MoreRelatedIct Development Beneficial Effects On Health Care Organizations1013 Words   |  5 Pagesmain factors involving in the development of information and communication technologies in a healthcare environment? What is the interaction between healthcare professionals, information and communication technology and the patients who are, in any case, the final recipients-costumers? It is well known that ICT development beneficial effects on health care organizations, but in which way that is achieved? What are the technological instruments where are available nowadays, and associated with improvementsRead MoreStarbucks: Ethics in a Cup Essay1436 Words   |  6 Pagestimes a year. Starbucks partners also enjoy a 401(k), where the company matches 25% of the partners’ contribution. These benefits lead to extremely loyal employees. Food industry turnover rates are about 400% per year, while Starbucks’ is only 50% (Reis, 2010). Partners at every level are empowered to make ethical decision that affect the image of Starbucks. Starbucks publishes ethical guidelines and trains its partners to carry those responsibilities. It also teaches its own ethical decision-makingRead MoreThe Principles Of Marketing Discussion Essay3684 Words   |  15 Pagesarticle marketing or reduce its distribution and manufacturing (VIEIRA, 2004). According to Reis (2007), the concept of product life cycle comes the ever-changing market, consumers and competitors. Therefore, it requires a positioning strategy and differentiation of companies to ensure their success through investment volume management at every stage of its life cycle. According to Kotler and Keller (2006 cited REIS, 2007), to say that a product has a life cycle it is necessary to view the following factors:Read MoreFords Vision Statement : Ford6350 Words   |  26 Pagestheir physical operations to the new â€Å"Trustmark† branded Ford facilities. Through the â€Å"Trustmark† program, dealers undergo an energy assessment as part of the approval process for obtaining the renovation assistance from Ford Motor Company (Ford Sustainability Report, 2014). They also established the Ford and Lincoln Leadership Council which provides a forum for dealers go on and voice their concerns, needs, and ideas in order to work more productively as a team. For lines of communication to remainRead MoreDoes Sustainability Reporting Improve Corporate Behaviour?: Wrong Question? Right Time?14566 Words   |  59 PagesResearch Publication details, including instructions for authors and subscription information: http://www.tandfonline.com/loi/rabr20 Does sustainability reporting improve corporate behaviour?: Wrong question? Right time? Rob Gray a a University of St Andrews Published online: 28 Feb 2012. To cite this article: Rob Gray (2006) Does sustainability reporting improve corporate behaviour?: Wrong question? Right time?, Accounting and Business Research, 36:sup1, 65-88, DOI: 10.1080/00014788.2006Read MoreEssay about Anz Offshoring Strategy4554 Words   |  19 Pages2011 ANZ spokesperson Stephen Reis described ANZ’s offshore move - â€Å"We’re moving roles to those locations to improve customer service,†...We’re freeing up our front line to focus on having more face time with customers.† ANZ believe the global economy will be weaker for some time; as a result the Bank identified the opportunity to move their ‘back office’ and call centre roles to cheaper wage destinations as one way to enhance profitability and sustainability within the foreseeable economicRead MoreRepublic Act and Bills of the Philippines5877 Words   |  24 Pagesuniversal primary education, promotion of gender equality and empowerment of women, reduction of child mortality, improvement of maternal health, combating HIV/ AIDS, malaria and other diseases, ensuring environmental sustainability and development of a global partnership for development. http://www.senate.gov.ph/lisdata/1356811974!.pdf   Ã‚  Ã‚  Ã‚  13 Republic Act No. 8044   Youth in Nation-Building Act   AN ACT CREATING THE NATIONAL YOUTH COMMISSION, ESTABLISHING A NATIONALRead MoreZara vs. Hm5217 Words   |  21 Pageshave equally done very well with their marketing strategies in the past and even better in the past year of 2008 while being under the influence of the economies downfall. Sustainability has been the main marketing strategy that has made HM a highly successful business and continues to do so to this day (HM, 2008). In the case of Zara, its marketing strategy consists of high turnover in which the company usually has ten thousand single items per year running through their stores (Zara: Cool ClothesRead MoreVideo Notes29279 Words   |  118 PagesCompetitive Weapon at Starwood† | |Textbook Reference: |Chapter 1: Competing with Operations, | | |Video Case, page 30 | Summary: Recognizing that Starwood’s individual properties had their own approaches to convention planning, and that future growth and success relied heavilyRead MoreThe Vocation of the Business Leader: A Reflection15551 Words   |  63 Pagesa good business carefully avoids any actions which undermine, locally or globally, the common good. More positively, these businesses actively seek ways to serve genuine human needs within their competence and thus advance the common good. In some cases they actively promote more effective regulation on a national, international, or branch level. For example, some destructive business strategies, including corruption, exploitation of employees or destruction of the natural environment, might thereby

