Fair Labor Standards Act Analysis Argumentative

essay B
  • Words: 1327
  • Category: Labor

  • Pages: 5

Get Full Essay

Get access to this section to get all the help you need with your essay and educational goals.

Get Access

Describe the role of performance appraisal in the development of employees.

What appraisal methods are appropriate for this role? Performance appraisal identifies the strengths and weaknesses of employees for both the company and the employee to know and work on. It also identifies the training and development needs of the employee, as well as tracks down his periodic improvement and progress as reflected in the regular performance appraisal reports. Knowing all these results and inputs should be of value the employee.It will help him gauge where he is and what his next step should be to continually develop himself as a professional and as a person. Among the methods of performance evaluation, the ones that would be appropriate for the development of the employee are Critical Incidents, Graphic Rating Scales and Behaviorally Anchored Rating Scales.

(Stephen Robbins, 2003, Organizational Behavior) Critical Incidents would make the employee look back at specific critical situations he was in and remember exactly what he did, then a superior he respects would next explain why the choice he made was particularly right or wrong.These sessions should have real impacts on the employee. He will learn from his errors and will be glad he was right about some incidents. Meanwhile, Graphic Rating Scales and Behaviorally Anchored Rating Scales will both serve to boost his knowledge of his strengths and weaknesses, and of the right and wrong choices he made in the course of his job. (Stephen Robbins, 2003, Organizational Behavior) The crucial things about these methods of performance evaluation would be how the employee will see himself and how he reacts and makes decisions when right in the middle of different situations.

These methods of performance evaluation will enable him to explore the same traits he has and the same leaning or preference as applied to various scenarios. The inputs from these evaluation procedures will give the employee a sense of where he has to develop some more and where his strength lies; the inputs should feel really succinct and mighty useful since they are based on what really happened, and not just on some theories. In addition, he will be given supposedly profound advices by his superior on how he is now and how he can be better.What was the purpose of the Fair Labor Standards Act (FLSA) of 1938? Is it relevant to today’s workforce? “The purpose of the Act is to provide for minimum standards for both wages and overtime entitlement, and to spell out administrative procedures by which covered worktime must be compensated. Included in the Act are provisions related to child labor, equal pay, and portal-to-portal activities. In addition, the Act exempts specified employees or groups of employees from the application of certain of its provisions.

” (An Overview of the Fair Labor Standards Act) This Act has been applied to employees of the US Federal Government since 1974, and remains to be relevant to today’s workforce. “Section 3(e)(2) of the Act authorizes the provisions of the Act to be applied any person employed by the Government of the United States. ” Explain the doctrine of employment-at-will. What is the relationship between this doctrine and the employment agreement?The doctrine of “employment at will” establishes between the employer and the employee that either of them can terminate the relationship at any time for any reason, or for no reason. (All Business website) This means that notwithstanding the separate employment agreement between an employer and employee, either of them can still terminate their employer-employee relationship at any time since they separately signed another document for an “employment at will” agreement. The latter prevails.

Under what circumstances can an employer require drug-testing? An employer can require drug-testing by citing the Drug-Free Workplace Act, which requires some employers (those with federal contracts over $25,000 and others obtaining financial assistance grants) to create, print out and distribute to their employees policies prohibiting drug abuse at work. Other employers are encouraged to do the same, and thus have adopted a policy of drug testing of both new and current employees. Some employers test job applicants, too.The tests may be done on a periodic schedule, administered randomly, or given only when there is reason to suspect an employee. (Stephen Robbins, 2003, Organizational Behavior) How Are They Different? Power has been defined as a capacity that A has to influence the behavior of B, so that B acts in accordance with A’s wishes.

There are times when power exists, but is not used. It is, therefore, plainly a capacity or potential. One can have power but not impose it. Power is a function of dependency – the greater B’s dependence on A, the greater is A’s power in the relationship.

(Stephen Robbins, 2003, Organizational Behavior) On the other hand, politics is the use of power to influence decision-making in the organization and can also refer to behaviors by members that are self-serving and are not sanctioned by the organization. Political behavior, then, are activities that are not required to be part of one’s role in the organization, but that influence – or attempt to influence – the distribution of advantages and disadvantages within the organization. (Stephen Robbins, 2003, Organizational Behavior)Based on the above definitions of the words, power can be just latently in a person, and whether or not he will make a move to exercise it, it is there with him and people know so. In contrast, politics always mean that somebody is actively into something – whether it is a deed to do or words to be said – for his own purpose or motive. We see people with power, whether in person or on TV. Such powerful figures come in all colors, sizes and shapes.

They can just sit and do nothing, and still they personify power.Then, we see political behavior in action when we watch the same figures use their power to achieve their ends – whether good or bad. There lies the difference between power and politics. A great anecdote about power is in one of John Maxwell’s books, The 21 Irrefutable Laws of Leadership.

He wrote, as follows: “Author and former presidential speechwriter Peggy Noonan wrote about a speech Mother Teresa gave at the National Prayer Breakfast in 1994. Noonan said, ‘The Washington establishment was there, plus a few thousand born-again Christians, orthodox Catholics, and Jews.Mother Teresa spoke of God, of love, of families. She said we must love one another and care for one another. There were great purrs of agreement. But as the speech continued, it became more pointed.

She spoke of unhappy parents in old people’s homes who are ‘hurt because they are forgotten. ’ She asked, ‘Are we willing to give until it hurts in order to be with our families, or do we put our own interests first? ’ The baby boomers in the audience began to shift in their seats.And she continued, ‘I feel that the greatest destroyer of peace today is abortion,’ she said, and told them why, in uncompromising terms. For 1. 3 seconds there was silence, then applause swept the room.

But not everyone clapped; the President and First Lady, the Vice President and Mrs. Gore looked like seated statues at Madame Tussaud’s moving not a muscle. Mother Teresa didn’t stop there either. When she was finished, there was almost no one she hadn’t offended. ” If just about any other person in the world had made those statements, people’s reactions would have been openly hostile.

They would have booed, jeered, or stormed out. But the speaker was Mother Teresa. She was probably the most respected person in the planet at that time. So everyone listened to what she had to say, even though many of them violently disagreed with it. ” (John Maxwell, 1998, The 21 Irrefutable Laws of Leadership) That is power.

That is politics.REFERENCE:Guidelines on Occupational Health and Safety Management Systems, ILO-OSH 2001 by the International Labour Office-Geneva. Travis Zdrazil, Effective Ergonomic Products in the Workplace, Ezine Articles http://ezinearticles.com

Get instant access to
all materials

Become a Member
unlock