Sentence Structure

Project Risk Management - Fluidity in Risk Planning Case...

Risk Paper 2 Project Risk Management- Professor Hurst Fluidity in Risk Planning – A Case Study One of the most important steps within a project is risk management because it plans for and responds to risks that impact the overall project deliverables including budget and timeframe. Risk management is used to mitigate risk in ways that align with each individual risk and its potential impact. During the risk management process risks are identified and defined and a plan to control, monitor and eliminate them is created. Risks from all areas are brought up during these brainstorming sessions of the risk management planning phase and are planned for accordingly. The work breakdown structure of the project is used as a guide when†¦show more content†¦Phase one was a simpler stage of the case study because it consisted of brainstorming and risk identification without taking into consideration the positive or negative impacts a third party would have. This does not mean that it didn’t plan for those as phase two was to follow once tender submissions were received. Ph ase two, however, had a more compelling assessment of risk because it had a map already outline and it just needed to follow it to arrive at the best possible location or situation. The first phase identified risk assessment formulas to quantify the risks; it created a baseline of risks and audit proof steps to follow. With those results in mind, the second phase was more concrete because it followed the steps set forth by the first phase, analyzed the impact of the actions of the tenderer on the baseline risks, assessed those, ranked them and then assigned numerical values using the formula set forth in the first phase. These two cases are so much alike yet they are so different as well. They are alike because they use the same process to identify and rank risks but their baselines are different. The first case, phase one, started with a blank slate using the WBS to identify risks while the second case, phase two, used the baseline set forth by the first phase and used the WBS to e xplore new ways and their impacts on the overall project. Both phases of this case study are crucial in risk management projects and are enforceable whether aShow MoreRelatedPortfolio Management: Scott Paper Case Study1220 Words   |  5 PagesPaper Case Study Q1. What elements of project portfolio management are currently in place in the process to develop new products for Scott Paper? As its name implies, project portfolio management groups projects so they can be managed as a portfolio, much as an investor would manage his stocks, bonds and mutual funds (Solomon 2002:1). As an international paper purveyor, Scott Paper sells a wide range of products in a variety of markets. 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They were predominantly young (25-44) affluent Source: Mintel 2001b †¢ Climatic Environmental forces have a very large impact on PPT, especially European travellers, as defined by the dramatic increase over the years toRead MoreSociology of Tourism - Pro Poor Tourism6321 Words   |  26 Pagesbe from a wide variety of age groups (20–64), but predominantly from pre-family and empty-nester life-stages †¢ The ‘ethically aware’ (11%) were mainly concerned with environmental impacts of tourism, but also aware of socio-cultural issues and the risk of negative impacts. They were predominantly young (25-44) affluent Source: Mintel 2001b †¢ Climatic Environmental forces have a very large impact on PPT, especially European travellers, as defined by the dramatic increase over the years to (for

Claudio As A Young And Inexperienced Count And His Immaturity

Claudio is a young and inexperienced count and his immaturity is evident. His love for Hero is true, but their relationship was unstable throughout the play. Claudio is gullible and easily influenced by others. Claudio’s inconsistency of opinion enables the central plot in Much Ado About Nothing. Claudio claimed to have feelings for Hero when he first met her, but it was not until after the war that he acted upon those feelings. Claudio asked Benedick how he felt about Hero (I.i.155-162). Claudio wanted to know Benedick’s opinion of Hero before Claudio admitted to his liking of her. Claudio cares about other’s opinions and is easily swayed. When Don Pedro and Benedick agree that Hero is a modest lady, it gives Claudio permission to fall completely in love with her. Claudio is a passionate person, so when he has feelings about something, he feels deeply. His love for Hero is strong, but others can easily manipulate his love. Don Pedro offers to help Claudio court Hero. (II.i.162) Claudio trusts his friend to help him. Don John took away that trust rapidly by simply telling Claudio that Don Pedro was courting Hero for himself. Claudio is gullible and believes the lie without hesitation. When Claudio asks for proof, Don John claims he heard Don Pedro admit his love for Hero. One piece of questionable evidence is plenty to make Claudio furious. Claudio declares his friendship with Don Pedro invalid and loathes Hero. Claudio’s passion fluctuates from love to hate instantaneously

