Topui, Teisa

POLS. 460B
4/6/18

Annotate Reference List

Research Question: In what ways do the supervisors and the workers relationship have an effect
on the organization?
BOOKS
Benfari, R. 2013. Understanding and changing your management style: Assessments and tools
for self-development. J-B Warren Bennis Series 2nd ed.
In this book, Benfari discusses the keys to becoming a successful management. In his book, he
discussed that really good managers were not born like that. The best managers become the very
best by first analyzing, understanding, and more importantly changing the characteristics in
everything that’s around them and would affect them. Benfari’s six keys to becoming a
successful management are psychological type, needs/motivation, their use of power, conflict
style, their basic values, and how they react to stress. He explained that anyone is able to become
a good manager by using personality-specific strategies. This book offers key tips to improving
yourself to becoming a successful manager.
Robert Benfari is a multidiscipline behavioral scientist who is also a professor at the Harvard
School of Public Health and the Division of Continuing Education. Benfari has received his AB,
MBA, PhD, and MSPH which makes him very qualified in conducting these studies. Benfari’s
material is very clear and straightforward. His techniques are legit in which Benfari has had
various studies in developing models for understanding and changing management style and
assessing management. His language is impartial in which he explained what managers should
improve on, but still understood where these managers where at. His research is somewhat up to
date in which it assess these management style in the 21st century.
Mangers could become the best if they start with trying to improve themselves first. By using
these personality- specific strategies, you get closer to becoming a successful manager. In order
for you to be a good leader and for subordinates to follow your example, you have to really
change the way u think and handle things as a manager. If there’s a problem in one of these
areas, you should know to change characteristics of it. I knew some of these characteristics were
required in becoming a good leader/manager. When a manager is doing its best and it is
successful, the organization becomes successful as well.

Collier, T. O. 2003. Supervisor's guide to labor relations. Society for Human Resource
Management (2nd ed.).
In this book, Collier explains the appropriate behavior a supervisor should display to its
employees and during a labor organizing campaign. Collier explained the rights that every
employee, the union, supervisors, and the company should have in the workplace. He explained
that in order for everyone to ensure and protect their rights, it is important to know what they can
say and do. Collier explained that a supervisor should know what he could say and should never
say to his employees and what he can and cannot do in the workplace.
T.O. Collier is a certified human resource professional for many years. He has served on the
Employee and Labor Relations Committee and has spent more than 36 years in the human
resources profession. This book is published by the Society for Human Resource Management
(SHRM). The material in this book is published to provide that it has accurate and authoritative
information. The Society for Human Resource Management is the world’s largest professional
association devoted to human resource management. Their mission is to provide the most current
and comprehensive resources, and to advance the profession by promoting HR’s essential and
strategic role.
In every workplace, it is important that every individual in there know of their rights and the
rights of their coworkers, union, and supervisors. Workers should know what they should
tolerate in the workplace and what they shouldn’t tolerate from anyone. It is important for
everyone to know of their rights. This source is useful as a solution and source in which anyone
could read and learn from of their rights in the workplace.

Paladino, B. 2013. Corporate performance management best practices: A case study approach to
accelerating CPM results. Wiley corporate F & A.
In this book, the author Paladino conducts case studies in which demonstrated that business
improvements are from improving corporate performance management. Paladino explained the
job that corporate performance managements has to do, which consists of a set of processes that
help organizations optimize the business performance. Management has to provide a framework
for organizing, automating, analyzing methods that would ensure the drive of business
performance. In this book, Paladino explained practices that will help organization and
management reach its best.
Paladino received three globally accepted performance management awards. In this book he as a
good amount of praises from presidents of certain organizations such as the ARC Corp,
Genworth Financial Trust Company, Diebold, and many other organizations. This book is
published by John Wiley & Sons, whose offices are in North America, Europe, Asia, and
Australia. The Wiley Corporate F&A provides information, tools, and insights to corporate
professionals responsible for issues affecting the profitability of their company, from accounting
to internal controls and performance management.
In every work place, the success of the organization or business all depends on the management
first. From reading this, I learned that in every case, a successful business all begins with the
management. Management is not an easy work but those who wants it has to know the things
they should be doing to ensure everything is successful. This source was useful to the solution
because it ensured that without a good manager, you won’t have a successful business.

