Workplace Culture and Compliant Behaviours

This assignment analyzes a case study focusing on workplace culture and compliant behaviors. It examines ethical dilemmas, non-compliance with employment laws, and the impact of such practices on employees, stakeholders, and the company's reputation. The assignment also explores strategies for creating a positive workplace culture.

Workplace Culture and
Compliant Behaviours

Table of Contents
PART 1............................................................................................................................................1
1.1 Identify the ethical dilemma and analyse the impact of such culture on the employees..1
1.2 If you were in Miquel’s position what decision would you take in this situation............1
1.3 What would be the ethical and unethical thing for Miquel to do in this situation...........1
1.4 Identify the internal and external stakeholders in this case study? Analyse the unethical1
practise of Miquel’s boss and analyse the impact it would have on the company.................1
PART 2............................................................................................................................................2
2.1 Describe five incidents of non-compliance with Employment Act 2000 in New Zealand, in
the case scenario? Give examples to support your answer.....................................................2
2.2 What were five consequences for Masala boss for not complying with New Zealand
Employment Act 2000............................................................................................................2
2.3 What effects might Joti Jain’s behavior have on the employees and customers of Masala
Restaurant...............................................................................................................................2
2.4.What impact might the culture of the Masala Restaurant have on NZ Government’s
Regulatory bodies as very important stakeholders.................................................................3
2.5 What did New Zealanders gain from Jains self deportation............................................3
2.6 Identify and describe the weakness in the workplace culture in the case study 3...........3
2.7 Explain why this type of culture is a health hazard..........................................................3
2.8 Describe the strategies Jane applied to create a positive workplace culture and explain
how effective it was................................................................................................................4
PART 3............................................................................................................................................4
Covered in ppt........................................................................................................................4
REFERENCES................................................................................................................................5
.........................................................................................................................................................5