Dealing with Workplace Romance-Free-Samples-Myassignmenthelp.com

Question: Drawing on relevant literature as well as insight from this module, discuss the policies and processes organizations need to put in place to manage the aftermath of dissolved workplace romance. Answer: Introduction For quite some time, employees have been exposed to workplace romance, which makes it necessary to divert all attention to the menace as it reduces organizational performance. According to (Alder, 2014), workplace romance is a relationship between two organization members with the presence of sexual attraction, communicated affection and recognition of the relationship as something more than just a mere professional platonic. Statistics reveal that in the world 40-47% of employees have been involved in workplace romance in their workplace. From the 47% involved employees, the stats further show that 20% of them were receptive to an office romance. According to (Azeez, 2016), workplace romance comes along when two members of the same organization develop a relationship that has mutual attraction. The author holds that the romance may damage both morale and productivity in the workplace where organizations are in a state of imbroglio regarding whether to handle the workplace relationsh ip or not because they have not made out which department can be charged with the mandate of handling the situation. Research shows that the number of organizations has written policies for workplace romance has doubled since the year 2005(Tengberg, 2014). Even though organizations are embracing policies to deal with the workplace relationships, the percentage of those involved has not been declining due to two reasons; firstly, many people decide to keep it a secret and therefore no one can notice, secondly, with the advent of social media and virtual connectivity relationships can easily be made and managed. Background information The reason as to why individuals engage in workplace romance has been a real paradox. Many are the people who have been digging into the matter to establish reasons for the same, but most of them come up with squinting evidence and unrealistic reasons. Anyway, various reasons lead to workplace romance depending on whom and who is involved in the romance. According to (Fritz, 2014), workplace romance is brought about by several motives. The first motive is time. When individuals intermingle for some time at the workplace, a relationship develops naturally just the same case as when student interact for a long time in schools such as universities and colleges. Another motive is ease of opportunity. The motive holds that work provides close proximity of coworkers. The most fundamental reason for this motive is the aspect of covering things together, traveling together and doing many things together making it easy to share the same experiences. It is also encouraged by the fact that one is likely to meet a person having similar interests to his regarding their belief system(Rumens, 2017). Another major cause is the hook-ups. Research shows that some of the workplace romances are brought about by the desire to have physical relationships. Some of the people involved have testified that it is purely physical and that it could continue forever if both parties are willing participants. (Belinda, 2017), says that intensive emergency oriented tasks make relationship migrate from work to being personal. Sometimes intensity blasts through relationship boundaries. However, time factor tends to erode these boundaries. When people spend more time together, they become more comfortable with each other and begin establishing some attraction. When they became more comfortable, they begin sharing more. The sharing makes them start viewing themselves as a couple which is partnered together. These people begin viewing themselves in a rational context where sometimes coworkers reinforce this perception if being a couple by recognizing them jointly as well as praising them for their achievement(Shuck, 2017). In that case of a relationship, there comes a time when one both of them loosens up allowing their boundary to slip. If they are not careful enough to repeatedly reestablish the boundaries between their relationships within a certain framework, then the partners will stop vie wing their relationship as a normal professional platonic but rather something more romantic. Considering the number of working hours, most ones time is spend working in an office. A combination of time spent together, the intensity and partnering caused by tasks that are related to work, breed workplace romance. From the above discussion, it is precisely clear that workplace romance is something that evolves slowly and over a long period depending on the participants. It is purely natural and sometimes people find themselves into it unawareness. It is arguably true that most of the workplace relationships are not planned but develops over time as a result of daily interactions, and spending time together(Mohammad, 2016). Even though workplace romance is natural, the good news is that it can as well be avoided in several ways. One of these ways is keeping professional. As discussed earlier, workplace romance comes along when one or both parties loosen and the