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When a Business and its Workers are in Conflict: A Critical Analysis of Current Trends
Author: Dr. Anya Sharma, PhD in Industrial Relations, Professor of Labor Economics at the University of California, Berkeley.
Publisher: Sage Publications – A leading academic publisher with a strong reputation in social sciences and business.
Editor: Emily Carter, MA in Journalism, 15 years experience editing business and economics publications for Sage Publications.
Keywords: a business and its workers are in conflict, labor disputes, employee relations, industrial action, strike, negotiation, mediation, arbitration, workplace conflict, unionization, employee engagement, human resources, current trends in labor relations.
Abstract: This analysis explores the escalating trend of conflict between businesses and their workers, examining its root causes, consequences, and implications for the modern workplace. We will investigate how shifting economic landscapes, technological advancements, and evolving employee expectations are fueling this phenomenon, alongside exploring effective conflict resolution strategies. The analysis will also touch upon the impact of globalization and the increasing precariousness of work on the dynamic of "a business and its workers are in conflict."
1. The Rise of Conflict: A Shifting Landscape
The relationship between businesses and their workers is undergoing a fundamental shift. While instances of "a business and its workers are in conflict" have always existed, the frequency, intensity, and nature of these conflicts are changing significantly. Several factors contribute to this escalating trend. Firstly, the gig economy and the rise of precarious work have eroded traditional employment security, leading to increased worker anxiety and a greater willingness to engage in conflict to secure better terms and conditions. Secondly, technological advancements, while boosting productivity, are also contributing to job displacement and a fear of automation amongst workers, often exacerbating the situation where a business and its workers are in conflict. This fear, coupled with stagnating wages in many sectors, fuels resentment and a sense of injustice.
2. The Role of Globalization and Economic Inequality
Globalization has played a significant role in shaping the dynamics of "a business and its workers are in conflict." Businesses are increasingly able to relocate production to countries with lower labor costs and weaker worker protections, putting pressure on workers in developed nations to accept lower wages and less favorable working conditions. This creates a competitive environment where businesses may prioritize profit maximization over fair treatment of their employees, frequently triggering conflict. The resulting economic inequality further fuels the flames, creating a sense of unfairness that is likely to lead to disputes between a business and its workers are in conflict.
3. Changing Employee Expectations
The modern workforce has different expectations than previous generations. Workers are increasingly demanding better work-life balance, more autonomy, and greater recognition for their contributions. They are also more likely to be vocal about their concerns and less willing to tolerate poor management practices or unfair treatment. This shift in expectations can lead to conflict if businesses fail to adapt to the changing needs and desires of their employees. When a business and its workers are in conflict, it is often because these evolving expectations are not being met.
4. The Impact of Unionization and Collective Bargaining
The presence or absence of strong unions significantly impacts the relationship between a business and its workers. Unions provide a collective voice for workers, enabling them to negotiate for better wages, benefits, and working conditions. When unions are strong and effective, they can mitigate conflicts by providing a structured mechanism for addressing grievances and negotiating agreements. However, in situations where unions are weak or non-existent, the likelihood of "a business and its workers are in conflict" increases dramatically, as individual workers have less power to challenge unfair practices.
5. Strategies for Conflict Resolution
Effective conflict resolution is crucial for mitigating the negative impacts of "a business and its workers are in conflict." Strategies include:
Open Communication: Fostering open and honest dialogue between management and employees is essential. Regular feedback mechanisms, employee surveys, and town hall meetings can help identify and address concerns before they escalate into major conflicts.
Mediation and Arbitration: Mediation and arbitration can provide neutral third-party assistance in resolving disputes. These processes can be particularly effective in complex or high-stakes situations.
Fair and Transparent Processes: Establishing clear and fair procedures for handling grievances, disciplinary actions, and performance reviews is crucial to build trust and prevent conflicts.
Investment in Employee Well-being: Investing in employee well-being programs, such as mental health support and work-life balance initiatives, can improve morale and reduce the likelihood of conflict.
