Companies welcome new employeesâ€™ arrival from different cultures having nationality differences. Risk factor for workforce misconduct involves segregation of employees based on their different cultures or languages. Employees with different cultural backgrounds may become the cause of their lower awareness of workplace norms and laws. Employees who cannot communicate in the English language may unaware of their rights, which makes them more open to ill-treatment. As language and cultural characteristics can play a vital role in workforce misconduct.
Risk factors-specific strategies to reduce cultural and linguistic workforce misconduct refer to:
Make sure that workplace laws, norms, and policies are fully understandable by culturally diverse employees.
The increasing diversity in the employees who get segregated based on their culture.
A notable counting of young adult employees found in U.S. companies. Risk factor for workforce misconduct involves low awareness of workplace laws and norms in the employees at their first or early jobs. They might show a lack of self-confidence to unwelcome voluntarily that also makes them feel uncomfortable. Young employees may more open to the co-workers to be taken advantage of them as the co-workers are more established than young ones in their positions. Also, young employees more easily get engaged in workforce misconduct as they do not reflect the maturity to understand the consequences.
Risk factors-specific strategies to reduce young workforce misconduct refer to:
Providing the targeted outreach for the young adult employees.
Providing orientation to young new employees to hear about the complaints of unwelcome behaviors.
Providing training on the promotion of young new talents as a supervisor to manage supervisory positions without conflicts.
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