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CTV Newsnet Case Analysis Free Essays

string(240) " her work carried considerate significance to CTV’s philosophy which addresses social commitment; thus, not only she was under great pressure but also her co-workers, which increased the possibility of the occurrence of the tape mistake\." Chapter 3 CTV Newsnet [pic] 1. Abstract In January 2000, the CTV Newsnet was confronted with a threat to its reputation and growth. A tape with offensive remarks made by the News broadcaster Avery Haines’ were aired mistakenly, and it aroused great public indignation. We will write a custom essay sample on CTV Newsnet Case Analysis or any similar topic only for you Order Now By means of OB analysis, we found that Haines’ dispositional characteristics such as low emotional stability and lack of conscientiousness, heavy workplace stress, and different attribution processes conducted by the anchor, her coworkers and the audience may all be causes of that crisis. Therefore, we suggest that CTV Newsnet could deal with its reputation crisis and prevent the similar technical and behavioural mistakes in the future as the following: 1) communicating effectively with the viewers about the company’s value and attitude toward this incident, 2) setting up positive reinforcers and punishment rules to encourage desirable behaviour and eliminate undesirable behaviour, 3) holding periodical seminar to strengthen employees’ awareness of work ethics, 4) doing job redesign to verify job tasks and reduce working pressure, and 5) providing proper training programs to improve employees’ cognitive abilities and professional skills. Table of Contents 1. Abstract 2 2. Introduction 4 3. Case Analysis 4 3. 1 Personality 4 3. 2 Stress 5 3. 3 Actor-observer Effect7 4. Solutions8 4. 1 Operant Learning Theory8 4. 2 Coping with Stress 9 4. 3 Attribution Theory 10 5. Conclusion 11 6. Bibliography12 7. Appendices13 2. Introduction The news channel, CTV Newsnet, had been playing important role in practicing the CTV Inc. ’s philosophy which emphasizes the social commitment, such as caring about farming issues. However, in January, 2000, CTV Newsnet had faced a severe challenge to maintain its reputation. This incident started with the CTV Newsnet anchor Avery Haines, who had stuttered and flubbed while recording a report introduction on farmer issues. In order to cover her own embarrassment and ease the tension for other co-workers in the studio, she made a private self-deprecating joke which included inappropriate remarks about various minorities. Of course, they retaped this part, but later that day, a CTV technician mistakenly aired the wrong tape which included the error and the offensive comment to the public. Soon after, mountains of criticism and suspicions about CTV’s professionalism and integrity flooded into the company. The happening of this fatal mistake indeed had adverse impacts on the company’s reputation as well as its further expansion plan. Thus, the purpose of our report is to decrease the possibility of making small but fatal mistakes among employees and to improve their sense of responsibility. 3. Casa Analysis 3. 1 Personality and the Big Five Personality can be described as the individual’s personal style to deal with the world. For Haines, there is a whole mixture of features that describe her personality. When hiring Haines as a â€Å"Hostess† for CTV, Kowalski, the CTV News senior vice-president and general manager was applying one of the key concepts of OB: the fit concept (textbook P41). Indeed, Kowalski felt immediately that Haines is the right person to fit in the fast-paced and demanding milieu of TV. Kowalski was impressed by her personal and professional qualifications. At the professional level, Haines had won many awards, shown a high level of performance, and earned wide popularity. At the personal level, and according to the five-factor model of personality, Haines showed her openness (she was creative and eager to move forward from radio to television), agreeableness (she humbly accepted criticism and advice, and completely committed to the job) and extraversion (she was interested in everything and had quickly gained the support and affection from her co-workers) (Ng, et al. , 2005). However, her lack of emotional stability (self-confidence) and consciousness (responsibility) didn’t appear to Kowalski until the fatal errors occurred. In fact, Haines’ self-depreciating joke to cover her embarrassment and hide her vulnerability and awkwardness is a display of the lack of confidence and consideration of the consequences. According to the intereactionist approach, organizational behaviour is a function of both dispositions and the situation (George, 1992). Indeed, Haines was facing a weak situation where there are loosely defined roles and few rules, so it’s hard to define appropriate behaviour (Adler Weiss, 1988). As a result, personality tends to have most impact in weak situations, which was the case of Haines behaviour. 