Ford Pinto Case Study Essay - 797 Words

Amanda Nevill Pinto Case Study February 6, 2012 1. Put yourself in the role of the recall coordinator for Ford Motor CO. It’s 1973, and field reports have been coming in about rear-end collisions, fires, and fatalities. You must decide whether to recall the automobile. A. Identify the relevant facts. In August of 1978 three teenage girls were driving a Ford Pinto and were struck from behind. The three girls died because the Ford Pinto’s fuel tank ruptured from the collision and burst into flames. There was a big debate about the safety of the Ford Pinto to its proneness to its fuel tank catching on fire in low-speed rear-end†¦show more content†¦Ford convinced NHTSA that cost/benefit analysis would be appropriate for determining not to change the fuel tank. The costs were eleven dollars per fuel tank to change which ended up equaling 137.5 million dollars. This number is very large and much bigger than the benefit if they would have not changed it, which was 49.5 million dollars. B. Identify the pertinent ethical issues and points of ethical conflict. All of the relevant facts discussed above lead to many ethical issues. Ford was aware of the problem with the gas tank leaking and could have changed it before others died from their mistakes. Putting a price value on a life to beat the Japanese in the small car market is unethical. Safety should be a company’s number one priority, not beating the completion. There was a legal issue of NHTSA and Ford. Ford was aware that the fuel tanks were not working correctly but did nothing to change it because the NHTSA, at the time, had no laws against it. C. Identify the relevant affected parties. a. Customers (Ford’s victims) b. Drivers of Pinto c. Ford Employees d. Manufactures of Ford e. Suppliers of Ford f. Dealers of Ford g. Stockholders h. NHTSA The customers (drivers of Ford) are the number one stakeholders that lost the most. They might not have lost much money or reputations, but they lost the one thing that you can never get back, their life.Show MoreRelatedCase Study: Ford Pinto598 Words   |  2 PagesCase study: Ford Pinto The actions of the Ford Motor Company during the manufacturing of its infamous Pinto vehicle are an illustration of how a negative organizational culture can impede clear thinking, even amongst highly-accomplished executives. Ford wished to create a vehicle that was inexpensive for consumers, but early tests of the Pinto showed that the Pinto had a tendency to blow up upon rear impact. Redesigning the vehicle would mean a long and costly delay, and Ford did not think itRead MoreFord Pinto Fires Case Study and Executive Summary Essay1208 Words   |  5 PagesFord Pinto Fires Case Study and Executive Summary John Bonner, Scotti Greenleaf, Rose Scarbrough MGT216 University of Phoenix October 18, 2010 Sarah Nelson Ford Pinto Fires Case Study and Executive Summary Introduction During the Late 1960’s the Ford Motor Company was one of the leading auto manufactures in the United States. Ford was credited with revolutionizing the muscle car era of the 1950’s and 1960’s. During the mid 1960’s Lee Iacocca helped Ford establish itself in the late 1960’sRead MoreFord Pinto Paper1349 Words   |  6 PagesFord Pinto Case Study The Ford pinto lasted from the 1960’s to the late 1970s and was highly controversial. This poorly made automobile came from a production race between the USA and Japan, where the United States promised an affordable, fuel efficient, and reliable car. Because of the hasty production, it left Ford with a flawed, dangerous, and untested product. The outrage over the obvious safety flaws of the Ford Pinto caused leaders to call upon their values, mission statement, and ethicsRead MoreFord Pinto Ethics Essay1660 Words   |  7 PagesFord Pinto Case: The Invisible Corporate Human Pricetag In this essay, I will argue that Ford Motor Company’s business behavior was unethical as demonstrated in the Ford Pinto Case. Ford did not reveal all the facts to consumers about a harmful gas tank design in the Ford Pinto. They tried to justify their decision to sell an unsafe car by using a Cost-Benefit Analysis which determined it was cheaper to sell the cars without changing to a safer gas tank. The price of not fixing the gas tanksRead MoreCase Study Pinto681 Words   |  3 Pages1. What moral issues does the Pinto case raise? I think Pinto case raised some serious issue of abusing human rights and not behaving ethically in the world of business. Any business/service should never ever put a value on human life and not take consideration of a known deadly danger. Ford had an option as well as the solution to design the car in a way that prevented cars from exploding; however they refused to implement it.    