Assignment Prompt & Instructions
see attached
– 2 years ago
**files (2)**
– ## GradDiscussionRubric.pdf
– ## wk7respshraRecrlaw.docx
**## GradDiscussionRubric.pdf**
TCOB Graduate Studies Discussion Rubric
Criteria No Submission
0 points
Novice
(Criterion is missing or not
in evidence)
1-13 points
Basic
(works towards meeting
expectations;
performance needs
improvement)
14-16 points
Proficient
(meets expectations;
performance is satisfactory)
17-18 points
Exemplary
(exceeds expectations;
performance is outstanding)
19-20 points
Support of
Week's Reading
No Student
Submission
(0 points)
Does not refer to the
readings to support postings
(1-13 points)
Alludes to the readings
to support postings
(14-16 points)
Refers to examples from the
readings to support postings
(17-18 points)
Provides concrete examples from
the readings to support postings;
integrates prior readings in
postings
(19-20 points)
Observations No Student
Submission
(0 points)
Does not integrate personal
observations or knowledge;
does not present new
observations
(1-13 points)
Integrates personal
observations and
knowledge in a cursory
manner; does not
present new
observations
(14-16 points)
Integrates personal
observations and knowledge
in an accurate way; presents
new observations
(17-18 points)
Integrates personal observations
and knowledge in an accurate and
highly insightful way; presents
new observations
(19-20 points)
Response to
Classmates
No Student
Submission
(0 points)
Responds in a cursory
manner to classmates’
postings
(1-13 points)
Constructively responds
to classmates’ postings
(14-16 points)
Constructively responds to
classmates’ postings; offers
insight that encourages other
students to think critically
about their own work.
(17-18 points)
Constructively responds to
classmates’ postings; masterfully
connects the material presented
in classmates’ postings to their
responses; encourages classmates
to think critically about their own
work.
(19-20 points)
Organization,
Word Choice,
and Sentence
Structure
No Student
Submission
(0 points)
Posts are disorganized and
information is not presented
in a logical sequence; word
choice and sentence
structure are not suitable
(1-13 points)
Posts are somewhat
disorganized, and
information is not
presented in a logical
sequence; word choice
and sentence structure
are not suitable
(14-16 points)
Posts are organized, and
information is presented in a
logical sequence; word
choice and sentence
structure are suitable; there
are a few errors; however,
errors do not affect
readability.
(17-18 points)
Posts are organized and
information is presented in a
logical sequence; word choice and
sentence structure are suitable;
no errors in the response.
(19-20 points)
References No Student
Submission
(0 points)
Includes no sources to
support conclusions
(1-13 points)
Includes 1 outside
source to support and
enrich the discussion;
Includes 2 or more outside
sources to support and
enrich the discussion;
sources are properly cited in
Includes 2 or more outside
sources to support and enrich the
discussion; sources are cited using
APA format; style guidelines are
TCOB Graduate Studies Discussion Rubric
sources are not properly
cited in APA format
(14-16 points)
APA format and are properly
integrated into the discussion
response
(17-18 points)
masterfully integrated into the
discussion response.
(19-20 points)
**## wk7respshraRecrlaw.docx**
**Please respond to 1.a and 1.b peers' response using the following question:** Should you report him to your supervisor and provide information that may incriminate the injured worker and cause him to lose benefits?
**Please cite scholarly authors for each. Use APA RUBRIC.**
**MEL 1.A**. The Occupational Safety and Health Act of 1970 (OSHA) was enacted to ensure workplace safety by establishing standards that employers and employees must follow to maintain a safe working environment. Employers are responsible for providing a hazard-free workplace, complying with OSHA regulations, and offering safety training programs. Employees, in turn, must adhere to safety policies, use protective equipment, and report hazards to maintain a secure work environment (Moran, 2014).
In the case of an injured worker who ignored safety regulations, ethical and legal considerations must be evaluated. Reporting workplace accidents truthfully ensures compliance with OSHA regulations and maintains workplace integrity (U.S. DOL, 2023). Falsifying information to protect a coworker can have severe consequences, including compromising workplace safety and legal violations. Employees who witness the incident should provide an honest account to the supervisor. Employers rely on accurate reports to implement corrective actions and prevent future injuries. Additionally, workers' compensation claims are subject to investigation, and fraudulent claims may lead to penalties for both the injured worker and those who provide false statements (NCCI, 2023).
Employers and employees have distinct but complementary responsibilities for workplace safety. Employers are tasked with providing a safe environment, while employees must follow safety protocols and report violations. In the given scenario, reporting the coworker’s actions is the ethical course of action, as it upholds the principles of safety, integrity, and accountability. The responsibility to report accurate information aligns with OSHA’s mandate to maintain workplace safety. Employees who provide false statements risk legal consequences under laws against fraud (NCCI, 2023). If unsafe behavior is ignored, it may encourage others to disregard safety protocols, leading to workplace injuries. Reporting the truth upholds workplace safety, reinforces accountability, and supports a culture of compliance (U.S. DOL, 2023).
References
Moran, J. J. (2014). Employment law: New challenges in the business environment (6th ed.). Pearson.
U.S. Department of Labor. (2023). Occupational Safety and Health Administration (OSHA) laws and regulations. https://www.osha.gov/laws-regs
National Council on Compensation Insurance (NCCI). (2023). Workers' compensation fraud and its consequences. https://www.ncci.com/Articles/Pages/Insights-WorkersCompFraud.aspx
**CRY 1.B.** Workplace Safety
Employee safety should be the number one priority of all organizations because it protects the physical well-being of workers while reducing the risk of serious accidents and injuries. Safety is universally regarded as an essential right for customers and employees alike. Government agencies, such as the Occupational Safety and Health Administration (OSHA) were created to enforce safety standards. Companies spend millions every year testing their products and making their workplace environments physically and psychologically safe (Vikkas, Piazza, & Singh, 2024). Employers strive to stay in compliance with OSHA regulations to avoid fines, stiff penalties, and legal liabilities that could result from violating safety regulations.