3. 2 Stress It was a very long day in CTV, they were preparing for a show talking about the farmers’ story which attracted growing attention all over Canada, and Haines due to being stressed made her famous mistake. Stress can be defined as a psychological reaction to the demands inherent in a stressor that has the potential to make a person feel tense or anxious (McGrath, 1970). In our case, the viewers of the broadcasting on the farmers’ issue were the potential stressors to Haines, whereas Haines was also the potential stressor to her co-workers. Haines’ personality which was discussed earlier can mainly determine the extent to which the potential stressor becomes a real stressor, and it also determines how she reacted to stress behaviourally, psychologically, and physiologically. This can explain why Haines can be a potential stressor who exerted in turn stress on the work environment in which employees actions were affected and the wrong tape mistake was made. In terms of Locus of control (which is a set of beliefs about whether one’s behaviour is controlled by mainly internal or external forces), Haines reacted in this way since she was an external person. This type of people are more likely to feel anxious in the face of potential stressors (Ng, et al. , 2006), and that’s the case of Haines when she made her famous mistake; she was stressed and started making jokes to overcome her mistake, unlike if she was an internal person (which internal factors determine her personality) she would have confronted her stressors. Furthermore, Haines suffered from managerial and executive stress, since she had a work overload on the day of the incident. Also, Haines has a heavy responsibility and her work carried considerate significance to CTV’s philosophy which addresses social commitment; thus, not only she was under great pressure but also her co-workers, which increased the possibility of the occurrence of the tape mistake. You read "CTV Newsnet Case Analysis" in category "Essay examples" Finally, other general stress factors such as work-family conflict, Job insecurity, and role ambiguity might affect the level of stress among CTV employees and led to the problem in the workplace. 3. 3 Actor-observer Effect According to Attribution theory, people’s behavior can be attributed to dispositional and situational causes though they are not always accurate. When people are forming attribution to explain others’ behavior, biases and errors are hard to avoid. Thus, in the CTV Newsnet case, Haines and her colleagues in the studio did not perceive her joking as a big problem  ; on the other hand, viewers were more likely to attribute her comments to her real disposition. The fact that viewers and her co-workers had different perceptions of Haines’s joking reflected the actor-observe effect in attributing process (Watson, 1982).. In this case, Haines tended to attribute her making joke to some external factors. They may include her extreme tiredness with the heavy workload, the attempt to ease the embarrassment, and the certainty of a second recording. This is because Haines as an â€Å"actor† is more sensitive than â€Å"observers† (the audience) of the pros and cons that the environment offered (Textbook, p83). Moreover, she knew exactly her own thoughts and intentions which is to get herself and her co-workers relaxed. In general, people know better anout how and why their behavior varies by situations, while the observers tend to guess. In terms of the perspectives of Haines’ co-workers, they would also attribute Haines’ behavior to the external causes because they understood Haines’ motivation and thoughts in that specific situation, and they also know her personality well. They usually saw Haines as a talented, reliable and unbiased person. Thus, coworkers might perceive her making improper joke as an accident due to the low consistency and high distinctiveness of her this behaviour (Medcof, 1990). As the observer of Haines’s behaviour, CTV viewers had high possibility to commit the fundamental attribution error through overemphasizing dispositional causes and ignoring the possible environmental factors that may incur her joke making (Jones, 1979). Because viewers lacked the knowledge about the constraints, private thoughts, feelings, and intentions regarding Haines’s behaviour, they intuitively assumed that the anchor’s making discriminatory remarks reflected her real thoughts. Hence, they inevitablly felt horrified and annoyed. 4. Solutions: 4. 