Post on 24-Dec-2021
transcript
Lecture 10
ETHICS, EMPLOYEE RELATIONS & FAIR TREATMENT
BTEC Higher National DiplomaHuman Resource Management
Jeeshan Mirza
Topic Overview1. HRM Strategy & Analysis
2. Job Analysis
3. Personnel Planning & Recruiting
4. Selecting Employees
5. Training & Developing Employees
6. Performance Management & Appraisal
7. Managing Employee Retention, Engagement, and Careers
8. Developing Compensation Plans
9. Pay For Performance & Employee Benefits
10. Ethics, Employee Relations, Fair Treatment At Work
11. Working With Unions/Improving Occupational Safety, Health, and Risk Management
Overview• Basics Of Ethics & Fair Treatment
• What Shapes Ethical Behavior At Work
• HR Tools For Managing Ethics & Fair Treatment
• Managing Employee Discipline
• Managing Employee Relations
Overview• Basics Of Ethics & Fair Treatment
• What Shapes Ethical Behavior At Work
• HR Tools For Managing Ethics & Fair Treatment
• Managing Employee Discipline
• Managing Employee Relations
Basics Of Ethics & Fair Treatment
The Concept Of Ethical Behavior
Managers promise salary raise, but don’t deliver
Salespeople say orders coming, when its not
Production managers take kickbacks from suppliers
HR monitors prospective and existing employees social networks
Managers allow employees to operate machinery with technical fault
Basics Of Ethics & Fair TreatmentEthics
▷ Principles of conduct governing an individual or a group
▷ Rooted in morality
▷ Morality-society’s accepted standards of behavior
▷ Involves basic questions of right and wrong
Basics Of Ethics & Fair Treatment▷ Laws exist to ensure companies are ethical
▷ Law is a far-from-perfect guide to what is ethical
▷ Something may be legal but not right or right but not legal
▷ Firing an employee with 20 years’ tenure without notice may be unethical, but still legal
Basics Of Ethics & Fair Treatment▷ Company’s ethics manifest themselves is in how
fairly it treats its employees
▷ Unfair treatment reduces morale, increases stress, has negative effects on performance
▷ Employees of abusive supervisors-
More likely to quit, report lower job and life satisfaction, higher stress
Basics Of Ethics & Fair Treatment▷ Unfairness and unethical treatment can be subtle
or blatant
▷ Subtle-expecting employee to work on weekend, holiday, not giving time off
▷ Blatant-use bias and prejudice in treatment of employees
Basics Of Ethics & Fair Treatment▷ Employees’ fairness perceptions affect company
Victims exhibit workplace deviance-, unethical work habits, theft and sabotage
▷ Perceptions of fairness relate to enhanced employee commitment
Enhanced satisfaction with the organization, jobs, and leaders
Enhanced organizational citizenship behaviors
Basics Of Ethics & Fair Treatment▷ People who view themselves as victims of
unfairness
Suffer ill effects including poor health, strain, and psychological conditions
Source: Mathis
Business Ethics & HR Management Consequences
Basics Of Ethics & Fair Treatment
HR Related Ethical Misconduct
Source: Mathis
Basics Of Ethics & Fair Treatment
Bullying & Victimization At Work Place
Bullying
▷ Singling out someone to harass and mistreat them
▷ An increasingly serious problem
Basics Of Ethics & Fair Treatment
Bullying & Victimization At Work Place
▷ Bullying involves
Imbalance of power: People use their power to control or harm others
Intent to cause harm: Person bullying has a goal to cause harm
Repetition: Incidents of bullying happen to the same the person over and over
Basics Of Ethics & Fair Treatment
Bullying & Victimization At Work Place
▷ Bullying involves
Verbal: Name-calling, teasing
Social: Spreading rumors, leaving people out on purpose, breaking up friendships
Physical: Hitting, punching, shoving
Cyberbullying: Using the Internet, mobile phones, or other digital technologies to harm others
Basics Of Ethics & Fair Treatment
Bullying & Victimization At Work Place
▷ Perpetrators are undoubtedly responsible and to blame for bullying
▷ However, some peoples personalities likely to make them victims
Submissive Victims- Anxious, cautious, sensitive, quiet
Provocative Victims- Aggressive
Low Self Determination- Those who leave it to others to decide for them
Overview• Basics Of Ethics & Fair Treatment
• What Shapes Ethical Behavior At Work
• HR Tools For Managing Ethics & Fair Treatment
• Managing Employee Discipline
• Managing Employee Relations
What Shapes Ethical Behavior At Work
Important Factors That Shape Behavior At Work
What Shapes Ethical Behavior At Work
Why do people do bad things?