Collaborative Problem Solving: Encouraging collaborative problem-solving between management and employees can lead to mutually beneficial outcomes and strengthen the relationship between a business and its workers.
6. The Consequences of Unresolved Conflict
When "a business and its workers are in conflict" remains unresolved, the consequences can be severe. These include:
Decreased Productivity and Efficiency: Conflict disrupts workflows, reduces morale, and hinders productivity.
Increased Absenteeism and Turnover: Employees who feel undervalued or mistreated are more likely to be absent from work or leave the company altogether.
Damaged Reputation: Public disputes can damage a company's reputation and affect its ability to attract and retain customers and talent.
Financial Losses: Strikes, lawsuits, and other forms of industrial action can result in significant financial losses for businesses.
7. Current Trends and Future Outlook
The trend of "a business and its workers are in conflict" is likely to continue in the coming years. The increasing precariousness of work, the impact of automation, and the growing demand for fair treatment will continue to put pressure on businesses to adapt. The success of businesses in navigating these challenges will depend on their ability to foster positive employee relations, invest in their workforce, and adapt to the evolving expectations of the modern employee.
Conclusion
The conflict between businesses and their workers is a complex and multifaceted issue with far-reaching implications. Understanding the root causes of this conflict, implementing effective conflict resolution strategies, and promoting fair and equitable workplaces are crucial for ensuring a productive and harmonious relationship between businesses and their employees. The future of work will depend on finding a balance between the needs of businesses and the aspirations of their workers, creating an environment where both can thrive.
FAQs
1. What are the most common causes of conflict between businesses and their workers? Common causes include unfair wages, poor working conditions, lack of job security, lack of communication, and disagreements over working hours.
2. How can businesses prevent conflicts with their workers? Proactive measures such as open communication, fair compensation, opportunities for professional development, and employee engagement initiatives can help prevent conflicts.
3. What are the legal implications of labor disputes? Labor laws vary by jurisdiction, but generally speaking, businesses must comply with employment standards and collective bargaining agreements.
4. What role do unions play in resolving conflicts between businesses and their workers? Unions act as a collective voice for employees, bargaining for better wages and conditions, and representing workers in disputes.
5. What are some alternative dispute resolution methods for labor disputes? Mediation, arbitration, and conciliation are commonly used alternative dispute resolution methods.
6. How does technology impact the relationship between businesses and their workers? Automation and technology can lead to job displacement and worker anxiety, potentially increasing conflict.
7. What is the impact of globalization on the relationship between businesses and their workers? Globalization can lead to competition for jobs and pressure on wages and working conditions, potentially increasing conflict.
8. How can businesses improve communication with their workers to prevent conflicts? Regular feedback sessions, employee surveys, and transparent communication regarding company policies and decisions can significantly enhance communication.
9. What are the long-term consequences of unresolved conflicts between businesses and their workers? Unresolved conflicts can lead to decreased productivity, high employee turnover, reputational damage, and legal issues.
Related Articles:
1. The Gig Economy and the Erosion of Worker Rights: This article examines how the rise of the gig economy has impacted worker rights and increased the likelihood of conflict.
2. Automation and the Future of Work: A Labor Perspective: This article explores the impact of automation on employment and the potential for increased worker unrest.
3. The Role of Unions in the 21st Century: This article analyzes the evolving role of unions in protecting worker rights and mediating disputes.
4. Effective Strategies for Conflict Resolution in the Workplace: This article provides practical strategies for resolving workplace conflicts and building positive employee relations.
5. The Impact of Economic Inequality on Labor Relations: This article explores the relationship between economic inequality and the increased frequency of labor disputes.
6. Globalization and the Race to the Bottom: The Impact on Workers: This article examines how globalization has impacted worker rights and wages in different parts of the world.
7. Mental Health in the Workplace and its Impact on Productivity: This article explores the importance of mental health support in preventing workplace conflict.
8. Building a Culture of Trust and Transparency in the Workplace: This article provides strategies for building a workplace culture that fosters trust and open communication.
9. The Legal Landscape of Employment Disputes: This article provides an overview of the legal frameworks governing employment disputes in different jurisdictions.