1 Operant Learning theory What happened to the CTV Newsnet indicated two main problems that threatened the maintenance of its reputation and integrity, less professional broadcasting and inferior technical error. Both behavioural mistakes should be eliminated for the sake of the entire company. According to the operant learning theory, two approaches could help CTV newsnet to improve their operationing effectiveness. One approach is to use appropriate positive and negative reinforcement to stimulate desired behaviour. The other is to use extinction and punishment to stop undesired behaviour (Textbook P49-55). In order to avoid such basic technical misconduct on the short-term basis, the CTV managers could adopt positive reinforcement by establishing periodical employee recognition programs. They include offerring financial rewards quarterly or annually to error-free employees and employees who made significant progress in their work. Moreover, a long-term training and development program can be conducted for technicians to learn how to operate the broadcasting equipment properly and efficiently as well as to adopt new technologies and upgrade their professional knowledge. To minimize the similar mishap made by Haines, CTV should create clear communication channel between company and employees to encourage a more direct feedback. It will give help the organization find out their employees’ personal or work-related difficulties so that their performance can be enhanced (Peterson Luthans, 2006). If employees’ problems were incurred by too much workload, managers should consider hiring extra staff or enhancing the efficiency of management to cut the workload for employees. If making mistake was due to the lack of job interest and enthusiasm, the company could offer employees the opportunity to rotate among different positions or grand employees more controling power over their tasks to raise their sense of involvement. Meanwhile, through the negative reinforcement, the upper management may also monitor employees’ job performance and behaviour. Building up a more strict set of operational rules helps prohibit undesirable behaviours in the studio. Any breach of the rules could lead to disciplinary actions such as a verbal warning, a written warning or an ultimate dismissal. Employees’ attemppt to eliminate these unpleasant outcomes (warning and dismissal) can motivate them to obey the rules (textbook, p50). Although punishment might cause unwanted impacts on employees’ working enthusiasm, it is a effective way to prohibit seriously adverse behaviour sometimes. It also serves as a sound warning for other potential mistake-makers and a necessary compromise for easing the public anger. In CTV case, Haines should be fired for her unprofessional behaviour though unintentional since it already incurred a huge wave of public irritation. The technician who played the wrong tape should also be punished for his or her carelessness. However, using punishment should always be careful. 4. 2 Coping with stress In order to reduce and overcome the stress which could occur in the work place now and in future, CTV should start implementing concrete actions. For example, doing job redesign that changes the job depth and breadth can rebuild the job tasks with more diversity and authority. CTV could socially support its employees by planning events and activities which can improve the employee’s social life. The human resource department could establish a family friendly policy for the employees, which will allow the staff to balance better between their job duties and family responsibilities (Grant Parker, 2009). Finally CTV could also introduce stress management programs and work balance programs to allow its employees to arrange their time and tasks effectively with a wisely designed working schedule. . 3 Attribution theory Concerning the above analysis, some work-related attitudes among employees in CTV Inc. should be modified or reinforced. Since attitudes can be modified through persuasively changing people’s beliefs and values (Textbook, p120), holding seminars and developing training programs can indeed help improve the work-related attitudes of CTV workers. First, employees should improve their awareness of the limitation of viewers’ knowledge about the journalists’ or broadcasters’ personal conditions. Interactive activities involving CTV employees and CTV viewers can be conducted to help them establish better mutual understanding. Then, mangers can hold discussion panels to reinforce the belief that working in CTV requires rigorous work ethics and extensive sense of responsibility, especially as journalists and broadcasters. And through these trainings, the employees will be encouraged to ponder internal factors for their own behavior and be more aware that their self-perceived minor mistakes could be fatal to the further growth of their company. Besides, CTV Newsnet should enhancee its employees’ personal skills to maintain its professionalism and reliability. According to the concepts of job performance, individual job performance is heavily affected by his or her general cognitive ability, which refers to intelligence (Textbook, P149). Training programs can be conducted to refine speaking skills of the anchors so that they can be more careful and thoughtful about wording when broadcasting the public information. Moreover, periodical seminars can be held to retain employees’ proper consciousness of political, religious and ethnic issues and to enrich their storage of the relevant knowledge. 