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The principles of conduct governing an individual or a group
Standards you use to decide what your conduct should be
Often depends on a person’s frame of referenceIt
involves morality
Society’s accepted standards of behavior:
basic questions of right and wrong
how to treat other people |
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| refers to fair processes; for example, how candidates for jobs are screened and selected |
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| refers to fair outcomes; for example, an employee’s perception that she is paid fairly for the responsibilities of her job |
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Individual characteristics; Hard to generalize the characteristics of ethical or unethical people.
Older workers, in general, had stricter interpretations of ethical standards and made more ethical decisions than younger workers |
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Ethical dilemma; Ethical dilemma = situation where all alternative choices and behaviors are deemed undesirable because of potentially negative consequences.
This in turn makes it difficult to distinguish what is right from wrong and to make a logical decision. |
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Outside factors; Being under the gun to meet scheduling pressures
Meeting overly aggressive business objectives
Helping the company survive |
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| Characteristic values, traditions, and behaviors a company’s employees share |
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| Basic belief about what is right or wrong, or about what you should or shouldn’t do |
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| involves individuals in the decisions that affect them by asking for their input and allowing them to refute the merits of one another’s ideas and assumptions; participative management |
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| makes sure everyone knows the standards by which they will be judged and the penalties for failure. |
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| ensures that everyone involved and affected understands why final decisions are made as they are and the thinking that underlies the decisions |
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A procedure that corrects or punishes a subordinate for violating a rule or procedure
Purpose: to encourage employees to behave sensibly at work |
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| Disciplining employees without punishment |
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Definition
done by gaining the employees’ acceptance of the rules and reducing the punitive nature of the actual discipline.
The steps include:
Issue an oral reminder.
If another incident arises within 6 weeks, issue a formal written reminder, and place a copy in the employee’s personnel file. Also, hold a second private discussion with the employee.
Give a paid one-day “decision-making leave” if another incident occurs in the next 6 weeks or so.
If no further incidents occur in the next year or so, purge the one-day paid suspension from the employee’s file. |
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| Involuntary termination of an employee’s employment with the firm. |
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| An employee dismissal that does not comply with the law or does not comply with the contractual arrangement stated or implied by the firm via its employment application forms, employee manuals, or other promises. |
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| Without a contract, the employee can resign for any reason, at will, and the employer can similarly dismiss the employee for any reason (or no reason), at will. (doesn't exist anymore) |
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| A systematic process by which a terminated person is trained and counseled in the techniques of self-appraisal and securing a new position |
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| Interviews conducted by the employer immediately prior to the employee leaving the firm, with the aim of better understanding what the employee thinks about the company |
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| A situation in which employees are told there is no work for them, but that management intends to recall them when work is again available |
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| Layoffs and Downsizing Alternatives |
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Definition
Voluntarily reducing employees’ pay
Concentrating employees’ vacations
Taking voluntary time off
Releasing temporary workers
Offering early retirement buyout packages |
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| Occupational Safety and Health Act 1970 |
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Definition
| Passed to assure, as far as possible, every working man and woman in the nation has safe and healthful working conditions and to preserve our human resources |
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| Occupational Safety and Health Administration (OSHA) |
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Definition
Basic purpose is to administer the act and to set and enforce the safety and health standards
Responsible for spreading legally enforceable standards
Governed by Dept. of Labor |
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Definition
Any abnormal condition or disorder caused by exposure to environmental factors associated with employment
Includes acute and chronic illnesses caused by inhalation, absorption, ingestion, or direct contact with toxic substances or harmful agents |
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| Drug-Free Workplace Act requires: |
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Definition
Publication of a policy prohibiting the unlawful manufacture, distribution, dispensing, possession, or use of controlled substances in the workplace.
Establishment of a drug-free awareness program that informs employees about the dangers of workplace drug abuse.