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| a business and its workers are in conflict: Leading with Dignity Donna Hicks, 2019-10-01 What every leader needs to know about dignity and how to create a culture in which everyone thrives This landmark book from an expert in dignity studies explores the essential but under-recognized role of dignity as part of good leadership. Extending the reach of her award-winning book Dignity: Its Essential Role in Resolving Conflict, Donna Hicks now contributes a specific, practical guide to achieving a culture of dignity. Most people know very little about dignity, the author has found, and when leaders fail to respect the dignity of others, conflict and distrust ensue. She highlights three components of leading with dignity: what one must know in order to honor dignity and avoid violating it; what one must do to lead with dignity; and how one can create a culture of dignity in any organization, whether corporate, religious, governmental, healthcare, or beyond. Brimming with key research findings, real-life case studies, and workable recommendations, this book fills an important gap in our understanding of how best to be together in a conflict-ridden world. |
| a business and its workers are in conflict: Work's Intimacy Melissa Gregg, 2013-04-23 This book provides a long-overdue account of online technology and its impact on the work and lifestyles of professional employees. It moves between the offices and homes of workers in the knew knowledge economy to provide intimate insight into the personal, family, and wider social tensions emerging in today’s rapidly changing work environment. Drawing on her extensive research, Gregg shows that new media technologies encourage and exacerbate an older tendency among salaried professionals to put work at the heart of daily concerns, often at the expense of other sources of intimacy and fulfillment. New media technologies from mobile phones to laptops and tablet computers, have been marketed as devices that give us the freedom to work where we want, when we want, but little attention has been paid to the consequences of this shift, which has seen work move out of the office and into cafés, trains, living rooms, dining rooms, and bedrooms. This professional presence bleed leads to work concerns impinging on the personal lives of employees in new and unforseen ways. This groundbreaking book explores how aspiring and established professionals each try to cope with the unprecedented intimacy of technologically-mediated work, and how its seductions seem poised to triumph over the few remaining relationships that may stand in its way. |
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| a business and its workers are in conflict: Conflict 101 Susan H. SHEAROUSE, 2011-05-11 From mild disagreements to major personnel blowouts, conflict in the workplace is unavoidable. Drawing lightheartedly from stories of her own slipups and disagreements as well as examples from her twenty years of experience as a conflict resolution professional, author Susan Shearouse reveals how conflict is created, how to respond to it, and how to manage it more effectively so that your team can get back to doing what it does best: producing top results for your organization. Conflict 101 employs research, humor, and oh-so-relatable anecdotes to help readers more deeply understand what it takes to build trust, harness negative emotions, encourage apologies and forgiveness, use a solution-seeking approach, and say what needs to be said in the workplace to move past conflicts. Whether it’s a fight over resources, a disagreement about how to get things done, or an argument stemming from perceived differences in identities or values, the manager’s role is to navigate relationships, build compromises, and encourage better collaboration. In doing so, you’ll not only become a stronger manager--you’ll build a much stronger team. |
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| a business and its workers are in conflict: Conflict Resolution for the Helping Professions Allan Edward Barsky, 2017 Module I: foundations of conflict resolution, peace, and restorative justice -- The mindful practitioner -- The theoretical bases of conflict resolution -- Restorative justice -- Module II: negotiation -- Power-based negotiation -- Rights-based negotiation -- Interest-based negotiation -- Module III: mediation -- Transformative mediation -- Family mediation and a therapeutic approach -- Module IV: additional methods of conflict resolution -- Group facilitation -- Advocacy. |
| a business and its workers are in conflict: The Ethics of Disruption in Business Stephanie Ann Puen, 2024-11-05 Disruption is a buzzword for many economists and businesses, but how do we ethically disrupt the way we do business and economics in order to lift people up? This book offers resources from a conversation between Catholic social thought and design thinking in response to the question. Drawing from the understanding of structures of sin and structures of grace in Catholic social thought and the concepts of design thinking, this book offers principles to consider in trying to disrupt our business and economic systems toward becoming more like structures of grace. |
