The Bahamian Work Ethic Management Essay

The Bahamian Work Ethic boil downsing EssayI propose to education the reverse ethical code of Bahamian employees as it relates to put-on act in the Bahamas Electricity Corporation. My particular eng be onment in this matter is because I am an employee of BEC and it is a everyday whimsy of the public that cook sufficeance is poor and degrading in the comp each. If this is in fact true, could the performance of these employees be related to how Bahamians believe blend in performance should be. because this is what they ar utilize to? at that place could be a mien to agitate the culture of job performance with education and pull up stakesingingness to change.Work ethic is in all around being diligent and hard spirting at any task assigned. There atomic number 18 non only are those set associated with it, but also knowing that there is a moral turn in from it and a sense of improving ones character on the whole. Persons that exhibit a character of hard turn a nd dedication are much credibly to get better tasks and promotions wherever they bring in. And those who do not hand over a well be reachd work ethic are often labeled s hoi polloihful and are said to be making more money which is not equal to the amount of work they are performing.Some individuals believe that desire of having groovy work ethic and working hard is a lie set up to confirm employees working for harder than they should for their employers. Criticisms about work ethic, wish the one mentioned, have always been a part of the work industry. Andre Gorz, a French philosopher, wrote In actual fact the work ethic has hurtle obsolete. It is no longer true that producing more means working more or that producing more pull up stakes lead to a better way of life (1989). However, when an individual is working be starting time minimum or not working at all and if he or she is fully able-bodied of performing, it causes others to work harder to fill in the productivity gap.Bahamians have always been associated with when the purpose moves them attitude towards work especially in the civil servant vault of heaven as opposed to the private sector. In 2007, there was a be constitute conducted by the Ministry of Tourism entitled Bahamian Resident Survey which provided or so information stating, Bahamian workers are perceived to project a miss of work morality (Gibbs, 2012). High school students are being hustling now from the 12th grade to be ready for the work force and to perform at their outstrip even when others are not doing so. The focus of this area is to quantify the relationship that exists amongst the Bahamian work ethic and work performance. The study will assess documentation in the context of use of work ethics and employee work performance. By studying this relationship, it will consent to bring some light to this area of study in work performance left untouched in the Bahamas.Statement of ProblemIn order to understand the r ationale behind the degrading Bahamian work ethic, its relationship with employee work performance is well-tried. Additionally, attitudes and style are involved in the process. With the degradation happening as such, customer satisfaction levels are locomote and productivity could come an all time low. While addressing the problem in this study, ways to reform job performance and work ethic in Corporations will be livelinessed at.Purpose of StudyThe purpose of this study is to moderate whether an employees work ethic is related to the way that individual performs on the job. Also, this study hopes to find a difference in the work ethic of age generations in the Corporation. The unit of analysis is the employees by department. The topic and study is curiously important because future generations of Bahamians john benefit from understanding that authentic beliefs and attitudes towards general working and employment are unwarranted.Research QuestionsFor the purpose of this st udy, the hook up withing principal will be addressedQuestion 1 Can the work ethic (attitudes and beliefs) of Bahamians be associated with employee performance?Question 2 What is the Bahamian work ethic?Question 3 How bed work ethic in the Corporation be remedyd?Signifi sackce of the ProblemThis enquiry study needs to be conducted because it can help Bahamian employers to understand how to actuate their employees to perform better on the job in terms of attitude, beliefs and behavior towards work. By getting to the root of the problem with the research results, solutions recommended could help to improve the customer satisfaction levels and the day to day work habits of employees.DelimitationsWith more time, the research study could have encompassed all stave (technical and clerical) of the Bahamas Electricity Corporation, Water and gutter Corporation and Bahamas Telecommunication Corporation for a full study of corporations in the Bahamas. Also, there was not enough money in the budget to perform an outer island study for the Family Island branches. The female population, where the sample is being live withn, is very low to the males. So this sample will be pre-dominantly males which will only show their prospective on the matter.Review of Related LiteratureOn the job performance is evaluated in a number of ways. An assessment of an employees tasks and how well it is complete is known as a performance appraisal (Rotundo, 2009). This review is think for the discussion and understanding of the Bahamian attitude towards working and how it relates to work performance.The draw between performance and work ethicIt is believed that there could be link up between certain behaviors on the job and how this might prevent good performance from employees just like it would make the performance better (Carter, Murray and Gray, 2011). There are attributes that an employee should have as a part of their individualism such as trust, interpersonal sensitivity, altrui sm and perspective taking. Psychological well-being in turn predicts improved job performance and reduced turnover state Peterson, Park, Hall and Seligman (2009).The research offers that few studies have explicitly examined the linkage between HRM practices and religious operate quality. Schneider et al. (1998) proposed that service quality rests on a set of organisational foundation publicizes that support and facilitate front-line employee service delivery, which include internal service provided by support staff, efforts to remove obstacles to work, and employee participation and training.Ishak, Mustapha, Mahmud and Afriffin commented on decreased productivity in the workplace stating that, The inability to manage and communicate emotions effectively can lead to unresolved and repetitive conflicts among employees and in the long run that can cause severe burnout and diminished productivity (2008). Many employees do not know how communicate properly and this could be tie to a scattered in real work ethics training.Quality of work and blue performanceThe majority of studies investigating the outcomes of ethics on employee performance look at the matter from the side of management. In their paper Do They pick up out Eye to Eye? Management and Employee Perspectives of High- consummation Work Systems and Influence Processes on Service Quality, Liao, Toya, Lepak and Hong explore the notion of how different perspectives on service can be between management, employees and even customers of the intrusting