At my previous employment at a shipbuilding company, OSHA was known for its rigid inspections, checking to see if the Shipyard met OSHA specific duty standards (e.g., requiring employees to wear personal protection equipment (PPE) (Cheeseman, 2019), or issuing fines when an accident occurred. The company desperately wanted to retain OSHA’s 5-star rating, which gave them an exemption from random or surprise inspections. So, employees were encouraged to report safety hazards to ensure a culture of safety was a part of the organizational culture. However, reporting a colleague’s egregious safety violation can be intimidating for the most ethical employee. Potential reprisals and being labeled with the dreaded title of a workplace snitch can be reporting barriers for workers.
Nevertheless,
[workplace safety](https://www.selectinternational.com/employee-safety-assessment?__hstc=257885332.8d6c9f01d92351634ebe15c2a276307f.1555947748743.1555947748743.1555947748743.1&__hssc=257885332.4.1555947748744&__hsfp=3698749464) is a shared responsibility between a company and its individual workers. Therefore, I would report my co-worker to the supervisor. When employees do not comply with enforced safety rules and engage in
[high-risk behaviors](https://www.laborsoft.com/blog/3-technology-tools-that-can-reduce-the-risk-of-an-employee-lawsuit-or-settlement), it could result in unnecessary hazards for themselves and the workers around them (Miller, 2024). The employee willfully ignored safety regulations, which OSHA considers the most serious type of safety infraction. While worker’s compensation fraud is deplorable, the more grievous behavior is potentially subjecting innocent co-workers to a severe injury or death. HR can mitigate an unsafe work environment by implementing a safety violation reporting policy that includes: 1) clear reporting channels to address safety violations; 2) immediate disciplinary action for violations of safety rules; 3) anti-retaliation rules to protect employees; 4) communicate the organization commitment to workplace safety; and 5) training awareness to educate workers on their ethical obligation to report safety violations. Eliminating workplace safety hazards for employees is obtainable when employers enforce established safety protocols and have zero-tolerance for safety rule violations.
References
Cheeseman, H. (2019).
_Business law: legal environment, online commerce, business ethics, and international issues (10th ed.)._ Boston: Pearson.
Miller, D. (2024, October 23).
_Dealing with Employee Misconduct in the Workplace_. Retrieved from HR Acuity: https://www.hracuity.com/blog/employee-misconduct/
Vikkas, M., Piazza, A., & Singh, S. (2024, October).
_Safety Should Be a Performance Driver_. Retrieved from Harvard Business Review: https://hbr.org/2024/09/safety-should-be-a-performance-driver
**Please respond to 1.c and 1.d peers' responses using the following questions: Please cite scholarly authors for each.**
· How do your own experiences compare with your peers?
· What other suggestions could you provide to your peers to improve their orientation and socialization experiences as new hires?
· Do you think your peers made the right decision about remaining employed with their organization(s)?
**Nic 1.C,** In my current role, I did not encounter any major issues, but I noticed that after my tenure, the new hire classes began facing challenges. Specifically, they were not receiving their laptops on time, which caused significant delays since having a computer is essential for work. As a result, the new hires were left in a state of uncertainty during their onboarding sessions. They were unable to apply the knowledge they had gained in their training, as they had no equipment to work with. A successful onboarding experience requires that enough equipment is ordered well in advance, based on the start dates of the new hire classes or individual employees (Polc, 2023). This ensures that every new hire has the tools they need to begin their roles smoothly and efficiently.
Furthermore, a smooth and efficient onboarding process is critical to a new hire’s success, and timely access to necessary tools—such as computers and other equipment—plays a major role in this. Delays in receiving equipment can cause unnecessary frustration and lead to disengagement during the onboarding process. When new hires are not properly equipped from the start, it can negatively impact their ability to integrate into their role and apply the training they’ve received (Polc, 2023). Best practices for onboarding include ensuring that all equipment and resources are ordered and available well in advance of the employee’s start date (Baluch & Main, 2022). This proactive approach not only improves the new hire experience but also sets them up for long-term success within the organization.
References:
Baluch, A., & Main, K. (2022). 14 onboarding best practices. Forbes.
[https://www.forbes.com/advisor/business/onboarding-best-practices/](https://www.forbes.com/advisor/business/onboarding-best-practices/)
Polc, L. (2023, March 15). Avoiding the Onboarding Pitfalls: 12 Worst Practices That Hinder New Employee Success. Hrmhandbook.com.
[https://hrmhandbook.com/hrp/onboarding/pitfalls/](https://hrmhandbook.com/hrp/onboarding/pitfalls/)
**Tif 1D.** As a new hire going through the orientation and onboarding process, easily the most frustrating aspects of beginning a new role encompass having to sit independently and watch multiple PowerPoint presentations or videos that provide a high-level overview of the organization, the job at hand, and various other responsibilities. In previous jobs, it was not uncommon for me to have to dedicate multiple days to watching extremely mundane HR-required training and orientation videos and presentations. These resources were often so difficult to continuously pay attention to that I failed to retain a lot of important information, all of which would tend to come in all at once, with little time for me to process everything and absorb all that I need to successfully. As noted by Sani et al. (2023), it is common for employees to feel this way about these types of onboarding and orientation formats; they contribute to feelings of “dwindling social connectedness and personal wellbeing,” as well as “poor employee relations” (p. 637).
What I have found most helpful, however, is engaging in job shadowing. Job shadowing has been shown to be a highly effective way of teaching new staff about their role and the functioning of the organization (Davila & Pina-Ramirez, 2018). I have had the best experiences taking time to work with each team member of the organization who is able to show me different parts of my new role. It has been extremely useful to Engage in job shadowing with not only people who share the same role as me but also other people, specifically those I may interact regularly with, like the compliance department. It is through these opportunities that I am able to take a more hands-on approach to learning about the position I have been hired for, and I also can be exposed to the specific processes I am responsible for with someone who can easily walk me through it.
My experiences with orientation and onboarding have impacted my decision to continue to be employed at the organizations for which I am hired. It is common for poor onboarding experiences to be associated with higher turnover rates (Gupta et al., 2018). If I do not receive adequate initial training, then I’m more likely going to suffer for the rest of my time working in that role. I have work jobs where I have received very little training, and I never was able to fully catch up or understand what I was supposed to be doing. For example, in my last role, there were reports that I was supposed to be completing, but I was never informed of them and they were never included in any training, so I never did them. Yet, I still received sanctions for failing to complete this essential work that I did not know even existed. This left a bad impression on me that ultimately set the foundation for my decision to leave that company.
