Beruflich Dokumente
Kultur Dokumente
Chapter 14
Gary
Dessler
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Source: Wall Street Journal, October 21, 1999, pp. B1B4; Ethics Officer Association, Belmont, MA; Ethics Leadership
Group, Wilmette, IL; surveys sampled a cross-section of workers at large companies and nationwide.
Figure 141
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145
An behavior
An behavior
An behavior
An behavior
unethical.
may
may
may
may
be
be
be
be
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Procedural justice
The fairness of the process by which the
decision was reached.
147
Sources: Michelle A. Donovan et al., The Perceptions of Their Interpersonal Treatment Scale: Development and Validation of a
Measure of Interpersonal Treatment in the Workplace, Journal of Applied Psychology 83, no. 5 (1998), p. 692. Copyright 1997
by Michelle A. Donovan, Fritz Drasgow, and Liberty J. Munson at the University of Illinois at Urbana-Champaign. All rights reserved.
Figure 142
148
Individual factors
Organizational factors
The bosss influence
Ethics policies and codes
The organizations culture
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Sources: O.C. Ferrell and John Fraedrich, Business Ethics, 3rd ed. (New York: Houghton Mifflin, 1997), p. 28;
adapted from Rebecca Goodell, Ethics in American Business: Policies, Programs, and Perceptions (1994), p. 54.
Permission provided courtesy of the Ethics Resource Center, 1120 6th Street NW, Washington, DC: 20005.
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Table 141
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U.S.DataTrust
U.S.DataTrust
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Figure 144
HR Ethics Activities
Staffing and selection
Fostering the perception of fairness in the
processes of recruitment and hiring of people.
Formal procedures
Interpersonal treatment
Providing explanation
Training
How to recognize ethical dilemmas.
How to use ethical frameworks (such as codes
of conduct) to resolve problems.
How to use HR functions (such as interviews
and disciplinary practices) in ethical ways.
2005 Prentice Hall Inc.
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All rights reserved.
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The Role of
Training in Ethics
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All rights reserved.
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Figure 145
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An appeals process
The right of the employee to grieve the decision helps to
ensure that supervisors mete out discipline fairly and
equitably.
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Disciplining an Employee
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Disciplinary
Action Form I
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Figure 146
Employe
e
Grievanc
e Form
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Figure 146
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Employee Privacy
Employee privacy violations upheld by courts:
Intrusion (locker room and bathroom
surveillance)
Publication of private matters
Disclosure of medical records
Appropriation of an employees name or likeness
Background checks
Monitoring off-duty conduct and lifestyle
Drug testing
Workplace searches
Monitoring of workplace
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Improve productivity.
Protect from computer viruses
Detect leaks of confidential information
Guard against liability for illegal acts and
harassment suits caused by employee
misuse
2005 Prentice Hall Inc.
All rights reserved.
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Restrictions on Workplace
Monitoring
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Source: Reprinted with permission from Bulletin to Management (BNA Policy and Practice Series)
48, no. 14, Part II, (April 3, 1997), p. 7. Copyright 1997 by The Bureau of National Affairs, Inc.
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Figure 148
Managing Dismissals
Dismissal
Involuntary termination of an employees
employment with the firm.
Terminate-at-will rule
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.
Limitations on terminate-at-will
Violation of public
Implied contract
Good faith
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Insubordination
1.
2.
3.
4.
5.
6.
7.
8.
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Figure 149
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2.
3.
4.
5.
6.
7.
8.
9.
10. Has employee been advised of what the employer will tell a
prospective
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Prenticeemployer
Hall Inc.in response to a reference inquiry? 14
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TJP Inc.
Employee
Handbook
Acknowledgme
nt Form
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Figure 1410
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Termination Assistance
Outplacement Counseling
A systematic process by which a terminated
employee is trained and counseled in the
techniques of conducting a self-appraisal
and securing a new job appropriate to his or
her needs and talents.
Outplacement does not imply that the employer takes
responsibility for placing the person in a new job.
Outplacement counseling is part of the terminated
employees support or severance package and is often
done by specialized outside firms.
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Layoffs
Layoff are not terminations.
Temporary layoffs occur when:
There is no work available for employees.
Management expects the no-work situation
to be temporary and probably short term.
Management intends to recall the
employees when work is again available.
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Bumping/Layoff Procedures
Seniority is usually the ultimate determinant of who
will work.
Seniority can give way to merit or ability, but usually
only when no senior employee is qualified for a
particular job.
Seniority is usually based on the date the employee
joined the organization, not the date he or she took a
particular job.
Companywide seniority allows an employee in one
job to bump or displace an employee in another job,
provided the more senior person can do the job
without further training.
2005 Prentice Hall Inc.
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All rights reserved.
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Alternatives to Layoffs
Voluntarily reducing employees pay to keep
everyone working.
Concentrating employees vacations during slow
periods.
Taking voluntary time off to reduce the employers
payroll.
Taking a rings of defense approach by hiring
temporary workers that can be let go early.
Offering buyout packages to find enough volunteers
to avoid dismissing people.
2005 Prentice Hall Inc.
All rights reserved.
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Employee Morale
and Behavior
Improves When
Justice Prevails
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HR
Scorecard
for Hotel
Paris
International
Corporation*
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Figure 1412
Key Terms
ethics
unsatisfactory performance
distributive justice
misconduct
procedural justice
insubordination
interactional (interpersonal)
justice
wrongful discharge
organizational culture
nonpunitive discipline
Discipline without punishment
Electronic Communications
Privacy Act (ECPA)
termination interview
outplacement counseling
exit interviews
bumping/layoff procedures
downsizing
dismissal
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