They thought that it was cost effective not to fix dangerous conditionRead MoreFord Pinto953 Words   |  4 PagesResponsible Commerce (COMM 101) Case 2.3 (The Ford Pinto) Week 4 1. What moral issues does the Pinto case raise? Moral issues that Ford Pinto case raises included producing dangerous products which are not safe to use it without informing the dangerous of the products to the public. In addition, lobbying the NHTSA to delay the safety measure of the products is also one of the moral issues that Ford Pinto case raises. (53 words) 2. Suppose Ford officials were asked to justifyRead MoreEthical Review Of The 1971 Ford Pinto1139 Words   |  5 PagesEthics/MGMT-368 September 6, 2014 Ethical Review of the 1971 Ford Pinto In the mid to late 1960’s American automobile manufacturing was being dominated by Japanese imports. These imports, smaller in size than the domestic vehicles at the time, offered an economical and dependable alternative to what American automobiles offered. In order to remain competitive with these Japanese imports Ford chief executive officer Lee Iacoca instructed the Ford manufacturing company to come up with a vehicle for theRead MoreComm 101984 Words   |  4 PagesCase Study 2.3 1. What moral issues does the Pinto case raise? The moral issues about the Ford Pinto is that they take their profit is more important than human life. They also did not inform the consumer about the facts of the Pinto. Lastly, they also lobbied the safety of the car to lowest standard (Shaw, Barry amp; Sansbury 2009, pp 97-99). ï ¼Ë†44 wordsï ¼â€° 2. Suppose Ford officials were asked to justify their decision. What moral principles do you think they would invoke? Assess Ford’sRead MoreThe Ford Production Of Ford Pinto994 Words   |  4 PagesThe Ford automobile company began producing the Ford Pinto line up in 1968. The Chief Executive Officer (CEO) at the time of the pinto production was Lee Iacocca. The reason for the decision to mass produce the pinto in a short amount of time is because American automobiles were losing market share to smaller Japanese imports. Lee Iacocca wanted his engineers to design and manufacture a compact car that weighed less than 2,000 pounds and cost less than 2,000 dollars. Because of this monumental taskRead MoreLearning Team Assignment: Case Study Discussion Executive Summary1420 Words   |  6 PagesLearning Team Assignment: Case Study Discussion Executive Summary MGT/216 University Of Phoenix Learning Team Assignment: Case Study Discussion Executive Summary In 1968 the Ford Motor Company decided to introduce a new subcompact car to compete with foreign imported vehicles in the subcompact category. The Vice-President of Ford at the time Lee Iacocca felt that in order to grab a larger share of the market Ford must remain competitive and a decision on putting money before human

Barack Obama s Legacy At The State Department - 1829 Words

Hillary Rodham Clinton Schoeller, Martin. Hillary Clinton. Digital image. Bloomberg Business. Bloomberg.com, 10 Jan. 2013. Web. 18 Apr. 2015. www.bloomberg.com/bw/articles/2013-01-10/hillary-clinton-business-legacy-at-the-state-department. Linsey Downing MGT-1010 900 â€Å"Hillary Diane Rodham was born on October 26, 1947 in Chicago, Illinois. Hillary was the eldest daughter of Hugh Rodham, a prosperous fabric store owner, and Dorothy Emma Howell Rodham, a homemaker. She has two younger brothers, Hugh Jr. and Anthony. As a young woman, Hillary was active in young Republican groups and campaigned for Republican presidential nominee Barry Goldwater in 1964. She was inspired to work in some form of public service after hearing a†¦show more content†¦After her graduation, she served as an advisor to the Children’s Defense Fund in Cambridge. She later moved to Arkansas where Bill was starting a political career, and they got married in 1975. In Arkansas, Hillary became a very notable and influential lawyer, while Bill’s political career flourished (Ohebsion).† Hillary Rodham Clinton and Bill Clinton had a daughter, Chelsea Victoria Clinton, on February 27, 1980. Chelsea gave birth to a daughter, Charlotte Cli nton Mezvinsky, in September 2014, making the Clintons first-time grandparents. Hillary Rodham Clinton has been involved in politics from the time she attended Maine East High School to now. She has served as president of the Wellesley Young Republicans, president of the Wellesley College Government Association, served on the editorial board of the Yale Review of Law and Social Action, the first lady of Arkansas, the first lady of the United States, Senator of New York, United States Secretary of State, and now she is running for the 2016 presidency. When Hillary was decisively elected to the U.S. Senate, â€Å"it was the first time ever that a woman was elected Senator of New York, and the first time ever that a First Lady went on to hold public office (Ohebsion).† When it comes to Hillary Rodham Clinton, there are many leadership traits that she possess. The traits that she holds that pushes her