References
Davila, N., & Pina-Ramirez, W. (2018).
_Effective onboarding_. Association for Talent Development.
Gupta, P. D., Bhattacharya, S., Sheorey, P., & Coelho, P. (2018). Relationship between onboarding experience and turnover intention: intervening role of locus of control and self-efficacy.
_Industrial and Commercial Training_,
_50_(2), 61-80.
[https://doi.org/10.1108/ICT-03-2017-0023](https://doi.org/10.1108/ICT-03-2017-0023)
Sani, K. F., Adisa, T. A., Adekoya, O. D., & Oruh, E. S. (2023). Digital onboarding and employee outcomes: empirical evidence from the UK.
_Management Decision_,
_61_(3), 637-654.
[https://doi.org/10.1108/MD-11-2021-1528](https://doi.org/10.1108/MD-11-2021-1528)
**## wk7respshraRecrlaw.docx**
**Please respond to 1.a and 1.b peers' response using the following question:** Should you report him to your supervisor and provide information that may incriminate the injured worker and cause him to lose benefits?
**Please cite scholarly authors for each. Use APA RUBRIC.**
**MEL 1.A**. The Occupational Safety and Health Act of 1970 (OSHA) was enacted to ensure workplace safety by establishing standards that employers and employees must follow to maintain a safe working environment. Employers are responsible for providing a hazard-free workplace, complying with OSHA regulations, and offering safety training programs. Employees, in turn, must adhere to safety policies, use protective equipment, and report hazards to maintain a secure work environment (Moran, 2014).
In the case of an injured worker who ignored safety regulations, ethical and legal considerations must be evaluated. Reporting workplace accidents truthfully ensures compliance with OSHA regulations and maintains workplace integrity (U.S. DOL, 2023). Falsifying information to protect a coworker can have severe consequences, including compromising workplace safety and legal violations. Employees who witness the incident should provide an honest account to the supervisor. Employers rely on accurate reports to implement corrective actions and prevent future injuries. Additionally, workers' compensation claims are subject to investigation, and fraudulent claims may lead to penalties for both the injured worker and those who provide false statements (NCCI, 2023).
Employers and employees have distinct but complementary responsibilities for workplace safety. Employers are tasked with providing a safe environment, while employees must follow safety protocols and report violations. In the given scenario, reporting the coworker’s actions is the ethical course of action, as it upholds the principles of safety, integrity, and accountability. The responsibility to report accurate information aligns with OSHA’s mandate to maintain workplace safety. Employees who provide false statements risk legal consequences under laws against fraud (NCCI, 2023). If unsafe behavior is ignored, it may encourage others to disregard safety protocols, leading to workplace injuries. Reporting the truth upholds workplace safety, reinforces accountability, and supports a culture of compliance (U.S. DOL, 2023).
References
Moran, J. J. (2014). Employment law: New challenges in the business environment (6th ed.). Pearson.
U.S. Department of Labor. (2023). Occupational Safety and Health Administration (OSHA) laws and regulations. https://www.osha.gov/laws-regs
National Council on Compensation Insurance (NCCI). (2023). Workers' compensation fraud and its consequences. https://www.ncci.com/Articles/Pages/Insights-WorkersCompFraud.aspx
**CRY 1.B.** Workplace Safety
Employee safety should be the number one priority of all organizations because it protects the physical well-being of workers while reducing the risk of serious accidents and injuries. Safety is universally regarded as an essential right for customers and employees alike. Government agencies, such as the Occupational Safety and Health Administration (OSHA) were created to enforce safety standards. Companies spend millions every year testing their products and making their workplace environments physically and psychologically safe (Vikkas, Piazza, & Singh, 2024). Employers strive to stay in compliance with OSHA regulations to avoid fines, stiff penalties, and legal liabilities that could result from violating safety regulations.
At my previous employment at a shipbuilding company, OSHA was known for its rigid inspections, checking to see if the Shipyard met OSHA specific duty standards (e.g., requiring employees to wear personal protection equipment (PPE) (Cheeseman, 2019), or issuing fines when an accident occurred. The company desperately wanted to retain OSHA’s 5-star rating, which gave them an exemption from random or surprise inspections. So, employees were encouraged to report safety hazards to ensure a culture of safety was a part of the organizational culture. However, reporting a colleague’s egregious safety violation can be intimidating for the most ethical employee. Potential reprisals and being labeled with the dreaded title of a workplace snitch can be reporting barriers for workers.
Nevertheless,
[workplace safety](https://www.selectinternational.com/employee-safety-assessment?__hstc=257885332.8d6c9f01d92351634ebe15c2a276307f.1555947748743.1555947748743.1555947748743.1&__hssc=257885332.4.1555947748744&__hsfp=3698749464) is a shared responsibility between a company and its individual workers. Therefore, I would report my co-worker to the supervisor. When employees do not comply with enforced safety rules and engage in
[high-risk behaviors](https://www.laborsoft.com/blog/3-technology-tools-that-can-reduce-the-risk-of-an-employee-lawsuit-or-settlement), it could result in unnecessary hazards for themselves and the workers around them (Miller, 2024). The employee willfully ignored safety regulations, which OSHA considers the most serious type of safety infraction. While worker’s compensation fraud is deplorable, the more grievous behavior is potentially subjecting innocent co-workers to a severe injury or death. HR can mitigate an unsafe work environment by implementing a safety violation reporting policy that includes: 1) clear reporting channels to address safety violations; 2) immediate disciplinary action for violations of safety rules; 3) anti-retaliation rules to protect employees; 4) communicate the organization commitment to workplace safety; and 5) training awareness to educate workers on their ethical obligation to report safety violations. Eliminating workplace safety hazards for employees is obtainable when employers enforce established safety protocols and have zero-tolerance for safety rule violations.
References
Cheeseman, H. (2019).
_Business law: legal environment, online commerce, business ethics, and international issues (10th ed.)._ Boston: Pearson.
Miller, D. (2024, October 23).
_Dealing with Employee Misconduct in the Workplace_. Retrieved from HR Acuity: https://www.hracuity.com/blog/employee-misconduct/
Vikkas, M., Piazza, A., & Singh, S. (2024, October).