| a business and its workers are in conflict: Resolving Everyday Conflict Ken Sande, Kevin Johnson, 2015-06-30 Ken Sande, author of the bestselling classic The Peacemaker, has long been a trusted resource on the topic of conflict resolution. In Resolving Everyday Conflict, Sande distills his message to the essentials, quickly equipping readers with the tools they need to bring peace to their relationships. Everyone encounters conflict--whether it be with a coworker, family member, friend, or complete stranger. And yet we all desire harmony in our relationships. Resolving Everyday Conflict is a practical, biblical, concise guide to peacemaking in everyday life that can turn tumultuous relationships into peaceful ones. |
| a business and its workers are in conflict: Clashing Over Commerce Douglas A. Irwin, 2017-11-29 A Foreign Affairs Best Book of the Year: “Tells the history of American trade policy . . . [A] grand narrative [that] also debunks trade-policy myths.” —Economist Should the United States be open to commerce with other countries, or should it protect domestic industries from foreign competition? This question has been the source of bitter political conflict throughout American history. Such conflict was inevitable, James Madison argued in the Federalist Papers, because trade policy involves clashing economic interests. The struggle between the winners and losers from trade has always been fierce because dollars and jobs are at stake: depending on what policy is chosen, some industries, farmers, and workers will prosper, while others will suffer. Douglas A. Irwin’s Clashing over Commerce is the most authoritative and comprehensive history of US trade policy to date, offering a clear picture of the various economic and political forces that have shaped it. From the start, trade policy divided the nation—first when Thomas Jefferson declared an embargo on all foreign trade and then when South Carolina threatened to secede from the Union over excessive taxes on imports. The Civil War saw a shift toward protectionism, which then came under constant political attack. Then, controversy over the Smoot-Hawley tariff during the Great Depression led to a policy shift toward freer trade, involving trade agreements that eventually produced the World Trade Organization. Irwin makes sense of this turbulent history by showing how different economic interests tend to be grouped geographically, meaning that every proposed policy change found ready champions and opponents in Congress. Deeply researched and rich with insight and detail, Clashing over Commerce provides valuable and enduring insights into US trade policy past and present. “Combines scholarly analysis with a historian’s eye for trends and colorful details . . . readable and illuminating, for the trade expert and for all Americans wanting a deeper understanding of America’s evolving role in the global economy.” —National Review “Magisterial.” —Foreign Affairs |
| a business and its workers are in conflict: Finding Time Heather Boushey, 2016-04-19 “Ambitious, fast-paced, fact-filled, and accessible.” —Science “A compelling case for why achieving the right balance of time with our families...is vital to the economic success and prosperity of our nation... A must read.” —Maria Shriver From backyard barbecues to the blogosphere, working men and women across the country are raising the same worried question: How can I get ahead at my job while making sure my family doesn’t suffer? A visionary economist who has looked at the numbers behind the personal stories, Heather Boushey argues that resolving the work–life conflict is as vital for us personally as it is essential economically. Finding Time offers ingenious ways to help us carve out the time we need, while showing businesses that more flexible policies can actually make them more productive. “Supply and demand curves are suddenly ‘sexy’ when Boushey uses them to prove that paid sick days, paid family leave, flexible work schedules, and affordable child care aren’t just cutesy women’s issues for families to figure out ‘on their own time and dime,’ but economic issues affecting the country at large.” —Vogue “Boushey argues that better family-leave policies should not only improve the lives of struggling families but also boost workers’ productivity and reduce firms’ costs.” —The Economist |