What Cause People to Have Shame Free Essays

According to the New International Webster s Pocket Dictionary of the English Language shame means, a painful feeling caused by a sense of guilt, unworthiness, impropriety, etc. Another definition is a person or thing causing disgrace or humiliation. I m going to use the first definition in this paper. We will write a custom essay sample on What Cause People to Have Shame or any similar topic only for you Order Now There are a lot of thing that causes people to be ashamed. When shame shows up in people s lives it causes people to be unhappy, hide things from others, and to feel guilty about things. Shame causes people to be unhappy. In the story The Necklace Mathilde was a poor woman and she married and poor man. Mathilde was unhappy with her life because she wasn t living the life that she wanted to live. She wanted expensive things like large, silent anterooms, decorated with oriental tapestries and lighted by high bronze floor lamps, with two elegant valets in short culottes dozing in large armchairs under the effects of forced-air heaters (Manupassant 4). She also wanted large drawing rooms draped in the most expensive silks, with fine end tables on which were placed knickknacks of inestimable value (Manupassant 4). The last thing she wanted was the perfume of dainty private rooms, which were designed only for intimate tete-a-tetes with the closest friends, which make her the envy of all the other women. Like we discussed in class, if she was so unhappy with the way she was living then why come she didn t marry a rich man and then she would have the things that she dreamed of. Her shame over material things that she wanted made her unhappy. Also In The House on Mango Street there was this little girl and her parents they lived in a apartment that wasn t worth living in. The girl was unhappy with the place she had to live. She wanted to live in a house with a back yard and a house that wasn t tore up but in perfect condition. She wanted what we call the ideal house. In tell she will have her ideal house it s just takes time. Shame cause people to feel guilty. Guilt is a feeling of blameworthiness for having committed a crime or wrong (Webster 223). In The Necklace Mathilde was a shame of the clothes that she had. Her husband and herself were invited to a dinner party, but she refused to go because she wanted a new dress. He finally gave in and got her a new dress. After she got that she still refused to go because she didn t have any jewelry to wear so she borrowed from her friend. She went to the dance and had a good time. On the way back home she lost the necklace. Shame made here feel guilty because she had lost something that didn t belong to here. In The House on Mango Street the girl felt guilty to tell people where she stayed because of the condition of the house. The girl was ashamed of were she stayed that it made her unhappy to even have to go there everyday. In First Confession Jackie felt guilty having gone to confession to confess his sins. He thought that he was a really bad person. He told the priest that he didn t like his grandmother and her wanted her dead and that he had tried to kill his sister with a bread-knife under the table. Shame causes people to hide things from others. In The Necklace Mathilde borrowed a necklace from one of her friends and on the way home from the dinner party she loses it. Instead of telling her friend that she lost she hid it from here. So she had to borrow money from people to go buy another necklace. At the end of the story she runs into her friend that she borrowed the necklace from and to come to find out the necklace wasn t even real. When you hide things from others you re not hurting them you re hurting yourself. If she had told her friend that she lost her necklace then she wouldn t have had to go through the turmoil that she went through. In other words she should have been honest with her friend. She was so shame that she had lost her friend s necklace that she wanted to hide it from here so that she wouldn t think that she was a careless person In conclusion, shame can affect us in many ways. In this paper I talked about how shame causes people to be unhappy, to feel guilty, and to hide things from others. How to cite What Cause People to Have Shame, Essay examples

Employment Relations Practice-Free-Samples-Myassignmenthelp.com