Informing employees that they are required, as a condition of employment, not only to abide by the employer’s policy but also to report any criminal convictions for drug-related activities in the workplace. |
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| Workplace factors (stress) |
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Definition
Work schedule
Pace of work
Job security worries
Route to and from work
Workplace noise
Poor supervision
The number and nature of customers or clients |
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| Personal Factors (stress) |
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Definition
Personality type
Non-job factors |
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| Human Consequences of stress |
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Definition
Anxiety
Depression
Anger
Cardiovascular disease
Headaches |
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| Employer Consequences of stress |
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Definition
Diminished quantity and quality of performance
Increased absenteeism and turnover
Workplace violence |
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| A person who feels driven to always be on time and meet deadlines, and so normally places himself under greater stress than others do |
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| Focuses on ensuring that job designs and workflows are correct |
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| Individual employee assessment and attitude surveys |
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| Employee assistance programs and counseling |
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Definition
Total depletion of physical and mental resources caused by excessive striving to reach an unrealistic work-related goal
Manifested in symptoms such as:
Irritability
Discouragement
Entrapment
Resentment |
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Definition
| Taking advantage of the facility’s natural or architectural features to minimize security problems |
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| The utilization of security systems such as locks, intrusion alarms, access control systems, and surveillance systems in a cost-effective manner that will reduce the need for continuous human surveillance |
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| Using good management to improve security |
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| Hofstede's definition of culture |
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Definition
| the collective mental pre-programming of the mind that distinguishes the members of one group from those of another |
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Definition
| Power distance, Individualism, Masculinity, Uncertainty Avoidance, Long-term Orientation |
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Definition
The extent to which the less powerful members of organizations and institutions (like the family) accept and expect that power is distributed unequally.
Represents difference of power and inequality (fundamental facts of any society)
“All societies are unequal, but some are more unequal than others”. |
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| inequalities of power and wealth have been allowed to grow within the society |
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| the society de-emphasizes the differences between citizen's power and wealth (i.e., equal opportunity for all) |
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Focusing on the “I”
Ties between individuals are loose: everyone is expected to look after him/herself and his/her immediate family.
The opposite, collectivism, is the degree to which individuals are integrated and connected into groups.
People are integrated into strong, cohesive in-groups, often extended families (with uncles, aunts and grandparents) which continue protecting them in exchange for unquestioning loyalty. |
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Definition
Distribution of roles between the genders
Masculinity = assertive, competitive, material success, self-centeredness, power, and strength
Femininity (opposite) = caring, modest, reserved
Studies have revealed that women's values differ less among societies than men's values |
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| Uncertainty Avoidance (UAI) |
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Tolerance for uncertainty and ambiguity
Do people feel either uncomfortable/comfortable in unstructured situations? |
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Definition
Persistence
ordering relationships by status and observing this order
Thrift
having a sense of shame |
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Definition
personal steadiness and stability
protecting your ‘face’
respect or tradition
reciprocation of greetings, favors, and gifts |
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| High-performance work system |
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Definition
An integrated set of human resources policies and practices that together produce superior employee performance
became popular in the 1990’s as a result of increasing global competition |
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Term
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Definition
The quantitative measure of some human resource management yardstick
Examples:
employee turnover
hours of training per employee
qualified applicants per position |
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| Evidence-based human resource management |
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Definition
| The use of data, facts, analytics, scientific rigor, critical evaluation, and critically evaluated research and case studies to support human resource management proposals, decisions, practices, and conclusions |
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Definition
An analysis by which an organization:
measures where it currently stands
determines what it has to accomplish to improve its HR functions |
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| How well is our company complying with current federal, state, and local laws and regulations? |
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Definition
| Are our recruitment practices, hiring practices, performance evaluation practices, and so on comparable to those of companies with exceptional practices? |
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| Are our human resource management practices helping our company achieve its strategic goals by fostering the required employee behaviors and organizational outcomes? |
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Definition
| Audits of one or more specific human resource management areas, such as compensation or training and development. |
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Term
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Definition
| Metrics that specifically focus on measuring the activities that contribute to achieving a company’s strategic aims |
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