_Safety Should Be a Performance Driver_. Retrieved from Harvard Business Review: https://hbr.org/2024/09/safety-should-be-a-performance-driver
**Please respond to 1.c and 1.d peers' responses using the following questions: Please cite scholarly authors for each.**
· How do your own experiences compare with your peers?
· What other suggestions could you provide to your peers to improve their orientation and socialization experiences as new hires?
· Do you think your peers made the right decision about remaining employed with their organization(s)?
**Nic 1.C,** In my current role, I did not encounter any major issues, but I noticed that after my tenure, the new hire classes began facing challenges. Specifically, they were not receiving their laptops on time, which caused significant delays since having a computer is essential for work. As a result, the new hires were left in a state of uncertainty during their onboarding sessions. They were unable to apply the knowledge they had gained in their training, as they had no equipment to work with. A successful onboarding experience requires that enough equipment is ordered well in advance, based on the start dates of the new hire classes or individual employees (Polc, 2023). This ensures that every new hire has the tools they need to begin their roles smoothly and efficiently.
Furthermore, a smooth and efficient onboarding process is critical to a new hire’s success, and timely access to necessary tools—such as computers and other equipment—plays a major role in this. Delays in receiving equipment can cause unnecessary frustration and lead to disengagement during the onboarding process. When new hires are not properly equipped from the start, it can negatively impact their ability to integrate into their role and apply the training they’ve received (Polc, 2023). Best practices for onboarding include ensuring that all equipment and resources are ordered and available well in advance of the employee’s start date (Baluch & Main, 2022). This proactive approach not only improves the new hire experience but also sets them up for long-term success within the organization.
References:
Baluch, A., & Main, K. (2022). 14 onboarding best practices. Forbes.
[https://www.forbes.com/advisor/business/onboarding-best-practices/](https://www.forbes.com/advisor/business/onboarding-best-practices/)
Polc, L. (2023, March 15). Avoiding the Onboarding Pitfalls: 12 Worst Practices That Hinder New Employee Success. Hrmhandbook.com.
[https://hrmhandbook.com/hrp/onboarding/pitfalls/](https://hrmhandbook.com/hrp/onboarding/pitfalls/)
**Tif 1D.** As a new hire going through the orientation and onboarding process, easily the most frustrating aspects of beginning a new role encompass having to sit independently and watch multiple PowerPoint presentations or videos that provide a high-level overview of the organization, the job at hand, and various other responsibilities. In previous jobs, it was not uncommon for me to have to dedicate multiple days to watching extremely mundane HR-required training and orientation videos and presentations. These resources were often so difficult to continuously pay attention to that I failed to retain a lot of important information, all of which would tend to come in all at once, with little time for me to process everything and absorb all that I need to successfully. As noted by Sani et al. (2023), it is common for employees to feel this way about these types of onboarding and orientation formats; they contribute to feelings of “dwindling social connectedness and personal wellbeing,” as well as “poor employee relations” (p. 637).
What I have found most helpful, however, is engaging in job shadowing. Job shadowing has been shown to be a highly effective way of teaching new staff about their role and the functioning of the organization (Davila & Pina-Ramirez, 2018). I have had the best experiences taking time to work with each team member of the organization who is able to show me different parts of my new role. It has been extremely useful to Engage in job shadowing with not only people who share the same role as me but also other people, specifically those I may interact regularly with, like the compliance department. It is through these opportunities that I am able to take a more hands-on approach to learning about the position I have been hired for, and I also can be exposed to the specific processes I am responsible for with someone who can easily walk me through it.
My experiences with orientation and onboarding have impacted my decision to continue to be employed at the organizations for which I am hired. It is common for poor onboarding experiences to be associated with higher turnover rates (Gupta et al., 2018). If I do not receive adequate initial training, then I’m more likely going to suffer for the rest of my time working in that role. I have work jobs where I have received very little training, and I never was able to fully catch up or understand what I was supposed to be doing. For example, in my last role, there were reports that I was supposed to be completing, but I was never informed of them and they were never included in any training, so I never did them. Yet, I still received sanctions for failing to complete this essential work that I did not know even existed. This left a bad impression on me that ultimately set the foundation for my decision to leave that company.
References
Davila, N., & Pina-Ramirez, W. (2018).
_Effective onboarding_. Association for Talent Development.
Gupta, P. D., Bhattacharya, S., Sheorey, P., & Coelho, P. (2018). Relationship between onboarding experience and turnover intention: intervening role of locus of control and self-efficacy.
_Industrial and Commercial Training_,
_50_(2), 61-80.
[https://doi.org/10.1108/ICT-03-2017-0023](https://doi.org/10.1108/ICT-03-2017-0023)
Sani, K. F., Adisa, T. A., Adekoya, O. D., & Oruh, E. S. (2023). Digital onboarding and employee outcomes: empirical evidence from the UK.
_Management Decision_,
_61_(3), 637-654.
[https://doi.org/10.1108/MD-11-2021-1528](https://doi.org/10.1108/MD-11-2021-1528)
**## GradDiscussionRubric.pdf**
TCOB Graduate Studies Discussion Rubric
Criteria No Submission
0 points
Novice
(Criterion is missing or not
in evidence)
1-13 points
Basic
(works towards meeting
expectations;
performance needs
improvement)
14-16 points
Proficient
(meets expectations;
performance is satisfactory)
17-18 points
Exemplary
(exceeds expectations;
performance is outstanding)
19-20 points
Support of
Week's Reading
No Student
Submission
(0 points)
Does not refer to the
readings to support postings
(1-13 points)
Alludes to the readings
to support postings
(14-16 points)
Refers to examples from the
readings to support postings
(17-18 points)
Provides concrete examples from
the readings to support postings;
integrates prior readings in
postings
(19-20 points)
Observations No Student
Submission
(0 points)
Does not integrate personal
observations or knowledge;
does not present new
observations
(1-13 points)
Integrates personal
observations and
knowledge in a cursory
manner; does not
present new
observations
(14-16 points)
Integrates personal
observations and knowledge
in an accurate way; presents
new observations
(17-18 points)
Integrates personal observations
and knowledge in an accurate and
highly insightful way; presents
new observations
(19-20 points)
Response to
Classmates
No Student
Submission
(0 points)
Responds in a cursory
manner to classmates’
postings
(1-13 points)
Constructively responds
to classmates’ postings
(14-16 points)
Constructively responds to
classmates’ postings; offers
insight that encourages other
students to think critically
about their own work.