Questions: 1.An assessment of the extent to which the procedures adhere to the standards of relevant codes of practice and Industry best practice. 2.An explanation of any changes/amendments you would recommend. Answers: 1.For best industrial practice, it is very important to understand the agreements between the employees and employers, as it may affect the organization in a huge manner. These agreements assist in outlining the organizational terms and conditions to the employees. The industrial agreement is not applicable on the awards and remuneration of the employees. However, the basic pay rate mentioned in the agreement will not be less. There award system may modify on the basis of their skills and abilities. The registered agreements are applicable until they are replaced or terminated. If the employees are not provided with proper awards and recognitions, it may mar the progress of the organization and also hamper its business structure (Purcell 2014). Employees must be protected from unlawful or unfair means of termination. They must be provided with workplace safety and security and it is the duty of the organization to ensure the wellbeing of both the employer and employee. If an employee faces any issue with the policies and procedures of the organization, he/she must feel free to refer the complaint in an appropriate manner, to the higher authorities. Following the complaint, a meeting must be arranged within seven days of working, where the matter needs to be discussed openly. In addition to this, the employees must be protected from discrimination, workplace bullying and other ill practices. The agreements must include matters like; flexible working hours, safe working conditions, conflict resolution processes, pay rates, overtime benefits and others. If an organization lacks all these, it will prove to be disadvantageous for the company itself (Saundry, McArdle and Thomas 2013). The first stage employee grievance procedure states that if any employee is having any issues, he/she can apply to the management. This includes; intellectual disability, mental and physical stress and more. Taking the matter into consideration, a meeting will be conducted and the decision must be conveyed within seven working days. A representative or colleague may accompany the employee. If the agreement does not reach in the first stage, the matter can be conveyed to the senior department. In the second stage, a meeting will be arranged in a similar manner and the decision will be conveyed to the employee within seven days of working. If the matter is not cleared in the second stage, it can be referred to the human resource department of the organization or the third stage. In the third stage, as per the instructions, a meeting will be conducted within seven days and the matter will be discussed. If the issue is still not resolved, the employee can refer to the rights commission, labor relations commission, labor court and equality tribunal that is the fourth stage. If an employee is terminated in an unjustified manner, he/she can take help of legal procedures. However, there are several disciplinary procedures which exist in this context. If an employees work or attendance or conduct is falling below the standards of the workplace, an oral warning must be given at the first stage. The warning will be removed after six months, after observing his/her performance level. In the second stage, if the employee still does not improve a written and formal warning must be given to him/her by the senior department. Written warning is more impactful and if the employee fails to improve himself/herself, the senior management team can take actions against him/her. However, it can be removed after nine months of continuous observation and keeping a track of his/her performance level (Hse.ie 2017). Even after this, if the employee fails to improve himself/herself a final written warning must be given by the higher authorities of the workplace, in the third stage. This will extend up to a period of twelve months or more, based on the circumstances. The final written warning will give a brief detail of the issues created by the employee (Gauri 2013). Failing to improve can lead him/her to severe consequences and the last stage of disciplinary procedure. However, in the last or fourth stage, if the employee still fails to improve, the higher authorities have the power to terminate him/her. The senior department will impose a dismissal or short of dismissal. This occurs in severe stages, when the employee fails to meet the requirements and standards of the work, even after continuous warning (Hse.ie 2017). It is the responsibility of the organization management to deal with such issues fairly as well as promptly. If any complaints are raised by the employees, the management team must handle the issues in a formal and professional manner. The senior authorities are highly responsible for handling such complaints in the manner, so that it does not affect the