5. Conclusion About decade ago, CTV Newsnet anchor Avery Haines’ offensive remarks were aired mistakenly and caused great controversies in the public. The management was facing a severe challenge: the news station’s reputation and growth were threatened. Through OB analysis we have found that certain traits of Haine’s personality, i. e. low level of emotional stableness and ack of conscientiousness, workplace stress from too much workload and pressure, as well as different attribution processes conducted by the anchor, her coworkers and the audience may all causes contributing to the problem. CTV Newsn et could deal with its reputation crisis and avoid these technical and behavioural errors in the future by taking the right steps: communicating effectively with the audience about the company’s value and attitude toward this incident, setting up positive reinforcers and punishment rules to encourage desirable behaviour and eliminate undesirable behaviour, doing job redesign to clarify roles and reduce workload, and providing proper training programs to improve employees’ cognitive abilities and awareness of work ethics. Bibliography 1. Adler, S. , Weiss, H. M. (1988). Recent developments in the study of personality and organizational behaviour. In C. L. Cooper I. Robertson (Eds. ), International review of industrial and organizational psychology. New York: Wiley. 2. George, 1992; Weiss, H. M. , Adler, S. (1984). Personality and organizational behaviour. In B. M. Staw L. L. Cummings (Eds. ), Research in organizational behaviour (Vol. 6, 1-50). Greenwich, CT: JAI Press. 3. Grant, A. M. , Parker, S. K. (2009). Redesigning work design theories: The rise of relational and proactive perspectives. Academy of Management Annal, 3, 317-375. 4. Jones, E. E. (1979). The rocky road from acts to dispositions. American Psychologist, 34, 107-117; Ross, L. (1977). The intuitive psychologist and his shortcomings: Distortions in the attribution process. Advances in Experimental Social Psychology, 10, 173-220. 5. McGrath, J. E. (1970). A conceptual formulation for research on stress. In J. E. McGrath(Ed. ), Social and psychological factors in stress. New York: Holt, Rinehart, Winston. 6. Medcof, J. W. (1990). PEAT: An integrative model of attribution processes. Advances in Experimental Social Psychology, 23, 111-209. 7. Ng, T. W. H. , Eby, L. T. , Sorensen, K. L. , Feldma, D. C. (2005). Predictors of objective and subjective career success: A meta-analysis. Personal Psychology,58, 367-408. 8. Ng, T. W. H. , Sorensen, K. L. ,Eby, L. T. (2006). Locus of control at work: A meta-analysis. Journal of Organizational Behavior, 27, 1057-1087. 9. Parasuraman, S. Alutto, J. A. (1981). An examination of the organization antecedents of stressors at work. Academy of Management Journal, 24, 48-67. 10. Peterson, S. J. , Luthans, F. (2006). The impact of financial and nonfinancial incentives on business-unit outcomes over time. Journal of Applied Psychology, 91, 156-165. 11. Saks. A. M. , Gary. J. (2011). Organizational Behaviour. Toronto: Pearson Prentice Hall. 8th edition. (textbook) 12. Watson, D. (1982). The actor and the observer: How are their perceptions of causality divergent? Psychological Bulletin, 92, 682-700. How to cite CTV Newsnet Case Analysis, Essay examples

Social Security for Unorganised Sector Workers free essay sample

The National Commission for Enterprises in the Unorganised Sector was set up by the UPA Government under the Chairmanship of Arjun Sengupta in September 2004. The Commission prepared two draft bills: (1) Unorganised Sector Workers Social Security Bill, 2005, and (2) Unorganised Sector Workers (conditions of work and livelihood promotion) Bill, 2005. According to the draft bill, it will cover all workers in the unorganised sector with a monthly income of Rs. 5,000 and below. This category includes self-employed workers (including marginal and small farmers), wage workers including agricultural labourers, and home-based workers. It also includes informal workers under the organised sector. It is estimated that around 30 crore workers are eligible under this scheme. The Bill indicates that there will be a national minimum social security for all eligible workers covering four things: (a) health insurance; (b) maternity benefits; (c) life insurance; and (d) old age pension. Every unorganised sector worker is eligible for registration. The registered worker will get a unique social security card. We will write a custom essay sample on Social Security for Unorganised Sector Workers