(17-18 points)
Constructively responds to
classmates’ postings; masterfully
connects the material presented
in classmates’ postings to their
responses; encourages classmates
to think critically about their own
work.
(19-20 points)
Organization,
Word Choice,
and Sentence
Structure
No Student
Submission
(0 points)
Posts are disorganized and
information is not presented
in a logical sequence; word
choice and sentence
structure are not suitable
(1-13 points)
Posts are somewhat
disorganized, and
information is not
presented in a logical
sequence; word choice
and sentence structure
are not suitable
(14-16 points)
Posts are organized, and
information is presented in a
logical sequence; word
choice and sentence
structure are suitable; there
are a few errors; however,
errors do not affect
readability.
(17-18 points)
Posts are organized and
information is presented in a
logical sequence; word choice and
sentence structure are suitable;
no errors in the response.
(19-20 points)
References No Student
Submission
(0 points)
Includes no sources to
support conclusions
(1-13 points)
Includes 1 outside
source to support and
enrich the discussion;
Includes 2 or more outside
sources to support and
enrich the discussion;
sources are properly cited in
Includes 2 or more outside
sources to support and enrich the
discussion; sources are cited using
APA format; style guidelines are
TCOB Graduate Studies Discussion Rubric
sources are not properly
cited in APA format
(14-16 points)
APA format and are properly
integrated into the discussion
response
(17-18 points)
masterfully integrated into the
discussion response.
(19-20 points)
**## wk7respshraRecrlaw.docx**
**Please respond to 1.a and 1.b peers' response using the following question:** Should you report him to your supervisor and provide information that may incriminate the injured worker and cause him to lose benefits?
**Please cite scholarly authors for each. Use APA RUBRIC.**
**MEL 1.A**. The Occupational Safety and Health Act of 1970 (OSHA) was enacted to ensure workplace safety by establishing standards that employers and employees must follow to maintain a safe working environment. Employers are responsible for providing a hazard-free workplace, complying with OSHA regulations, and offering safety training programs. Employees, in turn, must adhere to safety policies, use protective equipment, and report hazards to maintain a secure work environment (Moran, 2014).
In the case of an injured worker who ignored safety regulations, ethical and legal considerations must be evaluated. Reporting workplace accidents truthfully ensures compliance with OSHA regulations and maintains workplace integrity (U.S. DOL, 2023). Falsifying information to protect a coworker can have severe consequences, including compromising workplace safety and legal violations. Employees who witness the incident should provide an honest account to the supervisor. Employers rely on accurate reports to implement corrective actions and prevent future injuries. Additionally, workers' compensation claims are subject to investigation, and fraudulent claims may lead to penalties for both the injured worker and those who provide false statements (NCCI, 2023).
Employers and employees have distinct but complementary responsibilities for workplace safety. Employers are tasked with providing a safe environment, while employees must follow safety protocols and report violations. In the given scenario, reporting the coworker’s actions is the ethical course of action, as it upholds the principles of safety, integrity, and accountability. The responsibility to report accurate information aligns with OSHA’s mandate to maintain workplace safety. Employees who provide false statements risk legal consequences under laws against fraud (NCCI, 2023). If unsafe behavior is ignored, it may encourage others to disregard safety protocols, leading to workplace injuries. Reporting the truth upholds workplace safety, reinforces accountability, and supports a culture of compliance (U.S. DOL, 2023).
References
Moran, J. J. (2014). Employment law: New challenges in the business environment (6th ed.). Pearson.
U.S. Department of Labor. (2023). Occupational Safety and Health Administration (OSHA) laws and regulations. https://www.osha.gov/laws-regs
National Council on Compensation Insurance (NCCI). (2023). Workers' compensation fraud and its consequences. https://www.ncci.com/Articles/Pages/Insights-WorkersCompFraud.aspx
**CRY 1.B.** Workplace Safety
Employee safety should be the number one priority of all organizations because it protects the physical well-being of workers while reducing the risk of serious accidents and injuries. Safety is universally regarded as an essential right for customers and employees alike. Government agencies, such as the Occupational Safety and Health Administration (OSHA) were created to enforce safety standards. Companies spend millions every year testing their products and making their workplace environments physically and psychologically safe (Vikkas, Piazza, & Singh, 2024). Employers strive to stay in compliance with OSHA regulations to avoid fines, stiff penalties, and legal liabilities that could result from violating safety regulations.
At my previous employment at a shipbuilding company, OSHA was known for its rigid inspections, checking to see if the Shipyard met OSHA specific duty standards (e.g., requiring employees to wear personal protection equipment (PPE) (Cheeseman, 2019), or issuing fines when an accident occurred. The company desperately wanted to retain OSHA’s 5-star rating, which gave them an exemption from random or surprise inspections. So, employees were encouraged to report safety hazards to ensure a culture of safety was a part of the organizational culture. However, reporting a colleague’s egregious safety violation can be intimidating for the most ethical employee. Potential reprisals and being labeled with the dreaded title of a workplace snitch can be reporting barriers for workers.
Nevertheless,
[workplace safety](https://www.selectinternational.com/employee-safety-assessment?__hstc=257885332.8d6c9f01d92351634ebe15c2a276307f.1555947748743.1555947748743.1555947748743.1&__hssc=257885332.4.1555947748744&__hsfp=3698749464) is a shared responsibility between a company and its individual workers. Therefore, I would report my co-worker to the supervisor. When employees do not comply with enforced safety rules and engage in
[high-risk behaviors](https://www.laborsoft.com/blog/3-technology-tools-that-can-reduce-the-risk-of-an-employee-lawsuit-or-settlement), it could result in unnecessary hazards for themselves and the workers around them (Miller, 2024). The employee willfully ignored safety regulations, which OSHA considers the most serious type of safety infraction. While worker’s compensation fraud is deplorable, the more grievous behavior is potentially subjecting innocent co-workers to a severe injury or death. HR can mitigate an unsafe work environment by implementing a safety violation reporting policy that includes: 1) clear reporting channels to address safety violations; 2) immediate disciplinary action for violations of safety rules; 3) anti-retaliation rules to protect employees; 4) communicate the organization commitment to workplace safety; and 5) training awareness to educate workers on their ethical obligation to report safety violations. Eliminating workplace safety hazards for employees is obtainable when employers enforce established safety protocols and have zero-tolerance for safety rule violations.