| a business and its workers are in conflict: Conflict at Work M. Paula Daoust, 2020-09-04 Most people are not good at a skill that is critical to their job! Even when they attend training, their skill does not improve. Why? Because conflict is an emotional experience and not a rational, logical event. If your goal is to get better outcomes when dealing with conflict and you are like most people, you probably need some help in learning to manage your emotions. This book is packed full of tools that you can use today to make a difference in your career. Like a buffet, you can pick and choose the tools that feel most comfortable for you or will fit best with your situation. When you put together a plan that feels right for you, you will get those better outcomes you need and want. |
| a business and its workers are in conflict: Unbending Gender Joan Williams, 2001-09-13 In Unbending Gender, Joan Williams takes a hard look at the state of feminism in America. Concerned by what she finds--young women who flatly refuse to identify themselves as feminists and working-class and minority women who feel the movement hasn't addressed the issues that dominate their daily lives--she outlines a new vision of feminism that calls for workplaces focused on the needs of families and, in divorce cases, recognition of the value of family work and its impact on women's earning power.Williams shows that workplaces are designed around men's bodies and life patterns in ways that discriminate against women, and that the work/family system that results is terrible for men, worse for women, and worst of all for children. She proposes a set of practical policies and legal initiatives to reorganize the two realms of work in employment and households--so that men and women can lead healthier and more productive personal and work lives. Williams introduces a new 'reconstructive' feminism that places class, race, and gender conflicts among women at center stage. Her solution is an inclusive, family-friendly feminism that supports both mothers and fathers as caregivers and as workers. |
| a business and its workers are in conflict: War: How Conflict Shaped Us Margaret MacMillan, 2020-10-06 Is peace an aberration? The New York Times bestselling author of Paris 1919 offers a provocative view of war as an essential component of humanity. NAMED ONE OF THE TEN BEST BOOKS OF THE YEAR BY THE NEW YORK TIMES BOOK REVIEW “Margaret MacMillan has produced another seminal work. . . . She is right that we must, more than ever, think about war. And she has shown us how in this brilliant, elegantly written book.”—H.R. McMaster, author of Dereliction of Duty and Battlegrounds: The Fight to Defend the Free World The instinct to fight may be innate in human nature, but war—organized violence—comes with organized society. War has shaped humanity’s history, its social and political institutions, its values and ideas. Our very language, our public spaces, our private memories, and some of our greatest cultural treasures reflect the glory and the misery of war. War is an uncomfortable and challenging subject not least because it brings out both the vilest and the noblest aspects of humanity. Margaret MacMillan looks at the ways in which war has influenced human society and how, in turn, changes in political organization, technology, or ideologies have affected how and why we fight. War: How Conflict Shaped Us explores such much-debated and controversial questions as: When did war first start? Does human nature doom us to fight one another? Why has war been described as the most organized of all human activities? Why are warriors almost always men? Is war ever within our control? Drawing on lessons from wars throughout the past, from classical history to the present day, MacMillan reveals the many faces of war—the way it has determined our past, our future, our views of the world, and our very conception of ourselves. |
| a business and its workers are in conflict: The Oxford Handbook of Work and Organization Stephen Ackroyd, 2006 Aims to bring together, present, and discuss what is known about work and organizations and their connection to broader economic change in Europe and America. This volume contains a range of theoretically informed essays, which give comprehensive coverage of changes in work, occupations, and organizations. |
| a business and its workers are in conflict: The Founder's Dilemmas Noam Wasserman, 2013-04 The Founder's Dilemmas examines how early decisions by entrepreneurs can make or break a startup and its team. Drawing on a decade of research, including quantitative data on almost ten thousand founders as well as inside stories of founders like Evan Williams of Twitter and Tim Westergren of Pandora, Noam Wasserman reveals the common pitfalls founders face and how to avoid them. |
| a business and its workers are in conflict: Conflict and Gender Anita Taylor, Judi Beinstein Miller, 1994 This volume examines ways in which conflict resolution and feminist theories might be integrated to enhance our understanding and management of conflicts, particularly those between men and women. Women and child victimisation, everyday conflicts and historical perspectives are explored. |