or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The existing welfare programmes will continue as before. A National Social Security Fund will be created. The scheme will be financed from the contributions at Re. 1 a day by workers, employers (wherever identified), and the Government (that is, Rs. 3 per worker a day or Rs. 1,095 a year). The Government contribution will be divided between Central Government and State Government in the ratio of 3:1 respectively (75 paise per worker by the Centre and 25 paise per worker by the State Governments). Similar to the Employment Guarantee Scheme, the National Commission estimated the costs of the minimum social security scheme. If all the 30 crore workers are covered, the contributions would work out to Rs. 32,850 crore. The share of the Central Government will be Rs. 17,548 crore and that of the State Governments Rs. 5,010 crore. This adds up to a total of Rs. 22,558 crore to be spent by Central and State Governments, equal to 0. 8 per cent of the Gross Domestic Product in 2004-05. If we include administrative and other expenses, the government contribution may not exceed one per cent of GDP. Similar to the national EGS, full coverage is expected to be reached in five years. If six crore workers are covered in the first year the cost will be Rs. 4,512 crore and Rs. 22,558 crore from the fifth year. The Government can contribute to the fund in the form of grants or through tax or cess. The second Bill, which deals with conditions of work and livelihood promotion, addresses the issues relating to providing a basic minimum standard on hours of work, payment of minimum wages, bonded labour, and child labour. The Bill also recognises some minimum entitlements of the workers such as the right to organise, non-discrimination in the payment of wages and conditions of work, safety at workplace, and absence of sexual harassment. The costs of providing health insurance, maternity benefits, life insurance, and old age pension for the 30 crore workers are not clear from the Bill. The Government contribution in the first year (Rs. 4,512 crore) is not large but in the fifth year it is closer to one per cent of GDP. As the draft says, tax or cess is one option for raising resources for the Government. The insistence on State Governments contributions may create problems for the scheme as their finances are in bad shape. the Bill seems to be following the targeting approach for identifying beneficiaries. For example, the Bill says that it would cover all workers in the unorganised sector with a monthly income of Rs. 5,000 and below. This may again lead to targeting errors and corruption. the implementation machinery still looks bureaucratic although decentralisation is mentioned. It is better to involve panchayati raj institutions more. Fourthly, legislation alone is not enough. For example, health insurance for all the workers will not help if there are no doctors and health infrastructure, particularly in rural areas. Hence, spending has to increase at the grassroots level for better delivery systems. Fifthly, the working of the present welfare boards for workers must be examined. Keralas experience shows that there are problems of sustainability, high costs, meagre benefits, etc. Lessons should be learnt from these experiences. Sixthly, the second Bill on conditions of workers is equally important. Some regulatory institutions are needed without ending up with inspector raj. Minimum wages have to be fixed keeping in view the increasing needs of the poor. The laws should be effectively implemented. Some estimates show that even if the number of days of employment are increased, the existing wages may not bring many workers above the poverty line. This is the main reason why we have so many working poor in the country. The poor are working but at low wages. The main issue is how to improve the wage rates for the unorganised workers. DOMESTIC WORKERS Live-in workers are often treated as 24-hour slaves. Many employers do not let them even step out of the house. Part-time domestic workers are in a slightly better position. They are not on duty 24 hours a day, have access to their own families and friends, and can quit work when employers become abusive. However, there is a growing demand for live-in workers who can double up as `ayahs or nurse-cum-companions for the elderly. To meet this demand, young girls and boys are often trafficked from the poorer districts of many States. From Bokaro district (Jharkhand) alone, three lakh girls have migrated or were trafficked, 40 per cent of whom were below 14. Their average annual earnings would be Rs. 200 crores, of which they take home only half; the other half goes to the agencies. A separate law is needed to control trafficking, besides regulating working conditions. Domestic workers are especially disadvantaged since they are not covered by laws such as the