Aponte (2011). Case study: Employee use of information and communication technologies in a healthcare organization (Order No. 3531333). Available from ABI/INFORM Collection. (1152774791)
The author of this study uses the qualitative approach to research in studying the use of technologies in healthcare organization in Puerto Rico. They collected information from thirty-respondents concerning their perspectives of technology in their healthcare organization. The findings of the study suggest that information technologies are useful in enhancing the performance of workers, yet they are prone to misuse. For these reasons, the managers of the organization thought that it would be quite critical for them to monitor the use of technologies in the workplace. This study is critical in informing the scope of the research through suggesting that workplace technology policies are useful in ensuring appropriate use of technologies in the workplace to benefit from the positive contributions they offer for corporate and non-corporate organizations.
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Dillon et al. (2008). The importance of communicating workplace privacy policies. Employee Responsibilities and Rights Journal, 20 (2), 119-139.
The wake of September 9/11 attack on the US motivated the authors of this study to explore the implications of workplace privacy policies. Specifically, they considered that the terrorist attack redefined the emphasis of modern organizations on privacy issues, especially on critical information. The researchers also perceived that the new landscape on the issues of privacy mean that managers and workers alike have the responsibility of ensuring that they operate with considerations for privacy and confidentiality implications. The task of ensuring this element in their operations, as the authors suggest, is quite challenging. Therefore, they explored the importance of a workplace culture that communicates the need for the different stakeholders to be responsible in their handling of data. Their research adopted the qualitative method of inquiry in which they used surveys to collect information from multiple organizational environments and businesses around the world. They note that collecting data from controlled environmental settings would not have yielded the desired results. The importance of this study is that it informs the fact that a workplace privacy policy is critical in ensuring the safety of confidential information and improving the positive outcomes associated with the use of such information.
Garmon (2011). Writing with others: The rhetoric of cloud technologies in the workplace (Order No. 1492662). Available from ABI/INFORM Collection. (871109669).
The researcher of this study echoes Aponte (2011) in suggesting that workplace technologies are critical for improving performance of the employees. However, they delve into a different subject, the idea that the emergence of new technologies have revolutionized the manner in which people in the workplace access information. The author considers that while older technologies ensured that people understood where they kept their informational resources physically, the newer ones are continuing to eliminate the need for physical access to information. For instance, the emergence of cloud computing has enabled people to access resources from their remote locations using a wide range of applications. However, this study finds what Dillon et al. (2008) considered the greatest worry for modern managers, the fact that privacy and security of data is challenge in the use of such technologies. Therefore, this study informs two things about workplace issues. The first concerns the need for privacy of information while the second is the need for technology use policies in the same settings.
Goldner (2010). You're Going to Wear That-Appearance in the Workplace. GPSolo , 27 (21) , 1-6.
The article seeks to provide the legal guidelines concerning the series of challenges to workplace dress code that have emerged in the recent years. For instance, the author ponders on the issue concerning when body art should be considered appropriate or inappropriate in the workplace and whether it would be legal for managers to constitute and enact workplace dress codes that define the use of body art. The study perceives that challenges to managers concerning the adoption of dress code policies have come amid a growing concern about the need to avoid discriminatory practices in the workplace. For instance, what does Title VII of the Civil Rights Act of 1964 suggest on the criteria for discrimination? Is there a way in which workplace dress codes could accommodate the cultural beliefs and practices expressed in the diversity of the workplace? These questions are significant for the study since they inform the fact the adoption of workplace dress codes that comply with the law.
Hartstein & Wilde. (2014). The broadening scope of harassment in the workplace. Employee Relations Law Journal, 19 (4), 639.
In this study, the authors consider that modern employees face an increasing rats of risk related to the field of harassment based on the legislatively protected classes, disability, age, national origin, gender, sex, religion, color, and race. They note that the US courts have indicated an improved propensity to establish conduct in the workplace to the levels of actionable harassment. They further note that the Equal Employment Opportunity Commission has come out to support complainants of discrimination and harassment more than it did before. The researchers, therefore, seek to inform modern corporate managers on the growing role of policies against discrimination for the fact that it has increased in its legal implications. This study is useful for the research since it highlights the need for workplace policies against discrimination to be updated regularly to encompass the new issues that keep emerging challenging their legality.
Jenero & Galligano (2003). Courts continue to emphasize importance of policy development and training. Employee Relations Law Journal, 28 (4), 113-124.
The authors of this article adopt a descriptive qualitative methodology to research in which they explore the need for corporate policies to be done in accordance with the law. They note the fact that a growth in the number of cases involving harassment has prompted American courts to embark on reviewing whether corporate institutions realize the need and effectiveness of staff training on the topic of discrimination in the workplace. Therefore, this study resonates with Hartstein Wilde (2014) idea that workplace discrimination and harassment are issues of increasing legal concern. The two studies also echo each other in suggesting that managers must be on the lookout to ensure that they orient their workplace practices with the existing legal framework if they are to avoid the consequences of noncompliance.
Karl, Peluchette & Hall (2016). Employee beliefs regarding the impact of unconventional appearance on customers in Mexico and Turkey. Employee Relations , 38 (2), 163-181.
