Author Question: Describe the Pareto principle in relation to time management strategy. What will be an ideal ... (Read 81 times)

Kikoku · **on:** Jun 22, 2018

Describe the Pareto principle in relation to time management strategy.

What will be an ideal response?

Question 2

List the options available to an employee who is experiencing harassment or discrimination.

What will be an ideal response?

cassie_ragen · **Reply #1 on:** Jun 22, 2018

Answer to Question 1

Follow the Pareto principle- This principle states that only 20 of your goals contain 80 of the total value. Therefore, you will wisely use your time by focusing most of it on the 20 with the most value, the A priority goals since the other 80 of your goals contain only 20 of the total value. In other words spend most of your time on your most important goals since they will reap a disproportionately greater amount of reward.

Answer to Question 2

An employee who is experiencing harassment or discrimination has several options available. One strategy is to use the minimally effective response discussed in Chapter 8 . Use of the minimally effective response involves setting limits by starting with a minimal level of assertion that can accomplish the objective and escalate in measured steps from there if necessary. For example, a simple matter of fact statement that I am feeling uncomfortable with X (e.g., your hand on my shoulder) may be sufficient to cause the offending party to stop, especially if the person is unaware that the behavior is inappropriate. If that minimal response is ineffective, escalating levels of assertiveness may include the following with 1 being the minimum response and 4 the maximum in this example: (1) as I said, I am feeling uncomfortable with X stated in a more emphatic manner; (2) I am feeling uncomfortable and I would like for you to stop (or remove your hand); (3) please stop (or remove your hand), this is unacceptable; and (4) if you continue (or do not remove your hand) I will inform your supervisor.. Informing a supervisor or a Human Resources representative is always an option if the offensive behavior pattern persists. Keeping a detailed log of interactions with the offending party is also a good idea. In the United States, federal laws enforced by the Equal Employment Opportunity Commission (EEOC) protect against workplace discriminatory harassment based on age, gender, national origin, race, religion, or disabilities.