boundaries between their relationship slips. When corrective measures are not taken to re-establish the professionalism of their relationship, then workplace romance comes along(Freeman, 2015). When individuals remain professional and do their job, workplace romance may be avoided. This move also calls for professionalism in the use of s ocial media. Loosening up in social media fuels workplace romance. Main focus As discussed earlier in this paper, there are varying causes of workplace romance. Since that has been dealt with and we have already known that it is something that is not factual, it becomes imperative to get a glimpse of the impacts of workplace romance dissolution. Sometimes these relationships come to an end with both parties continuing to work in the same organization. That brings a state of bad feeling and discomfort in the workplace. It leads to disunity and teamwork goes down. Workplace romance dissolution brings about workplace complications as the coworkers eliminate even the professional relationship they had(Lu, 2017). That has a negative impact on productivity. Overall, dissolution of a workplace romance has numerous effects, and it, therefore, becomes imperative to develop policies and strategies to manage its aftermath. Companies or organizations can respond to the same using different policies and processes. Firstly, awareness programs and training are very important . Both the victims of a dissolved workplace romance are left in a state of confusion, and that may adversely affect their performance and in the organization and therefore they ought to be supported to fight the situation and ease the transition. Human beings are shaped in such a way that it is hard to find consolation within oneself and this prompts the importance of awareness programs and training. The organization ought to develop a team that advises the victims of a dissolved workplace romance and help them get out of it successfully(Johansson, 2017). Whenever dissolution of the relationships occurs, victims should be free to get assistance from a pre-existing body solely put up for dealing with such issues where the victims are counseled stepwise and informed of the dos and don'ts for a quick recovery. Sexual harassment lawsuit is another critical policy aimed at managing a dissolved workplace romance. In most of the times, workplace romance is vertical where the senior target the junior employees with claims of providing favors. Sometimes these lower level employees turn down the offer. Unrelenting employees suffer sexual assault and harassment. That may prompt them to file a lawsuit. The company must set up guidelines on the filing of the lawsuit, its implications as well as to what extent would sexually assault call for sexual harassment lawsuit compensation(Cowan, 2016). Victims of sexual assault should have the freedom of finding legal assistance whenever the need arises. Sometimes support in this manner may call for the provision of a lawyer for the assaulted victim by the organization in case he/she does not have one. This approach is one of the best because it ensures that victims transit easily and that those caught with offenses are subjected to the required legal punishm ent to ensure that they dont repeat the same and that others employees shun the behavior. Protecting the employees is yet another crucial strategy. In most of the times, the voiceless employees give into workplace relationships due to fear and lack of policies protecting them. However, the good news is that most of the organizations in the modern day world are embracing and implementing workplace romance policies to protect junior employees(Clegg, 2016). While that is happening, workplace romance has not yet come to a halt. An organization, therefore, ought to have a completely functional policy which put forward the disciplinary actions that are to be taken by officers sexually assaulting employees. The framework should comprise provisions giving a stern warning to those planning to do the same. Employees should always have the feeling that they are protected and that their rights cant be easily are violated and exposed to sexual torture(Bellmore, 2015). In case if an ended workplace relationship, the organization should protect the victims of any danger such as seclusio n. Victims of a terminated workplace romance should not at any time lose their sense of self-worth in the organization. Both they and their property in the organization must be secure to be able to recover faster. Another crucial practice an organization can take to deal with the aftermath of a dissolved workplace romance is the protection of the ex-partner. After an ended relationship, usually, one of the partners considered to be the cause of the dissolution is ill-treated. Ill-treatment involves aspects such as hatred, betrayal in the face of the employer, physical violence, and even assassination(Bhebhe, 2019). An organization should protect such a victim so that nothing bad appears to him or her. In the organization environment, the victim should not feel like an outcast and should be given equal opportunities as the rest of the employees. To adequately protect the ex-partner, the organization can come up with a framework of rules and