References
Cheeseman, H. (2019).
_Business law: legal environment, online commerce, business ethics, and international issues (10th ed.)._ Boston: Pearson.
Miller, D. (2024, October 23).
_Dealing with Employee Misconduct in the Workplace_. Retrieved from HR Acuity: https://www.hracuity.com/blog/employee-misconduct/
Vikkas, M., Piazza, A., & Singh, S. (2024, October).
_Safety Should Be a Performance Driver_. Retrieved from Harvard Business Review: https://hbr.org/2024/09/safety-should-be-a-performance-driver
**Please respond to 1.c and 1.d peers' responses using the following questions: Please cite scholarly authors for each.**
· How do your own experiences compare with your peers?
· What other suggestions could you provide to your peers to improve their orientation and socialization experiences as new hires?
· Do you think your peers made the right decision about remaining employed with their organization(s)?
**Nic 1.C,** In my current role, I did not encounter any major issues, but I noticed that after my tenure, the new hire classes began facing challenges. Specifically, they were not receiving their laptops on time, which caused significant delays since having a computer is essential for work. As a result, the new hires were left in a state of uncertainty during their onboarding sessions. They were unable to apply the knowledge they had gained in their training, as they had no equipment to work with. A successful onboarding experience requires that enough equipment is ordered well in advance, based on the start dates of the new hire classes or individual employees (Polc, 2023). This ensures that every new hire has the tools they need to begin their roles smoothly and efficiently.
Furthermore, a smooth and efficient onboarding process is critical to a new hire’s success, and timely access to necessary tools—such as computers and other equipment—plays a major role in this. Delays in receiving equipment can cause unnecessary frustration and lead to disengagement during the onboarding process. When new hires are not properly equipped from the start, it can negatively impact their ability to integrate into their role and apply the training they’ve received (Polc, 2023). Best practices for onboarding include ensuring that all equipment and resources are ordered and available well in advance of the employee’s start date (Baluch & Main, 2022). This proactive approach not only improves the new hire experience but also sets them up for long-term success within the organization.
References:
Baluch, A., & Main, K. (2022). 14 onboarding best practices. Forbes.
[https://www.forbes.com/advisor/business/onboarding-best-practices/](https://www.forbes.com/advisor/business/onboarding-best-practices/)
Polc, L. (2023, March 15). Avoiding the Onboarding Pitfalls: 12 Worst Practices That Hinder New Employee Success. Hrmhandbook.com.
[https://hrmhandbook.com/hrp/onboarding/pitfalls/](https://hrmhandbook.com/hrp/onboarding/pitfalls/)
**Tif 1D.** As a new hire going through the orientation and onboarding process, easily the most frustrating aspects of beginning a new role encompass having to sit independently and watch multiple PowerPoint presentations or videos that provide a high-level overview of the organization, the job at hand, and various other responsibilities. In previous jobs, it was not uncommon for me to have to dedicate multiple days to watching extremely mundane HR-required training and orientation videos and presentations. These resources were often so difficult to continuously pay attention to that I failed to retain a lot of important information, all of which would tend to come in all at once, with little time for me to process everything and absorb all that I need to successfully. As noted by Sani et al. (2023), it is common for employees to feel this way about these types of onboarding and orientation formats; they contribute to feelings of “dwindling social connectedness and personal wellbeing,” as well as “poor employee relations” (p. 637).
What I have found most helpful, however, is engaging in job shadowing. Job shadowing has been shown to be a highly effective way of teaching new staff about their role and the functioning of the organization (Davila & Pina-Ramirez, 2018). I have had the best experiences taking time to work with each team member of the organization who is able to show me different parts of my new role. It has been extremely useful to Engage in job shadowing with not only people who share the same role as me but also other people, specifically those I may interact regularly with, like the compliance department. It is through these opportunities that I am able to take a more hands-on approach to learning about the position I have been hired for, and I also can be exposed to the specific processes I am responsible for with someone who can easily walk me through it.
My experiences with orientation and onboarding have impacted my decision to continue to be employed at the organizations for which I am hired. It is common for poor onboarding experiences to be associated with higher turnover rates (Gupta et al., 2018). If I do not receive adequate initial training, then I’m more likely going to suffer for the rest of my time working in that role. I have work jobs where I have received very little training, and I never was able to fully catch up or understand what I was supposed to be doing. For example, in my last role, there were reports that I was supposed to be completing, but I was never informed of them and they were never included in any training, so I never did them. Yet, I still received sanctions for failing to complete this essential work that I did not know even existed. This left a bad impression on me that ultimately set the foundation for my decision to leave that company.
References
Davila, N., & Pina-Ramirez, W. (2018).
_Effective onboarding_. Association for Talent Development.
Gupta, P. D., Bhattacharya, S., Sheorey, P., & Coelho, P. (2018). Relationship between onboarding experience and turnover intention: intervening role of locus of control and self-efficacy.
_Industrial and Commercial Training_,
_50_(2), 61-80.
[https://doi.org/10.1108/ICT-03-2017-0023](https://doi.org/10.1108/ICT-03-2017-0023)
Sani, K. F., Adisa, T. A., Adekoya, O. D., & Oruh, E. S. (2023). Digital onboarding and employee outcomes: empirical evidence from the UK.
_Management Decision_,
_61_(3), 637-654.
[https://doi.org/10.1108/MD-11-2021-1528](https://doi.org/10.1108/MD-11-2021-1528)
**## GradDiscussionRubric.pdf**
TCOB Graduate Studies Discussion Rubric
Criteria No Submission
0 points
Novice
(Criterion is missing or not
in evidence)
1-13 points
Basic
(works towards meeting
expectations;
performance needs
improvement)
14-16 points
Proficient
(meets expectations;
performance is satisfactory)
17-18 points
Exemplary
(exceeds expectations;
performance is outstanding)
19-20 points
Support of
Week's Reading
No Student
Submission
(0 points)
Does not refer to the
readings to support postings
(1-13 points)
Alludes to the readings
to support postings
(14-16 points)
Refers to examples from the
readings to support postings
(17-18 points)
Provides concrete examples from
the readings to support postings;
integrates prior readings in
postings
(19-20 points)
Observations No Student
Submission
(0 points)
Does not integrate personal
observations or knowledge;
does not present new
observations
(1-13 points)
Integrates personal
observations and
knowledge in a cursory
manner; does not
present new
observations
(14-16 points)
Integrates personal
observations and knowledge
in an accurate way; presents
new observations
(17-18 points)
Integrates personal observations
and knowledge in an accurate and
highly insightful way; presents
new observations
(19-20 points)
Response to
Classmates
No Student
Submission
(0 points)
Responds in a cursory
manner to classmates’
postings
(1-13 points)
Constructively responds
to classmates’ postings
(14-16 points)
Constructively responds to
classmates’ postings; offers
insight that encourages other
students to think critically
about their own work.