| a business and its workers are in conflict: The Business of Empire Jason M. Colby, 2011-10-27 The link between private corporations and U.S. world power has a much longer history than most people realize. Transnational firms such as the United Fruit Company represent an earlier stage of the economic and cultural globalization now taking place throughout the world. Drawing on a wide range of archival sources in the United States, Great Britain, Costa Rica, and Guatemala, Colby combines top-down and bottom-up approaches to provide new insight into the role of transnational capital, labor migration, and racial nationalism in shaping U.S. expansion into Central America and the greater Caribbean. The Business of Empire places corporate power and local context at the heart of U.S. imperial history. In the early twentieth century, U.S. influence in Central America came primarily in the form of private enterprise, above all United Fruit. Founded amid the U.S. leap into overseas empire, the company initially depended upon British West Indian laborers. When its black workforce resisted white American authority, the firm adopted a strategy of labor division by recruiting Hispanic migrants. This labor system drew the company into increased conflict with its host nations, as Central American nationalists denounced not only U.S. military interventions in the region but also American employment of black immigrants. By the 1930s, just as Washington renounced military intervention in Latin America, United Fruit pursued its own Good Neighbor Policy, which brought a reduction in its corporate colonial power and a ban on the hiring of black immigrants. The end of the company's system of labor division in turn pointed the way to the transformation of United Fruit as well as the broader U.S. empire. |
| a business and its workers are in conflict: General Principles for Business and Human Rights in International Law Ludovica Chiussi Curzi, 2020-10-26 In General Principles for Business and Human Rights in International Law Ludovica Chiussi Curzi offers a critical analysis of the relevance of general principles of law in the multifaceted business and human rights field. |
| a business and its workers are in conflict: Combative to Collaborative Teresa Harlow, 2021-09 Combative to Collaborative: The Co-parenting Code channels parents' interactions with each other to what they really want?to be good parents together. But while most co-parenting books tell parents to just put the kids first even if that means sacrificing their own happiness, Combative to Collaborative shows parents how supporting each other as good parenting partners ensures they do what's best for their kids while also achieving personal happiness. Move from anger, hurt, and loss to consideration, kindness, and cooperation.Discover how to:- Diffuse a co-parent's snarky behavior and avoid triggering their hostility- Recognize your own combative behaviors and stop exhibiting them- Plan for co-parenting collaboration and success- Correct course when a relationship goes astray - even after many years of conflict!The book is divided into three stages: Uncoupling, Life Goes On, and Correcting Course. Then each chapter lays out a roadmap for a particular area of co-parenting. Whether parents are newly separated, well into their journey, or have been at it for years, this book will guide the way. For each co-parenting topic covered...- Explore what's at stake for the child, parents, and others involved.- Identify the combative behaviors that derail parenting efforts and make life miserable for everyone.- Read True Stories to see how real parents have handled situations both successfully and not as well. As you read these stories, you'll learn what worked and what didn't and also find out you're not alone.- Learn the DOs and DON'Ts of collaborative behaviors.- Answer questions that will help you adopt an empathetic mindset, apply the Golden Rule to your situation, and achieve the positive outcome you desire.This is The Co-parenting Code!Combative to Collaborative: The Co-parenting Code is the essential guide for parents living separately to not only improve life for their children, but also for themselves and everyone that surrounds them. You can save your family. You can be happy! A painful decision does not have to mean a pain-filled life. |
| a business and its workers are in conflict: Law/Society John Sutton, 2001 A core text for the Law and Society or Sociology of Law course offered in Sociology, Criminal Justice, Political Science, and Schools of Law. * John Sutton offers an explicitly analytical perspective to the subject - how does law change? What makes law more or less effective in solving social problems? What do lawyers do? * Chapter 1 contrasts normative and sociological perspectives on law, and presents a brief primer on the logic of research and inference as it is applied to law related issues. * Theories of legal change are discussed within a common conceptual framework that highlights the explantory strengths and weaknesses of different arguments. * Discussions of law in action are explicitly comparative, applying a consistent model to explain the variable outcomes of civil rights legislation. * Many concrete, in-depth examples throughout the chapters. |
