Essay Type: Write your answers briefly and concisely.

Do not forget to include in-text

citations and references.

1. Recall some instances in a workplace setting in which you observed power being abused.

One of the most common forms of power abuse is taking away an employee's day off or rest
day. This can happen for many reasons, including the need to meet a deadline or to cover for a
colleague who is absent. However, this is unfair to the employee who has worked hard and
deserves some time off. Moreover, it can lead to burnout, decreased productivity, and a negative
work environment. Another form of power abuse is having favoritism among employees. This
happens when the boss or manager gives preferential treatment to certain employees over others.
This can happen for many reasons, including personal relationships, the employee's skill set, or
simply because the boss likes them better. This can lead to resentment among other employees,
decreased morale, and a negative work environment.

Another instance of power abuse is suspending an employee numerous times instead of

firing them just because they are needed. This is particularly common in industries where
employees are hard to come by, or where the workload is high. However, this can be very
detrimental to the workplace as a whole. A toxic employee can negatively impact the morale of
the other employees and create a negative work environment. Moreover, keeping them on board
may result in decreased productivity and lost revenue. Finally, threatening to remove an
employee's extra pay if they are not being followed 100% is another instance of power abuse.
This can happen when the boss or manager feels that an employee is not meeting their
expectations, or when they want to exert more control over the employee. However, this is unfair
to the employee who may have legitimate reasons for not being able to follow the rules 100%.
Additionally, it can lead to decreased morale and productivity as the employee may feel
demotivated and resentful.

Power abuse is a significant problem in the workplace that warrants attention. It can have
adverse effects on employees, workplace dynamics, and the organization's financial
performance. To combat power abuse, employers and managers should be mindful of potential
abuses and implement preventative measures. These include cultivating a culture of equity and
respect, establishing clear policies and procedures, and enforcing disciplinary action against
offenders. Such measures can facilitate a positive, productive work environment that fosters
growth and development.
2. List down and explain briefly the advantages and disadvantages of group decision-
making.

Advantages:

1. Increased participation and involvement: Group decision-making involves the active

participation of group members, which can lead to greater engagement and
involvement in the decision-making process. This can result in better quality
decisions because group members are more likely to provide input and share their
perspective (Yukl & Lepsinger, 2005).
2. Better communication and information sharing: Group decision-making allows for
better communication and information sharing among group members, which can
improve the quality of the decision. It can also lead to a greater understanding of the
decision-making process, which can help group members feel more invested and
committed to the decision that is made (Yukl & Lepsinger, 2005).
3. Enhanced problem-solving abilities: Group decision-making can enhance problem-
solving abilities, as members of the group work together to analyze the problem and
come up with solutions. This can result in a more effective and efficient decision-
making process (Martins & Martins, 2010).
4. Greater satisfaction among group members: Group decision-making can result in
greater satisfaction among group members. This is because members of the group feel
valued and heard, and are more likely to feel satisfied with the outcome when they are
involved in the decision-making process (Mannix and Neale, 2005).

Disadvantages:

1. Time-consuming: Group decision-making can be time-consuming due to the need to

coordinate schedules, hold meetings, and discuss options before a decision can be
made. (Mannix & Neale, 2005)
2. Conformity pressures and groupthink: In group decision-making, there may be a
tendency for members to conform to the majority opinion rather than expressing their
own unique perspectives. This can result in groupthink, which leads to a lack of
critical evaluation and ultimately, a poor decision. (Mannix & Neale, 2005)
3. Communication difficulties and information overload: In large groups,
communication difficulties can arise due to too much information being shared at
once, causing information overload. This can hinder the group's ability to make a
decision effectively. (Mannix & Neale, 2005)
4. Dominance by one or a few members: In some groups, there may be one or a few
members who dominate the decision-making process, leading to a lack of input from
other members. This can lead to an unbalanced decision that doesn't take into account
the perspectives of all group members. (Mannix & Neale, 2005)
 3. Imagine this scenario: 10 years from now, what do you think will be the changes in the
world of work and worker stress?

In the next decade, the way we work and experience stress at work is expected to change.
With the increasing use of technology and automation, many jobs may be replaced, leading
to anxiety and uncertainty for workers. Additionally, workers may need to learn new skills to
adapt to changing job requirements, which can cause further stress.

However, companies are also becoming more aware of the importance of promoting
mental health and well-being in the workplace. This means that more resources will be
dedicated to addressing worker stress and anxiety. But if these measures are not implemented
properly, it could lead to serious mental health problems, such as anxiety and depression. In
the worst-case scenario, it could even result in a high suicide rate among workers.

Therefore, it is essential for employers and policymakers to take proactive measures to

address worker stress and promote a healthy work environment. This could include providing
access to mental health services, offering flexible work arrangements, and creating a positive
workplace culture that values employee well-being. By doing so, companies can ensure that
their workers are happy, healthy, and productive.

References:

Mannix, E., & Neale, M. A. (2005). What differences make a difference? The promise and reality of
diverse teams in organizations. Psychological Science in the Public Interest, 6(2), 31-55.

Martins, E. C., & Martins, N. (2010). Group decision-making: advantages and disadvantages.
Management, 5(1), 71-81.

Yukl, G., & Lepsinger, R. (2005). Why integrating the leading perspectives on leadership: A
historical and research perspective. In C. L. Pearce & J. A. Conger (Eds.), Shared leadership:
Reframing the hows and whys of leadership (pp. 3-20). Sage Publications.