employees rights and duties. They must always be encouraged and motivated to raise their voice and opinion without any fear of dismissal (Bond 2015). If an organization is corrupted, it can never have a successful future. If the organization is unable to handle the employees issues effectively and efficiently, it will severely hamper its progress. Employees can take legal actions in such situations. However, referring to the third party is seen as the last resort. Managers must handle the issues internally ensure that no employee suffers from such situation (Mogorosi 2014). The workplace agreements help in resolving various issues between the employees and the employers. It helps in maintaining a safe and secured workplace, excluding unfair and unlawful contexts like discrimination, stereotypes and others. The safety of the workplace is totally dependent on the environment of the organization as well as their legal systems. If the organization lack strong strategies or policies, it will be difficult for both the employees and their employers to maintain a good environment (Wood, Saundry and Latreille 2014). Moreover, the employees will also not feel safe while working with the company. The employees can raise their opinion if they feel that the organization is ethically wrong. However, if any employee suffers physical issues due to work load, it is the duty of the organization to provide him/her with all sorts of medical facilities, counseling, treatment and other services. The organization must also grant paid sick leaves for the betterment of the empl oyee. Therefore, these agreements must be made before hand, in order to maintain a good workplace environment (Martin and Class 2012). 2.The code of practice has been designed to help the employers as well as the employees and senior authorities to deal with the grievance situations and disciplinary issues at the workplace. However, transparency and fairness must be promoted at the workplace, by using and developing several rules as well as procedures in order to handle the issues. These must be in written form, clear and easier to understand and specific to the point. In any cases, if any formal action is taken against an employee, it must be justified and reasonable. Employees need to be more cautious regarding such factors (Saundry 2012). For instance; if any employee faces a situation which contravenes the law, he/she should immediately inform the management in the first stage, instead of handling the situation single handedly. If it is not resolved he/she can move to the second stage and file a complaint to the senior management. If it is still not resolved, the employee should move to the third stage, or human resource department. However, if the human resource department fails to resolve the issue, the employee can now move to the last or fourth stage and take the help of third party. Therefore, the authorities need to be more active in each stage. Each department needs to see that none of the employees are facing any issues. However, if any discrimination or stereotyping occurs, employees can carry out investigative methods, to establish their points in the case. The employers must allow the employees to voice their opinion and views, fearlessly in the first stage itself. They must motivate and encourage their employees, so that the issues get resolved in the first place. Moreover, the employers must allow the employees to appeal against the formal decisions which are being made. Implementing such strategies will prove beneficial for the company and promote a safer workplace (Roche and Teague 2012). References Bond, T., 2015.Standards and ethics for counselling in action. Sage. Gauri, V., 2013. Redressing grievances and complaints regarding basic service delivery.World Development,41, pp.109-119. Hse.ie (2017). [online] Hse.ie. Available at: https://www.hse.ie/eng/staff/Resources/hrppg/Grievance_and_Disciplinary_Procedure_2004.pdf [Accessed 20 Nov. 2017]. Martin, C. and Class, R., 2012. Department of Health Human Services.Cdr. Mogorosi, L., 2014. Employee assistance programmes: their rationale, basic principles and essential elements.Social Work/Maatskaplike Werk,45(4). Purcell, J., 2014. Disengaging from engagement.Human Resource Management Journal,24(3), pp.241-254. Roche, W.K. and Teague, P., 2012. Human resource management and ADR practices in Ireland.The International Journal of Human Resource Management,23(3), pp.528-549. Saundry, R., 2012. Conflict resolution and mediation at Bradford MDC: A case study.Acas Research Papers,8, p.12. Saundry, R., McArdle, L. and Thomas, P., 2013. Reframing workplace relations? Conflict resolution and mediation in a primary care trust.Work, employment and society,27(2), pp.213-231. Wood, S., Saundry, R. and Latreille, P., 2014. Analysis of the nature, extent and impact of grievance and disciplinary procedures and workplace mediation using WERS2011.Acas Research Papers,10, p.14.