Ruch, A., Turney, G., Ward, D. 2010. Relationship-based social work: Getting to the heart of
practice. London; Philadelphia: Jessica Kingsley.
In this book, Ruch et al. explained how you could use empathy or build human relationships with
each other to build a relationship. In this book, they provide a thorough guide to relationship-
based practice in social work, communicating the theory using illustrative case studies and
offering a model for practice. This book also explain the different emotion someone may be
going through and it explores issues that supports systems for management and leadership.
Gillian Ruch is a Professor of Social Works and works in the Department of Social Work and
Social Care at the University of Sussex. Dr. Danielle Turney received her BA in Honors, MSW,
CQSW, and her PhD. She is a senior lecturer in social work with children and young people.
This book is published by Jessica Kingsley Publisher in London. The material is somewhat bias
in which they believe that only sharing empathy with each could build a relationship. The
material is up to date in where it was created in 2010 and also has credible statistical evidence.
In this source, they explained how you could use empathy to have a relationship with someone.
In this case, managers could use empathy to strengthen their relationships with the workers and
subordinates. Even though some supervisors prefer not to use emotions or listen to those
personal problems, it’s important to do this so that the workers could feel a connection with you.
Once you build a relationship with the worker in the workplace, this helps not only the business
but also the way you interact with each other.

Government sources
“Performance Management”
https://www.opm.gov/policy-data-oversight/performance-management/performance-
management-cycle/
The United States Office of Personnel Management explains that performance management
involves more than just assigning ratings. They discussed that management has a continuous
cycle in which it is planning, monitoring, developing, rating, and rewarding. Management should
plan work in advance so that expectations and goals can be set. They need to monitor progress
and performance continually. Management should also develop the employee’s ability to
perform through training and work assignments. They then should rate periodically to summarize
performance. The last thing mentioned management should do is reward good performance.
The information in this article is clear and legit. This write is qualified as it is also in a
partnership with the Defense Health Agency (DHA) and the Department of Defense. The
opinions in this material are being verified against each other. The material is objective in which
it has one goal, to improve how management should work. The language is impartial as it is
written straight out in a professional manner with the titles and their descriptions for each
strategy. The evidence is also credible as the information is being provided by the United States
government.
The OPM is the United States Office of Personnel Management, which is an agency of the
United States federal government that manages the government’s civilian workforce. From
reading this material, I learned that management should be an ongoing cycle. The information in
this material is useful to the research question in which it shows how management should work,
which then produce to a successful supervisor-worker relations.

“Policy Guidance on Employer Liability under Title 7 for Sexual Favoritism”

https://www.eeoc.gov/policy/docs/sexualfavor.html
In this policy document, they explained how an employer should be held liable for
discriminating against individuals who are qualified for but are denied an employment
opportunity or benefit, where the individual who is granted the opportunity or benefit received it
because that person submitted to sexual advances or requests. This policy is in the guidance on
employer liability under Title 7 for Sexual favoritism. In the case Toscano v. Nimmo, the court
found a violation of Title 7 in which they were granting sexual favors for a promotion. This
woman was in a consensual affair to get these preferential treatment.
This information was found on The U.S. Equal Employment Opportunity Commission website.
The EEOC guideline has two kinds of sexual harassment: “quid pro quo” which “submission to
or rejection of (unwelcomed sexual) conduct by an individual is used as the basis for
employment decisions and “hostile environment”, this interferes with an individual’s job
performance or it creates an intimidating, hostile environment. This information is from a
legitimate authority in which the EEOC is a government website that has a number of on-going
lawsuits and settlements of lawsuits. The language is impartial in this document and the
statistical evidence is all credible.
In any workplace, it is very inappropriate for a supervisor to grant or preferential treatment to
those who grant him sexual favors. It is inappropriate and unethical for his subordinates and the
organization. The source is the United States Equal Employment Opportunity Commission,
which is a government page.

“Broderick v. Donaldson”
http://caselaw.findlaw.com/us-dc-circuit/1143929.html
In this case Broderick v. Donaldson, Catherine Broderick filed a suit against her employer, the
Securities and Exchange Commission (SEC). She allegedly said that her rights under Title 7
were being violated. Her allegations were of a sexually hostile work environment and retaliation.
The Commission was then required to take reasonable steps to advise its employees that sexually
harassing other Commission employees is not prohibited. Catherine Broderick won the sexual
harassment suit.
The authority in this material is clear and legitimate. The authority is from FindLaw for Legal
Professions, which is where you could find any court rulings in history. The writer is qualified as
this material is information that is also from the government. The material is objective and free
of any hidden agendas. The language is impartial in which this material just describes the case,
the plaintiff and the defendant’s side, and then the rulings. The statistical evidence is also
credible since it’s from a credible source.
The source FindLaw is a business that provides online legal information and online marketing
services for law firms. Unlike the first case I discussed, Catherine won in her case because she
spoke up immediately. I learned from this material is that the faster you speak up with things you
are uncomfortable with, the more right you will have to prove your innocence. When you stay
quiet for too long, that makes nobody believe your story. This is useful as it could provide as a
problem to situations like this. Makes people aware of what could happen to them when they
engage in this behavior.