(17-18 points)
Constructively responds to
classmates’ postings; masterfully
connects the material presented
in classmates’ postings to their
responses; encourages classmates
to think critically about their own
work.
(19-20 points)
Organization,
Word Choice,
and Sentence
Structure
No Student
Submission
(0 points)
Posts are disorganized and
information is not presented
in a logical sequence; word
choice and sentence
structure are not suitable
(1-13 points)
Posts are somewhat
disorganized, and
information is not
presented in a logical
sequence; word choice
and sentence structure
are not suitable
(14-16 points)
Posts are organized, and
information is presented in a
logical sequence; word
choice and sentence
structure are suitable; there
are a few errors; however,
errors do not affect
readability.
(17-18 points)
Posts are organized and
information is presented in a
logical sequence; word choice and
sentence structure are suitable;
no errors in the response.
(19-20 points)
References No Student
Submission
(0 points)
Includes no sources to
support conclusions
(1-13 points)
Includes 1 outside
source to support and
enrich the discussion;
Includes 2 or more outside
sources to support and
enrich the discussion;
sources are properly cited in
Includes 2 or more outside
sources to support and enrich the
discussion; sources are cited using
APA format; style guidelines are
TCOB Graduate Studies Discussion Rubric
sources are not properly
cited in APA format
(14-16 points)
APA format and are properly
integrated into the discussion
response
(17-18 points)
masterfully integrated into the
discussion response.
(19-20 points)
**## wk7respshraRecrlaw.docx**
**Please respond to 1.a and 1.b peers' response using the following question:** Should you report him to your supervisor and provide information that may incriminate the injured worker and cause him to lose benefits?
**Please cite scholarly authors for each. Use APA RUBRIC.**
**MEL 1.A**. The Occupational Safety and Health Act of 1970 (OSHA) was enacted to ensure workplace safety by establishing standards that employers and employees must follow to maintain a safe working environment. Employers are responsible for providing a hazard-free workplace, complying with OSHA regulations, and offering safety training programs. Employees, in turn, must adhere to safety policies, use protective equipment, and report hazards to maintain a secure work environment (Moran, 2014).
In the case of an injured worker who ignored safety regulations, ethical and legal considerations must be evaluated. Reporting workplace accidents truthfully ensures compliance with OSHA regulations and maintains workplace integrity (U.S. DOL, 2023). Falsifying information to protect a coworker can have severe consequences, including compromising workplace safety and legal violations. Employees who witness the incident should provide an honest account to the supervisor. Employers rely on accurate reports to implement corrective actions and prevent future injuries. Additionally, workers' compensation claims are subject to investigation, and fraudulent claims may lead to penalties for both the injured worker and those who provide false statements (NCCI, 2023).
Employers and employees have distinct but complementary responsibilities for workplace safety. Employers are tasked with providing a safe environment, while employees must follow safety protocols and report violations. In the given scenario, reporting the coworker’s actions is the ethical course of action, as it upholds the principles of safety, integrity, and accountability. The responsibility to report accurate information aligns with OSHA’s mandate to maintain workplace safety. Employees who provide false statements risk legal consequences under laws against fraud (NCCI, 2023). If unsafe behavior is ignored, it may encourage others to disregard safety protocols, leading to workplace injuries. Reporting the truth upholds workplace safety, reinforces accountability, and supports a culture of compliance (U.S. DOL, 2023).
References
Moran, J. J. (2014). Employment law: New challenges in the business environment (6th ed.). Pearson.
U.S. Department of Labor. (2023). Occupational Safety and Health Administration (OSHA) laws and regulations. https://www.osha.gov/laws-regs
National Council on Compensation Insurance (NCCI). (2023). Workers' compensation fraud and its consequences. https://www.ncci.com/Articles/Pages/Insights-WorkersCompFraud.aspx
**CRY 1.B.** Workplace Safety
Employee safety should be the number one priority of all organizations because it protects the physical well-being of workers while reducing the risk of serious accidents and injuries. Safety is universally regarded as an essential right for customers and employees alike. Government agencies, such as the Occupational Safety and Health Administration (OSHA) were created to enforce safety standards. Companies spend millions every year testing their products and making their workplace environments physically and psychologically safe (Vikkas, Piazza, & Singh, 2024). Employers strive to stay in compliance with OSHA regulations to avoid fines, stiff penalties, and legal liabilities that could result from violating safety regulations.
At my previous employment at a shipbuilding company, OSHA was known for its rigid inspections, checking to see if the Shipyard met OSHA specific duty standards (e.g., requiring employees to wear personal protection equipment (PPE) (Cheeseman, 2019), or issuing fines when an accident occurred. The company desperately wanted to retain OSHA’s 5-star rating, which gave them an exemption from random or surprise inspections. So, employees were encouraged to report safety hazards to ensure a culture of safety was a part of the organizational culture. However, reporting a colleague’s egregious safety violation can be intimidating for the most ethical employee. Potential reprisals and being labeled with the dreaded title of a workplace snitch can be reporting barriers for workers.