PART 1
1.1 Identify the ethical dilemma and analyse the impact of such culture on the employees
There are such kinds of ethical factor, two option are to be available for solve any issue
inside the organisation. Within our social group structure, endorsement are often obligatory on
those who fail to post-date ethical standardised, and laws dictate consequences for those earnings
guilty of unethical activeness (Yeh, 2017). On the other hand, Evolve an activeness arrangement
that is concordant with the honourable priorities that have been stubborn as important to the
dilemma. Sometime it is give the negative impact of that culture employees in work place. There
are complete development plans is help to solve any kind of issue. The theoretical account
concludes with a follow-up to find out the infectivity of the course of human action taken by the
military officer.
1.2 If you were in Miquel’s position what decision would you take in this situation
The reputation of firm may be compromising, and should expose this ethical dilemma to
your partners (Becker, 2017). Throughout the resolving power process, should keep your
partners advised and be alert to any achievable responsibility to notify your occupational group
indemnity ascertain. This is help to improve the profit and productivity of organisation and
increase overall market share.
1.3 What would be the ethical and unethical thing for Miquel to do in this situation
In this context, to be focus on different kind of factor to improve the current market
sector or improve internal and external working environment. Ethics can modification as you
drive betwixt towns or administrative district (Kurowski, 2017). Morals are external body part
and thus, don't alteration. As so much, there are 100 a day when doing thing you consider is
accurate but society evaluate is erroneous. Schemer doing dire things behind obstructed doors
was part of the gimpy because it created the best conclusion for the sizeable amount of grouping.
1.4 Identify the internal and external stakeholders in this case study? Analyse the unethical
practise of Miquel’s boss and analyse the impact it would have on the company
In this case study is focus on internal as well as external environment of organisation.
This is help to improve Samantha takes pride in treating her worker well. She supply above
minimal wage salary for all of her non-exempt worker, supply health protection at low cost, and
supply tuition compensation for all of her worker who pass classes they take toward a grade at
their national gathering body (Kurowski, 2017). In this case study is focus on internal
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stakeholder are manager of the organisation as well as external stakeholders are customer are
help to increase profit inside work place.
PART 2
2.1 Describe five incidents of non-compliance with Employment Act 2000 in New Zealand, in
the case scenario? Give examples to support your answer
In this case to be focus on employment act in organisation. There are some employees are
not happy with there paid amount. As per the case approach to the employ relation and was
based on the premise that employment and employer had equivalent negotiation power.
Although sentiment on the value of the ER Act object divided in some sectors, the prevailing
view is that this latest Act present a well more orthodox and moderate plan of attack to labour
market standard. All the employees are same at work place.
For example :- New Zealand in 1896, followed by the Australian state of Victoria in
1899. In the British empire, individual towns had regulation of wage levels for hundreds of
years. By 1909, the first semblance of a national wage law was created, which gradually evolved
over the century to become a National Minimum Wage law in 1999.
2.2 What were five consequences for Masala boss for not complying with New Zealand
Employment Act 2000
As per the case Masala boss is create an issue related to paying salary to employees
inside the working environment. This is to be focus on Gagandeep Singh worked 11 hours a day,
six days a week but was only paid $250 a week (Kurowski, 2017). This is wrong as per the
employment act, 2000. In the same way, employees are to provide that worker are give attention
to each and every sector, so salary will be paid full, which ever is decided at the time of contract.
Second things is person are appointed as a staff member and work as assistant manager. This is
illegal as per the law.
◦ Fine :Perhaps the first and most obvious consequence is the possibility of the
organisation being fined for non-compliance.
◦ Imprisonment : Individuals can be imprisoned for breaches of health and safety law,
with sentences of up to six months in the Magistrates’ Courts and up to two years in
the Crown Courts.
◦ Loss of Reputation : Any organisation which fails to comply with legislation runs
the risk of a loss of reputation and with it the loss of customers.
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◦ Loss of Current or Potential Staff : probably would not want to work for an
organisation which had a poor record in these areas and so your expertise and
knowledge would be lost to the company.
◦ Down time and Loss of Productivity : Breaches of certain laws often result in an
organisation having to cease production until the errors have been rectified.
2.3 What effects might Joti Jain’s behavior have on the employees and customers of Masala
Restaurant
As per the Jain behaviors employees are to be aware about the all such kind of condition
related to law and other activity. All such activity is most important to understand and fight for
them. She said, I was just a patsy' - I never accept that. From my interchange with her she was
cold, utterly ruthless and determined - a nasty piece of work. In addition, she told that working
with this organization is hell, nothing much.
For example :- The problem occurs when employees are not clear on what is expected of
them, as guidelines are not clearly stated or communicated to them. Managers' behavior can also
lead to misunderstanding of these guidelines, if management staff sends mixed signals about
what is ethical.
2.4.What impact might the culture of the Masala Restaurant have on NZ Government’s
Regulatory bodies as very important stakeholders
In this context, negative impact has been in the eye of government sector and stakeholder
in market. This is to be reduce the level of profit and remove all such customer in market place.
The government department is canceled the licenses and seal it (Yeh, 2017). As per the above
case is to be focus on all the internal part of the organization. In addition, found in contempt of
court for hiding documents from liquidators of Masala-related organization and was fined $5000.
2.5 What did New Zealanders gain from Jains self deportation
Self-deportation is an plan of attack to dealing with amerciable migratory in the United
States that affect the creation of legal structures which will make life in the U.S. so difficult as to
encourage illegal migrants to voluntarily return to their home countries, rather than organized
efforts of law enforcement to locate (Kurowski, 2017). So that, New Zealanders is focus on
legal system on internal working environment and be honest with each and every employees
home and host countries. So employee can be trust with other internal member of organization.
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This is to be increase the condition of internal and external working environment of New
Zealanders.
2.6 Identify and describe the weakness in the workplace culture in the case study 3
In this case is to be focus on some negative impact of internal working environment. The
main issue was workplace bullying. This is to be give negative thing and supportive impact on
internecine as well as extraneous environment. In addition, workplace bullying by any person
would be canned and provided to the union; that all associate would sign a request which would
be given to both local and regional management. So work will be affect and reduce profti rate of
organization.
2.7 Explain why this type of culture is a health hazard
In this context, to be focus on team work is help to improve the internal working
condition and give some positive impact on organization. The position did not involve
supervising staff. There is no more bullying experiment at this workplace. All the employees are
doing work as a team member and support each other. This is to be give the positive impact on
organization policy and increase number of employees.
2.8 Describe the strategies Jane applied to create a positive workplace culture and explain how
effective it was
Some new strategies is to be applied by organization is use team work or motivation of
employees inside organization. In the same way, workplace culture shouldn’t survive solely as a
instrumentation of luring talent. Often, prospect of workplace appreciation only endure the
surface level, apparent almost like an bounden means of pull new hires and latter-day a positive
public image (Yeh, 2017). It is more effective to increase the number of employees inside the
organization.
PART 3
Covered in ppt
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REFERENCES
Books and journals
Yeh, Q.J 2017. The impacts of Chinese firm ownership and manager leadership on subordinate
work values. International Journal of Chinese Culture and Management, 4(1), pp.30-50.
Becker, I 2017. Finding Security Champions in Blends of Organisational Culture. Proc.
USEC, 11.
Kurowski, S 2017. Response and Cultural Biases in Information Security Policy Compliance
Research. Open Identity Summit 2017.
Dang-Pham, D 2017. Applying network analysis to investigate interpersonal influence of
information security behaviours in the workplace. Information & Management, 54(5),
pp.625-637.
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