| a business and its workers are in conflict: The Right Fight Saj-nicole Joni, Damon Beyer, 2010-02-02 The Right Fight, the new management guide from noted business strategists Saj-nicole Joni and Damon Beyer, turns management thinking on its head and shows why, in the fast-moving, hyper-competitive marketplaces of the 21st century, leaders need to both foster alignment and orchestrate thoughtful controversy in their organizations to get the best out of them. The authors’ groundbreaking research—including examples as diverse as Unilever, Microsoft, Coca-Cola, Dell, the Clinton Administration, and the Houston Independent School System—shows that happy workers can become bored or complacent and thus less productive than workers who are subjected to a little properly managed tension. Readers of Good to Great and Winning, as well as the Harvard Business Review and Strategy + Business, will find much to ponder in The Right Fight. |
| a business and its workers are in conflict: Nirma University Journal of Business and Management Studies Kapil Khanal, Akshara Palshetkar, Krishna Sudhakar Kotian, Priyanka Khanzode, B. L. Gupta, Ajay Kumar Choubey, Pratibha Bundela Gupta, Anurag Shanker, Shailesh Kumar Kausha, Riktesh Srivastava, Mohd Abu Faiz, 2022-06-30 The Nirma University Journal of Business and Management Studies (NUJBMS) is the flagship journal of the Institute of Management, Nirma University. It provides conceptual, empirical, and case-based research tailored to the needs of management scholars and practitioners researching and working in business schools and in industry. ISSN (Print): 2249-5630 |
| a business and its workers are in conflict: The Dignity of Working Men Michèle Lamont, 2009-06-30 Michèle Lamont takes us into the world inhabited by working-class men--the world as they understand it. Interviewing black and white working-class men who, because they are not college graduates, have limited access to high-paying jobs and other social benefits, she constructs a revealing portrait of how they see themselves and the rest of society. Morality is at the center of these workers' worlds. They find their identity and self-worth in their ability to discipline themselves and conduct responsible but caring lives. These moral standards function as an alternative to economic definitions of success, offering them a way to maintain dignity in an out-of-reach American dreamland. But these standards also enable them to draw class boundaries toward the poor and, to a lesser extent, the upper half. Workers also draw rigid racial boundaries, with white workers placing emphasis on the disciplined self and blacks on the caring self. Whites thereby often construe blacks as morally inferior because they are lazy, while blacks depict whites as domineering, uncaring, and overly disciplined. This book also opens up a wider perspective by examining American workers in comparison with French workers, who take the poor as part of us and are far less critical of blacks than they are of upper-middle-class people and immigrants. By singling out different moral offenders in the two societies, workers reveal contrasting definitions of cultural membership that help us understand and challenge the forms of inequality found in both societies. |
| a business and its workers are in conflict: Conflict Unraveled Andra Medea, 2004 Peceptive, original and often very funny, Conflict Unraveled offers expert advice for solving problems and being more effective both at work and at home. You'll want everyone you know to read this book. |
| a business and its workers are in conflict: Drive Daniel H. Pink, 2011-04-05 The New York Times bestseller that gives readers a paradigm-shattering new way to think about motivation from the author of When: The Scientific Secrets of Perfect Timing Most people believe that the best way to motivate is with rewards like money—the carrot-and-stick approach. That's a mistake, says Daniel H. Pink (author of To Sell Is Human: The Surprising Truth About Motivating Others). In this provocative and persuasive new book, he asserts that the secret to high performance and satisfaction-at work, at school, and at home—is the deeply human need to direct our own lives, to learn and create new things, and to do better by ourselves and our world. Drawing on four decades of scientific research on human motivation, Pink exposes the mismatch between what science knows and what business does—and how that affects every aspect of life. He examines the three elements of true motivation—autonomy, mastery, and purpose-and offers smart and surprising techniques for putting these into action in a unique book that will change how we think and transform how we live. |