Nevertheless,
[workplace safety](https://www.selectinternational.com/employee-safety-assessment?__hstc=257885332.8d6c9f01d92351634ebe15c2a276307f.1555947748743.1555947748743.1555947748743.1&__hssc=257885332.4.1555947748744&__hsfp=3698749464) is a shared responsibility between a company and its individual workers. Therefore, I would report my co-worker to the supervisor. When employees do not comply with enforced safety rules and engage in
[high-risk behaviors](https://www.laborsoft.com/blog/3-technology-tools-that-can-reduce-the-risk-of-an-employee-lawsuit-or-settlement), it could result in unnecessary hazards for themselves and the workers around them (Miller, 2024). The employee willfully ignored safety regulations, which OSHA considers the most serious type of safety infraction. While worker’s compensation fraud is deplorable, the more grievous behavior is potentially subjecting innocent co-workers to a severe injury or death. HR can mitigate an unsafe work environment by implementing a safety violation reporting policy that includes: 1) clear reporting channels to address safety violations; 2) immediate disciplinary action for violations of safety rules; 3) anti-retaliation rules to protect employees; 4) communicate the organization commitment to workplace safety; and 5) training awareness to educate workers on their ethical obligation to report safety violations. Eliminating workplace safety hazards for employees is obtainable when employers enforce established safety protocols and have zero-tolerance for safety rule violations.
References
Cheeseman, H. (2019).
_Business law: legal environment, online commerce, business ethics, and international issues (10th ed.)._ Boston: Pearson.
Miller, D. (2024, October 23).
_Dealing with Employee Misconduct in the Workplace_. Retrieved from HR Acuity: https://www.hracuity.com/blog/employee-misconduct/
Vikkas, M., Piazza, A., & Singh, S. (2024, October).
_Safety Should Be a Performance Driver_. Retrieved from Harvard Business Review: https://hbr.org/2024/09/safety-should-be-a-performance-driver
**Please respond to 1.c and 1.d peers' responses using the following questions: Please cite scholarly authors for each.**
· How do your own experiences compare with your peers?
· What other suggestions could you provide to your peers to improve their orientation and socialization experiences as new hires?
· Do you think your peers made the right decision about remaining employed with their organization(s)?
**Nic 1.C,** In my current role, I did not encounter any major issues, but I noticed that after my tenure, the new hire classes began facing challenges. Specifically, they were not receiving their laptops on time, which caused significant delays since having a computer is essential for work. As a result, the new hires were left in a state of uncertainty during their onboarding sessions. They were unable to apply the knowledge they had gained in their training, as they had no equipment to work with. A successful onboarding experience requires that enough equipment is ordered well in advance, based on the start dates of the new hire classes or individual employees (Polc, 2023). This ensures that every new hire has the tools they need to begin their roles smoothly and efficiently.
Furthermore, a smooth and efficient onboarding process is critical to a new hire’s success, and timely access to necessary tools—such as computers and other equipment—plays a major role in this. Delays in receiving equipment can cause unnecessary frustration and lead to disengagement during the onboarding process. When new hires are not properly equipped from the start, it can negatively impact their ability to integrate into their role and apply the training they’ve received (Polc, 2023). Best practices for onboarding include ensuring that all equipment and resources are ordered and available well in advance of the employee’s start date (Baluch & Main, 2022). This proactive approach not only improves the new hire experience but also sets them up for long-term success within the organization.
References:
Baluch, A., & Main, K. (2022). 14 onboarding best practices. Forbes.
[https://www.forbes.com/advisor/business/onboarding-best-practices/](https://www.forbes.com/advisor/business/onboarding-best-practices/)
Polc, L. (2023, March 15). Avoiding the Onboarding Pitfalls: 12 Worst Practices That Hinder New Employee Success. Hrmhandbook.com.
[https://hrmhandbook.com/hrp/onboarding/pitfalls/](https://hrmhandbook.com/hrp/onboarding/pitfalls/)
**Tif 1D.** As a new hire going through the orientation and onboarding process, easily the most frustrating aspects of beginning a new role encompass having to sit independently and watch multiple PowerPoint presentations or videos that provide a high-level overview of the organization, the job at hand, and various other responsibilities. In previous jobs, it was not uncommon for me to have to dedicate multiple days to watching extremely mundane HR-required training and orientation videos and presentations. These resources were often so difficult to continuously pay attention to that I failed to retain a lot of important information, all of which would tend to come in all at once, with little time for me to process everything and absorb all that I need to successfully. As noted by Sani et al. (2023), it is common for employees to feel this way about these types of onboarding and orientation formats; they contribute to feelings of “dwindling social connectedness and personal wellbeing,” as well as “poor employee relations” (p. 637).
What I have found most helpful, however, is engaging in job shadowing. Job shadowing has been shown to be a highly effective way of teaching new staff about their role and the functioning of the organization (Davila & Pina-Ramirez, 2018). I have had the best experiences taking time to work with each team member of the organization who is able to show me different parts of my new role. It has been extremely useful to Engage in job shadowing with not only people who share the same role as me but also other people, specifically those I may interact regularly with, like the compliance department. It is through these opportunities that I am able to take a more hands-on approach to learning about the position I have been hired for, and I also can be exposed to the specific processes I am responsible for with someone who can easily walk me through it.
My experiences with orientation and onboarding have impacted my decision to continue to be employed at the organizations for which I am hired. It is common for poor onboarding experiences to be associated with higher turnover rates (Gupta et al., 2018). If I do not receive adequate initial training, then I’m more likely going to suffer for the rest of my time working in that role. I have work jobs where I have received very little training, and I never was able to fully catch up or understand what I was supposed to be doing. For example, in my last role, there were reports that I was supposed to be completing, but I was never informed of them and they were never included in any training, so I never did them. Yet, I still received sanctions for failing to complete this essential work that I did not know even existed. This left a bad impression on me that ultimately set the foundation for my decision to leave that company.
References
Davila, N., & Pina-Ramirez, W. (2018).
_Effective onboarding_. Association for Talent Development.
Gupta, P. D., Bhattacharya, S., Sheorey, P., & Coelho, P. (2018). Relationship between onboarding experience and turnover intention: intervening role of locus of control and self-efficacy.
_Industrial and Commercial Training_,
_50_(2), 61-80.
[https://doi.org/10.1108/ICT-03-2017-0023](https://doi.org/10.1108/ICT-03-2017-0023)
Sani, K. F., Adisa, T. A., Adekoya, O. D., & Oruh, E. S. (2023). Digital onboarding and employee outcomes: empirical evidence from the UK.
_Management Decision_,
_61_(3), 637-654.
[https://doi.org/10.1108/MD-11-2021-1528](https://doi.org/10.1108/MD-11-2021-1528)