Scholarly Articles
Berkovich, Izhak., & Eyal, Ori. (2018). Help me if you can: Psychological distance and help-
seeking intentions in employee-supervisor relations. Journal of the International Society for the
Investigation of Stress.
In this article, they explained how social support is always useful in treating job-related stress. In
this article, they discussed how they found that supervisor’s emotional support is the most
effective source at work. This article conducted a study of 24 teachers, 12 principals, and 12
school counselors. From conducting their study, they came to find that these subordinates all had
some intention of asking socioemotional help from their supervisors.
Ori Eyal is the Founder and Managing Partner of Emerging Value Capital Management and has
over 12 years of experience in global value investing. Ori received his MBA from the University
Of Chicago School Of Business, an MSc in Computer Science, and a BSc from the University of
Maryland. Dr. Izhak Berkovich is senior lecturer at the Open University of Israel. He is the Head
of The Research Institute for Policy Analysis. The material in this article is clear and legitimate.
Both writers are qualified since they both have expertise in this field. The material is up to date
in which they published this article just this year.
Berkovich and Eyal both described how social support helps everyone who are stressed out in
the workplace. They mentioned that subordinates feel even more confronted when their
supervisors provide emotional support for the subordinates. It is always good to know in any
workplace, that your supervisor has your back no matter what. Once your supervisor start to let
you be there emotional support, relationships in the workplace are much more respected and
appreciated. This source is useful to the problem in which it provides a way for supervisors to
change something about themselves.

Ramsini, Larsa. 2014. The unwelcome requirement in sexual harassment: Choosing a perspective
and incorporating the effect of supervisor-subordinate relations. William and Mary Law Review,
55(5), 1961.
In this scholarly article, it described how a female supervisor used to work unethical in the
workplace. This supervisor use to make inappropriate and sexually explicit jokes with her
coworkers, both male and female. She never made these jokes with any other supervisor but the
workers. As a male supervisor began doing the same thing, he began to say explicit jokes at this
female supervisor. Sara never filed a complaint or spoke to anyone about this supervisor’s
behavior. If she would want to file a complaint or sue, she would have to prove that the male
supervisors conduct was “unwelcomed”. Ramsini reports how to prove that her behavior was
“unwelcomed”. She also mentions that a supervisor should never think that his subordinates want
to be talked in such way and how the courts should analyze from the perspective of the
reasonable accused.
Larsa Ramsini is an associate in the Firm’s Employment Litigation practice group. She practices
employment law issues, discrimination and retaliation claims, wage and hour disputes, restrictive
covenants, and employment arbitrations. The material in this article is clear and legit because
Larsa works with cases compared like this supervisor. The language in this article does have an
objective in where she tries to let people know what they could do if they every fall into that
situation.
It is never okay for anyone to say sexual remarks to anyone else, even if it was in a joking
manner. It is never funny to say sexual things to someone who does not want to be talked to that
way. From reading this article, I learned that if I ever get in this situation that this female
supervisor got into, I should speak up immediately if I ever feel uncomfortable. This source
helps answers our research question in which it offers people information they could do and take
if they ever are in this situation.
Cooke, William. 1990. Factors Influencing the Effect of Joint Union-Management Programs on
Employee-Supervisor Relations. Industrial & Labor Relations Review: 43(5), 587-603.
In this article, Cooke explained how programmatic features of joint union-management
programs, the exercise of relative power options by employers, and organizational constraint
influences the intensity of collaborative efforts. This will help improve the relationships that is
between the employee and the supervisor. In this article they conducted a survey in which it
proved that improvements in employee and supervisor relations are more likely to happen when
joint programs are structured to have highly active team-based efforts and substantial leader
participation. He also said that there would also be either a substantial growth or decline in
employment levels.
William Cooke currently works at the School of Human Resources and Labor Relations at
Michigan State University. He received his B.S., M.A., and his PhD. At the University of
Illinois. Cooke has a lot of experience in human resources and employment relations. The
information in this article is credible according to Cooke’s knowledge and background. The
materials language is impartial in which it offers tips to improve the relationship.
In any workplace, it is important that the workers have a certain comfort level with each other to
where they are able to collaborate and cooperate with each other. As every workplace, the
subordinate will follow the examples of its leader. If the leader sets a good example such as
participating in every work-related issues, the workers would follow and do the same. This
source is useful to the research question in which, this also provides another way to improve
worker-supervisor relations.
Appendix
Books
Government Sources
Scholarly Articles