Professional Documents
Culture Documents
Law
Decision
Morals
3
Deontological Theory
Stakeholder Theory
Utilitarianism
Discourse Theory
HRM Environment
Social Justice
Distributive Justice
Natural Justice
Procedural Justice
Ethical Issues
Privacy issues
Construction
Drilling
Mining
Health Issues
Stress causing trauma and disorder
rising productivity pressure Escalating job demands Wrist pain by meat cutters, keyboard operators, Super market checkers
Solution
Legislations by govt. to compensate victims
Dilemma
Restructuring and consequent layoffs have become relevant because of poor management . If restructuring requires to close a plant, in this case layoffs are ethically important.
Restructuring
Parts of the organization are significantly over or under staffed Workforce productivity is stagnant or deteriorating Morale is deteriorating ADVANTAGES Improved productivity and morale Reduced personnel turnover Increased organizational effectiveness and efficiency
Voluntary timeoff
Redundancy training
Supplemental employees
Solutions
EMPLOYEE RESPONSIBILITY
Responsibilities are: Be compassionate Honor patient wishes Maintain confidentiality Adhere to safe practice Adhere to professional standards Maintain professional relationships Report unethical behavior Protect patients from harm Report patient abuse
Contd
Do early homework-
required
Plan with manager- time management and meeting deadlines Use available resources and take responsibility Participation- good team player Be punctual and regular Cost effectiveness Creative thinking and innovative
Incentive Plans
Incentive Scheme
An incentive scheme is a plan or program to motivate individual or group performance. An incentive program is most frequently built on monetary rewards but may also include a variety of non-monetary rewards or prizes
Expectancy Theory
Expectancy
If I attempt this level of performance, am I likely to succeed?
Instrumentality
If I achieve this level of performance, am I likely to be rewarded?
Valence
What value do I place on the rewards available to me?
Group incentives
Benefits
To business
retain existing employees increase their motivation, morale and loyalty boost productivity link individual and business performance focus employees on achieving targets build teamwork Indirect benefit, e g free health assessments may reduce absences.
To employees enhance the quality of working life reward employee efforts add value to the employment contract
Group Incentives
Compensation system which links pay to a group's combined performance measured by reduction in costs, increase in productivity, progress in attaining firm's objectives, etc.
Disadvantages
Weakens relationship b/w individuals effort and performance. Intra-group conflict The incentive may not be strong enough to serve its purpose
Performance Appraisal
Race
Disability
Gender
Ethical Methods to safeguard employee against prejudice of Race, Gender, Age and Disability
Monitor the principles and norms of enterprise to endure reflection of values(TATA)
Employment issues
Those most likely to be encountered by supervisors are absenteeism and tardiness insubordination and uncooperativeness alcohol and drug abuse employee theft
2. Insubordination and
Uncooperativeness
Insubordination: Deliberate refusal to do what the supervisor or other superior asks. Poor performance may result from not understanding how to do something. This is corrected by training. Sometimes an employee performs poorly or breaks rules because he or she chooses to do so. This may be uncooperative behavior or deliberate refusal to do what he or she is told
Many kinds of negative behavior fall into the following categories: General poor attitude criticizing, complaining, and showing dislike for the supervisor and organization Making an art out of doing as little as possible Spending most of the day socializing, joking around, or moving as slowly as possible
They can hurt the organization by lower productivity. They are more likely to quit, to cause accidents, to have a higher use of disability and sick benefits, and to increase insurance costs.
4. Employee theft
Employees take companies inventory, supplies, and money as well as steal time by giving the employer less work than they are paid for. A supervisor should take measures to prevent and react to theft.
PRIVACY ISSUES
It is an issue to protect a persons personal life from intrusive and unwarranted actions.
Privacy has emerged as an important social as well as organizational concern. Privacy has emerged as an issue because of fast expanding information technology that has made it possible to intrude into the privacy of individuals.
Concept of Privacy
Defined as control over transactions between persons and others. Aim- to enhance autonomy or to minimize vulnerability. 2 main theories of privacy one that focuses on privacy as a process of regulating levels of social interaction other that focuses on the states and functions of privacy.
Employee Privacy
The main issue of employee privacy relates to the employee records maintained by organization . 1. 2. 3. 4. These are maintained in relation to Selection Placement Promotion Assessment etc.
While the employees may approve such practices, there is a concern about the handling and us of such information.
Employee Privacy
Few facts related to privacy issues are: The American Management Association found that : 19 % - companies taped phone conversations 15% - stored and reviewed e-mails 34% - used video cameras to monitor employee activities
Managing Ethics
Managing ethics
1. Recognize that managing ethics is a process. Ethics is a matter of values and associated behaviors. Values are discerned through the process of ongoing reflection. Therefore, ethics programs may seem more process-oriented than most management practices. Managers tend to be skeptical of process-oriented activities, and instead prefer processes focused on deliverables with measurements.
2. The bottom line of an ethics program is accomplishing preferred behaviors in the workplace. As with any management practice, the most important outcome is behaviors preferred by the organization. The best of ethical values and intentions are relatively meaningless unless they generate fair and just behaviors in the workplace.
3. The best way to handle ethical dilemmas is to avoid their occurrence in the
first place.
4. Make ethics decisions in groups, and make decisions public, as appropriate. This usually produces better quality decisions by including diverse interests and perspectives.
5. Integrate ethics management with other management practices. 6. Use cross-functional teams when developing and implementing the ethics management program. Its vital that the organizations employees feel a sense of participation and ownership in the program if they are to adhere to its ethical values. Therefore, include employees in developing and operating the program. 7. Value forgiveness. People are more sensitive therefore increase in no. of ethical issues. Consequently, there may be more occasions to address peoples unethical behavior. The most important ingredient for remaining ethical is trying to be ethical. Therefore, help people recognize and address their mistakes and then support them to continue to try operate ethically.
8. Note that trying to operate ethically and making a few mistakes is better than not trying at all. Some organizations have become widely known as operating in a highly ethical manner, e.g., Ben and Jerrys, Johnson and Johnson, Aveda, Hewlett Packard, etc. Unfortunately, it seems that when an organization achieves this strong public image, it's placed on a pedestal by some business ethics writers. It's the trying that counts and brings peace of mind -- not achieving an heroic status in society
ETHICAL ISSUES
Further ethical issues crop in HR when long term compensation and incentive plans are designed in consultation with the CEO or an external consultant. While deciding upon the payout there is pressure on favouring the interests of the top management in comparison to that of other employees and stakeholders.
Employment Issues
Hiring issue- someone who has been recommended by a friend, someone from your family or a top executive. Yet another dilemma arises when you have already hired someone and he/she is later found to have presented fake documents
4. Identify the alternatives available to the person who must resolve the dilemma.
Balance Sheet Approach In balance sheet approach, the manager writes down the pros and cons of the decision. This helps arrive at a clear picture of things and by organizing things in a better way.
Engage People Up and Down the Hierarchy One good practice is to announce ones stand on various ethical issues loudly such that a clear message to every member of the organization and to those who are at the greater risk of falling prey to unethical practices. Debate Moral Choices Before taking a decision, moral decisions need to be thought upon and not just accepted blindly. It is a good idea to make hypothetical situations, develop case studies and then engage others in brainstorming upon the same.
Develop an objective-based system (specific, quantifiable, time-oriented objectives for the rating period)
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(4) Each employee must be informed as to how the information from the PA is to be used.
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