Industrial Disputes Act, the Equal Remuneration Act, or even the Minimum Wages Act. The Central government has been shying away from enacting any specific legislation for this group. A Domestic Workers (conditions of service) Bill was drafted as early as 1959 but was never enacted. The House Workers (conditions of service) Bill, 1989, was not enacted either. In 2003, the Human Rights Law Network filed a petition in the Supreme Court on behalf of the NDWM, pointing out that legislation to protect domestic workers had been stalled time and again. According to lawyer Vipin Mathew Benjamin, the government had told the court that domestic workers would be covered by the forthcoming Unorganised Sector Workers Bill, 2004. The Supreme Court passed an order saying that all suggestions and demands could be put before a tripartite committee to deliberate on the draft of the Bill. Consultations with all stakeholders were to be held at the Central and State levels. We dont have a problem if this bill is comprehensive, he said. According to Bhatnagar, who is also coordinating the National Campaign Committee for Unorganised Sector Workers, there are no fewer than five versions of the draft Bill. The one put up by the Union Labour Ministry has come in for heavy criticism. In a letter to the Prime Minister, Justice V. R. Krishna Iyer, former Judge of the Supreme Court, called it a `a half-baked law and said that rushing it through Parliament would be `a gross betrayal. Meanwhile, domestic workers are organising themselves. As a result, the Domestic Workers (Protection of Rights) Bill, 2003, has been tabled in the Maharashtra Assembly, while Karnataka has been persuaded to extend the Minimum Wages Act to domestic work. It is high time the government amended the Child Labour (Prohibition and Regulation) Act, 1986, which is applicable only to 64 professions (13 occupations and 51 processes) that are deemed hazardous.

The Pitfall of Gre Essay Samples Ets

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How to Write an Argumentative Essay on a Topic That Is Not Debatable

How to Write an Argumentative Essay on a Topic That Is Not DebatableYou've probably heard your teachers telling you that you need to know how to write an argumentative essay and be able to engage in debate. If you're not quite sure what that means, then you may be asking yourself 'what is the debate?' Can you really engage in debate? What do you have to say to convince someone to agree with you?Debate is a tactic used by a person to get his/her point across or to persuade the other person to agree with him/her. This tactic is often used in different forms, for example in a public forum, in a church or mosque. This debate can be of many types, some are civil, others may be religious. However, all debates have the same goal. That goal is to convince the other person to agree with you.In a civil debate, the two people discuss and compare their viewpoints. They share their views and try to convince the other person of the validity of their point of view. Sometimes the opposite view may b e provided by the moderator to make it more interesting. This way a well-rounded discussion may take place between two people that have differing points of view.On the other hand, in a religious debate, the two people may argue against each other's point of view. Although not necessarily civil, the debate can be one of persuasion is very important. Usually the moderator will keep a check on things and the moderator will even seek a consensus between the two people in order to encourage and help the other person to reach his/her point of view.In a debate, the stakes are high. You may lose your job, get bad grades, lose friends, and have your reputation tarnished. It's important that you follow what your teacher has taught you when writing an argumentative essay.The goal of this essay is to convince the reader that you are right and the other person is wrong. You may also argue that your point of view is the only right one, but I doubt you'll get far. So what is the debate all about? Your goal is to convince the reader that the opposite point of view is wrong and why.To write a persuasive essay that persuades your readers to agree with you, you must develop a good argument. You may start your argument with a reason and cite evidence. However, at times you may also need to convince your readers by using examples. But remember: be factual, avoid being intellectual and don't forget to add your opinion to your arguments.These are just some of the elements that must be included in your student's essay. If you want to know how to write an argumentative essay on a topic that is not debatable, then you need to find the correct resource to help you write your essay.

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How to Write an Investigative Essay for College

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