sector.In their paper High Performance Work Systems in the Paper Industry, Parsons and Necochea offer that Though there is not a single definition, HPWS can be described as work systems that maximize the fit between the social (employees and structure) and technology systems. Fit or alignment between employees, technologies, and organizational strategy is seen as a key factor in the competitive advantage of an organization. While this definition and rough ly models seem more easily aligned towards the production sector of industry, the service is no less accounted for as this study demonstrates. The researchers engaged 292 managers, 830 employees, and 1,772 customers of 91 bank branches.As mentioned before, perspectives differed between management and line staff and while an issue like having standard operation procedures was important from a management perspective, customers observe a positive experience when line staff appeared to have the latitude to make decisions that was specific to accommodating their needs as opposed to having to follow management guides. Employees felt a degree of say-so from the same process. This empowerment allowed employees to perform greater and feel better about what tasks they were assigned.Work ethics historyWang (2008) summarizes that in earlier decades in the age of Christianity, doing work was looked at as being punishment for doing something wrong. Because of the Reformation Age, people were t aught that working was something good and honest to do. farther on, it was told that if you were not doing work, it was a bad idea as opposed to working which was good. It is also understood in China afterward the change of government to communism, the people were given a ethnic gain to ensure that their indoctrinate work ethics would remain and no outside forces combat their natural hard working attitudes to improve China. This same cultural boost can be utilise in other areas to improve the output of hard workers in the Bahamas.Bahamian Work EthicDuring the posterior part of the year, Junkanoo band practices and costume making are taking place. Junkanoo parades take place around Christmas while schools are closed. Bahamians put a lot of effort into competing in these parades for just those two days of the year. Storr (2006) asked the question, What does Junkanoo teach Bahamians about themselves and their abilities?.. Certainly, the most important lesson that Bahamians learn from Junkanoo is that success and hard work are inextricably linked (p.301). What is being said is that there is no lose of work ethic in the Bahamas, it is just focused in certain areas. The same way the participants in Junkanoo can spend long hours pasting costumes and practicing terpsichore they can spend performing well on the job.Research surmisalH0 Bahamian work ethic is related to employee performanceHa Bahamian work ethic is not related to employee performanceMethodology break danceicipantsDuring the later(prenominal) half fall season of 2012, 65 employees of the Blue Hills Power locate (BEC) of ages 19 and above will be asked to participate in the study by completing the stares. The employees at the station are pre-dominantly men and are separated by day and foment works. There are tercet departments Electrical and Mechanical (Day workers) and Operations (Shift workers). Posters will be put up around the station in the respective departments to remind the employees to the study.Instrument conventionFor the purpose of this study, a survey design was chosen as the best actor for this quantitative study because it can provide trends in behavior and opinions from a sample of the population. The first part of the survey used questions that were interpreted from the study entitled, A Chinese Work Ethic in a Global Community by Victor Wang of California State University. The molybdenum part of the survey was created by the researcher to appropriately fit the work lifestyle of the employees at the power station. There are 21 questions in all with post 1 headed Work Ethic and Part 2 headed Job Performance. The survey uses a Likert Scale with range from 6 to 1 in Part 1 Six (6) being strongly cope with and (1) being strongly discord. However, in Part 2, Six (6) was changed to strongly dis harbour and one (1) to strongly agree to prevent participant overlook. Because the items in the survey will assess the content that was used to measure before (s urvey has been used by different researchers in management and education studies), there will be no need to demonstrate validity except for Part 2 which was created by the researcher. The instruments reliability of Part 2 will be tested by an alpha of 0.95, N of participants = 65, N of questions = 21.Procedures / Data appealThe letter of consent (in an email) will be sent two weeks forwards of the schedule date for the survey. All of the employees that are willing to participate will reply to the email address given to them. The mechanical and electrical staff that have agreed to participate will be taken in groups of 5 or 6 to the Mess Hall (Blue Hills Power Station) to be considered the survey. One group a day during the lunch break so that none of the employees are kept from their lunch. For the consenting participants of the Operation department, each of the shifts have a rotation into the 8am to 4pm shift every three days. At this time, the shift team that is on will be asked to accompany the survey administer to the Mess Hall where they will sit and be given pencils to come filling out the questionnaire. After that shift teams three days are over, the next shift team taking over the 8am to 4pm shift will be administered the survey and so on until all the shift teams have completed it. All of the participants will be asked by the administers not to hold conversations while filling out the survey.Data AnalysisMinitab 16 statistical Software for the Windows operating system will be used to evaluate the data collected for this study. The responses to Part 1 and Part 2 Likert questions of the instrument will be summed up. The mode of each question will be used to find the most frequent response. The best approach to break the responses will be to use the Mann Whitney. The Kruskal Wallis test can be used also to analyze the difference in responses from the three departments (Operations, Electrical and Mechanical). Further analysis can be done by converting the responses into two groups of agree and disagree. This way a chi square test can be used to test if the null hypothesis is true. The hypotheses will be tested at a minimum of the .05 level of significance.Projected FindingsPart 1 (Work Ethic) ModeStatements123456789101112 strongly disagree51220258261815628117 discord5101515615121871838Somewhat Disagree1051012107101291252Somewhat check over20151071081510105116Agree181086178572022518Strongly Agree71520141531302014n = 65Part 2 (Job Performance) ModeStatements123456789Strongly Disagree3141079301Disagree5434127291Somewhat Disagree8161012149742Somewhat Agree17118151615201410Agree142022111420222618Strongly Agree1812181325111233n = 65Timeline**Please see attached in Appendices.Proposed BudgetCory K. Bain Proposal interchange BudgetFor the month ended December 30 2012December gold ReceiptsAllowance$500.00Total Cash Receipts$500.00Cash PaymentsPosters$15.00 paper$10.00Pencils$5.00Folders$5.00Refreshments$20.00Pens$8.00Researchers Sala ries$300.00Total Cash Payments$363.00Ending Cash Balance$137.00