| a business and its workers are in conflict: Ask a Manager Alison Green, 2018-05-01 From the creator of the popular website Ask a Manager and New York’s work-advice columnist comes a witty, practical guide to 200 difficult professional conversations—featuring all-new advice! There’s a reason Alison Green has been called “the Dear Abby of the work world.” Ten years as a workplace-advice columnist have taught her that people avoid awkward conversations in the office because they simply don’t know what to say. Thankfully, Green does—and in this incredibly helpful book, she tackles the tough discussions you may need to have during your career. You’ll learn what to say when • coworkers push their work on you—then take credit for it • you accidentally trash-talk someone in an email then hit “reply all” • you’re being micromanaged—or not being managed at all • you catch a colleague in a lie • your boss seems unhappy with your work • your cubemate’s loud speakerphone is making you homicidal • you got drunk at the holiday party Praise for Ask a Manager “A must-read for anyone who works . . . [Alison Green’s] advice boils down to the idea that you should be professional (even when others are not) and that communicating in a straightforward manner with candor and kindness will get you far, no matter where you work.”—Booklist (starred review) “The author’s friendly, warm, no-nonsense writing is a pleasure to read, and her advice can be widely applied to relationships in all areas of readers’ lives. Ideal for anyone new to the job market or new to management, or anyone hoping to improve their work experience.”—Library Journal (starred review) “I am a huge fan of Alison Green’s Ask a Manager column. This book is even better. It teaches us how to deal with many of the most vexing big and little problems in our workplaces—and to do so with grace, confidence, and a sense of humor.”—Robert Sutton, Stanford professor and author of The No Asshole Rule and The Asshole Survival Guide “Ask a Manager is the ultimate playbook for navigating the traditional workforce in a diplomatic but firm way.”—Erin Lowry, author of Broke Millennial: Stop Scraping By and Get Your Financial Life Together |
| a business and its workers are in conflict: Just Business Alec Hill, 2017-12-15 In this third edition of a popular textbook on business ethics, Alec Hill carefully explores the foundational Christian concepts of holiness, justice, and love, showing how some common responses to business ethics fall short of a fully Christian mindset. Updated throughout, this edition includes a new chapter on international business and uses penetrating case studies to clothe principles in concrete business situations. |
BUSINESS | English meaning - Cambridge Dictionary
BUSINESS definition: 1. the activity of buying and selling goods and services: 2. a particular company that buys and….
VENTURE | English meaning - Cambridge Dictionary
VENTURE definition: 1. a new activity, usually in business, that involves risk or uncertainty: 2. to risk going….
ENTERPRISE | English meaning - Cambridge Dictionary
ENTERPRISE definition: 1. an organization, especially a business, or a difficult and important plan, especially one that….
INCUMBENT | English meaning - Cambridge Dictionary
INCUMBENT definition: 1. officially having the named position: 2. to be necessary for someone: 3. the person who has or….
AD HOC | English meaning - Cambridge Dictionary
AD HOC definition: 1. made or happening only for a particular purpose or need, not planned before it happens: 2. made….
LEVERAGE | English meaning - Cambridge Dictionary
LEVERAGE definition: 1. the action or advantage of using a lever: 2. power to influence people and get the results you….
ENTREPRENEUR | English meaning - Cambridge Dictionary
ENTREPRENEUR definition: 1. someone who starts their own business, especially when this involves seeing a new opportunity….
CULTIVATE | English meaning - Cambridge Dictionary
CULTIVATE definition: 1. to prepare land and grow crops on it, or to grow a particular crop: 2. to try to develop and….
EQUITY | English meaning - Cambridge Dictionary
EQUITY definition: 1. the value of a company, divided into many equal parts owned by the shareholders, or one of the….
LIAISE | English meaning - Cambridge Dictionary
LIAISE definition: 1. to speak to people in other organizations, etc. in order to work with them or exchange….
BUSINESS | English meaning - Cambridge Dictionary
BUSINESS definition: 1. the activity of buying and selling goods and services: 2. a particular company that buys …
VENTURE | English meaning - Cambridge Dictionary
VENTURE definition: 1. a new activity, usually in business, that involves risk or uncertainty: 2. to risk going….
ENTERPRISE | English meaning - Cambridge Dictionary
ENTERPRISE definition: 1. an organization, especially a business, or a difficult and important plan, …
INCUMBENT | English meaning - Cambridge Dictionary
INCUMBENT definition: 1. officially having the named position: 2. to be necessary for someone: 3. the …
AD HOC | English meaning - Cambridge Dictionary
AD HOC definition: 1. made or happening only for a particular purpose or need, not planned …