The researchers, in acknowledging the effect of workplace dress code on workplace outcomes, such as client satisfaction, study the effect of the perceptions of dress codes among clients of companies in Mexico and Turkey. They use a survey approach to collect data from 295 respondents from the two countries in a qualitative research. They focus on the effect of body art, such as piercings, tattoos, unconventional hairstyles and color, and other elements of dress and the effect they product on the perception of clients about their competence and resourcefulness. Even though this study focuses on the same elements of dress code, as does Goldner (2010), the researchers do not explore the element of legal implications for managers. Instead, they deal with the effect of dress codes within the workplace settings on the impression of corporations. They find that managers desire uniformity in the dress code of their employees, which is a critical finding for most modern managers who seek to impress their clients. Therefore, this research informs on the positive and negative effects of workplace dress codes that modern managers should be concerned with. It could also be suggestive of the fact that while workplace dress code has legal implications, managers should not shy away from adopting proper directions on the issue since it is beneficial for the nature of their operations.
Raj, Khattar, & Nagpal. (2017). Dress to impress- the impact of power dressing. IUP Journal of Soft Skills, 11 (3), 45-54.
This research notes that professionals and corporate executives spend a significant amount of their time worrying about the need for them to be up to date with the challenges that concern the operations of their institutions. The authors suggest that a sizable proportion of the same professional overlook the role that their professional image despite the fact that it plays a critical role in shaping their success and demeanor. They further assert that the workplace has tremendous effect on the manner in which people perceive each other through analyzing their presentation. They echo Karl, Peluchette & Hall (2016) in suggesting that dress code has fundamental influence on perception among clients and they confirm this hypothesis using a qualitative descriptive study.
Ramsingh & van Aardt (2006). An evaluation of the policy framework on HIV and AIDS in the South African public service: The effectiveness of the current guidelines and the ability of the policy framework to absorb the impact of HIV and AIDS within the public service. Public Personnel Management, 35 (3), 181-197.
This study provides a novel approach to the issue of workplace harassment. The focus on the role of policy in the ensuring an inclusion of people living with HIV and AIDS is critical, as the authors suggest since it is one of the policies against workplace discrimination. The study, therefore, attempts to examine the extent to which the current policies in the US deal with the element of inclusion of people living with the condition. The study is useful for the research on human resources practices since it provides insight on the legal issues concerning the discrimination of people living with certain conditions. It is also important that managers of corporate institutions formulate policies that that accommodate people from different backgrounds because of the legal implications that such practices carry.
Vijayasiri (2008). Reporting sexual harassment: The importance of organizational culture and trust. Gender Issues, 25 (1), 43-61.
This study explores the issue of sexual harassment in the workplace. The authors assert that the incidence of workplace sexual harassment has been on the rise in the recent years yet the current legal framework has not been effective in dealing with the cases that emerge. The authors propose several reasons that make the current legal approach ineffective in addressing the challenges of workplace sexual harassment. The most important of the issues raised is the effect of workplace cultures on reporting. The study notes that some victims fail to seek legal action for the fear of victimization by the offenders. Therefore, the findings of the research are instrumental in informing policy issues, especially on the need to develop a culture that enhances responsible relationships among employers and between workers and their managers and employers.
References
Aponte, J. I. (2011). Case study: Employee use of information and communication technologies in a healthcare organization (Order No. 3531333). Available from ABI/INFORM Collection. (1152774791)
Dillon, T. W., Hamilton, A. J., Thomas, D. S., & Usry, M. L. (2008). The importance of communicating workplace privacy policies. Employee Responsibilities and Rights Journal, 20 (2), 119-139.
Garmon, S. C. (2011). Writing with others: The rhetoric of cloud technologies in the workplace (Order No. 1492662). Available from ABI/INFORM Collection. (871109669).
Goldner, H. M. (2010). You're Going to Wear That-Appearance in the Workplace. GPSolo , 27 (21) , 1-6.
Hartstein, B. A., & Wilde, T. M. (2014). The broadening scope of harassment in the workplace. Employee Relations Law Journal, 19 (4), 639.
Jenero, K. A., & Galligano, M. L. (2003). Courts continue to emphasize importance of policy development and training. Employee Relations Law Journal, 28 (4), 113-124.
Karl, K., Peluchette, J. V. E., & Hall, L. M. (2016). Employee beliefs regarding the impact of unconventional appearance on customers in Mexico and Turkey. Employee Relations , 38 (2), 163-181.
Raj, P., Khattar, K., & Nagpal, R. (2017). Dress to impress- the impact of power dressing. IUP Journal of Soft Skills, 11 (3), 45-54.
Ramsingh, O. R., & van Aardt, C.,J. (2006). An evaluation of the policy framework on HIV and AIDS in the South African public service: The effectiveness of the current guidelines and the ability of the policy framework to absorb the impact of HIV and AIDS within the public service. Public Personnel Management, 35 (3), 181-197.
Vijayasiri, G. (2008). Reporting sexual harassment: The importance of organizational culture and trust. Gender Issues, 25 (1), 43-61.