regulations prohibiting any type of violence within and without the organization for its employees(Chan-Serafin, 2017). The policies should show consequences of deviation from the stipulations. Sometimes the impact of a dissolved workplace romance is too hug e that a victim may end up losing his or her job. An organization should provide job security for the ex-partner. Even if a higher employee attempts to cancel the contract of a lower employee who turned down or broke a relationship, the company should stand for the truth and protect the job of the victimization victim. While an organization has a role to play in the management of the aftermath of a dissolved workplace romance, it also should be appreciated that the victims also have a critical role to play. When the organization is playing its part, an individual victim should play his or her role too. For instance, a victim should keep professional and treat the ex-partner as a co-worker(Byun, 2014). That can be achieved by making all the communications polite and professional even than any other person. Another management strategy is avoiding gossiping about the ex-partner and limit interactions with the person. One ought to channel all his/her energy in work and stop focusing or thinking about the broken relationship. Conclusion Workplace romance is evident in both modern dual and ancient workplaces. These workplace relationships are usually fuelled by long conduct hours together as well as a sense of commonness among the same organization employees. Employee trips and tours also increase the chances of workplace romance. In some cases, senior employees demand workplace relationships with junior employees in exchange for other favors within the workplace. That is something that against both work and leadership ethics. The advent of social media and virtual connectivity has eased the beginning and maintenance of workplace romance. Organizations have a moral duty and obligation to protect their employees from sexual assault as well as ex-partners from any harm. Individual employees also have a role to play in dealing with the aftermath of a dissolved workplace romance. Conclusively, workplace romance, however natural, it can be avoided by remaining professional and keeping a professional boundary between fello w employees. References Alder, G., 2014. Rethinking love at the office: Antecedents and consequences of coworker evaluations of workplace romances. Human Resource Management, 5(8), pp.76-89. Azeez, N., 2016. Perceived Workplace romance motives. In Academy of Management Proceedings In Academy of Management Proceedings of Management., 76(4), pp.45-59. Belinda, C., 2017. Adult Attachment and Workplace Romance Motives. An Examination of the Association Between Romantic Relationship Dynamics and Employee Work Outcome, 7(9), pp.56-74. Bellmore, A., 2015. The trouble with bullying in high school: issues and considerations in its conceptualization. Adolescent research review, 5(7), pp.47-68. Bhebhe, M., 2019. Workplace Romance: Rationale for Human Resource Practitioners Intervention. A Case of a Local Authority in Zimbabwe, 5(8), pp.84-89. Byun, K., 2014. You Can Get Fired for Flirting. Critique of Sex Discrimination Law in the Workplace through Nelson, 7(8), pp.35-47. Chan-Serafin, S., 2017. The perils of dating your boss: The role of hierarchical workplace romance and sex on evaluators career advancement decisions for lower status romance participants. Journal of Social Responsibility, 6(8), pp.77-93. Clegg, S., 2016. Powers of romance: the liminal challenges of managing organizational intimacy. Journal of Management Inquiry, 6(8), pp.53-78. Cowan, R., 2015. Understanding Information and Communication Technology Use in Workplace Romance Escalation and De-Escalation. International Journal of Business Communication, 6(78), pp.71-86. Cowan, R., 2016. Love at the office? Understanding workplace romance disclosures and reactions from the coworker perspective. Western Journal of Communication, 6(8), pp.56-89. Freeman, R., 2015. Gender Issues in the Workplace. Darden Business Publishing Cases, 7(3), pp.48-53. Fritz, J., 2014. Researching workplace relationships: What can we learn from qualitative organizational studies? Journal of Social and Personal Relationships, 4(8), pp.76-89. Johansson, S., 2017. Desires and taboos: Sexual relationships between coaches and athletes. International journal of sports science coaching, 7(6), pp.87-90. Lu, J., 2017. Close intercultural friendships and romantic relationships spark creativity, workplace innovation, and entrepreneurship. Journal of Applied Ethics, 3(7), pp.43-56. Mohammad, J., 2016. Ill do whatever I want who are you to prohibit me?. A tattle tale of workplace deviance, 5(89), pp.65-79. Rumens, N., 2017. Researching workplace friendships: Drawing insights from the sociology of friendship. Journal of Social and Personal Relationships, 6(23), pp.68-75. Shuck, B., 2017. Co-workers with benefits: The influence of commitment uncertainty and status on employee engagement in romantic workplace relationships. Journal of Management Development, 47(86), pp.56-98. Tengberg, L., 2014. Workplace Romances:"Going to Work Is Amazing and Fun." International Journal of Psychological Studies, 7(7), pp.27-45