Three factors determine the ethical choices we make
Bad Apples- People who are inclined to make unethical choices
Bad Cases- Ethical situations that are ripe for unethical decisions
Bad Barrels- Environments that foster or condone unethical choices; poisonous social environment
What Shapes Ethical Behavior At Work
▷ What makes Bad Apples?
Low principled individuals who do not think through the implications of their decisions
Traits-many people are morally disengaged, lack honesty, integrity
Older workers have stricter interpretations of ethical standards, made more ethical decisions than younger ones
Wall Street Journal Quiz
What Shapes Ethical Behavior At Work
▷ Outside Forces That Shape Ethical Decisions (Bad Barrels)
Job Related Pressure-People do unethical things not solely for personal gain, often pressures of the job
Pressure From Boss- Level of misconduct at work drops dramatically when employees believe their supervisors exhibited ethical behavior
Ethics Policies & Codes- Eg. IBM, staff cannot accept gift
What Shapes Ethical Behavior At Work
Organization’s Culture- The characteristic values, traditions, and behaviors a company’s employees share
A value is a basic principle, belief that guides the actions and decisions of employees in the company
Values are important because they guide and channel behavior, Eg. Honesty & Integrity
Leaders set a company’s ethical tone
Managers, and leaders need to walk the talk
What Shapes Ethical Behavior At Work
Organization’s Culture
What Shapes Ethical Behavior At Work
Organization’s Culture
What Shapes Ethical Behavior At Work
Organization’s Culture
Overview• Basics Of Ethics & Fair Treatment
• What Shapes Ethical Behavior At Work
• HR Tools For Managing Ethics & Fair Treatment
• Managing Employee Discipline
• Managing Employee Relations
HR Tools For Managing Ethics & Fair Treatment
Influencing Ethical Behavior At Work
HR Tools For Managing Ethics & Fair Treatment
▷ Selection Tools
Simplest way to tune up an organization-hire more ethical people
Use screening tools like honesty tests, background checks-referee checks
Other interview techniques
HR Tools For Managing Ethics & Fair Treatment
▷ Training Tools
Showing employees how to recognize ethical dilemmas
Emphasize the moral underpinnings of the ethical choice
Company’s deep commitment to integrity and ethics
Participation by top managers in the program to underscore that commitment
LOA, Employee Handbook, Regular Training
HR Tools For Managing Ethics & Fair Treatment
▷ Performance Appraisal Tools
Unfair appraisals suggests employer may condone unethical behavior
The employees’ standards should be clear
Employees should understand basis on which they’re appraised
The supervisor should perform the appraisal objectively and fairly
HR Tools For Managing Ethics & Fair Treatment
▷ Reward & Disciplinary Systems
Employers should punish unethical conduct
Discipline executives, not just underlings, who misbehave
HR Tools For Managing Ethics & Fair Treatment
▷ Employee Privacy Policy
People view invasions as both unethical and unfair; following triggers most privacy violations
Background checks
Monitoring off-duty conduct and lifestyle
Drug testing
Workplace searches, and workplace monitoring
HR Tools For Managing Ethics & Fair Treatment
▷ Employee Privacy Policy
Employees can also jeopardize company through violation
Important to have clearly documented policies governing what employee and employer can do, cannot do
HR Tools For Managing Ethics & Fair Treatment
Classroom Debate
Should employers have right to track employees emails, internet usage, , telephone conversation, work space (drawers, cabinets)?
Source: Mathis
Overview• Basics Of Ethics & Fair Treatment
• What Shapes Ethical Behavior At Work
• HR Tools For Managing Ethics & Fair Treatment
• Managing Employee Discipline
• Managing Employee Relations
Managing Employee Discipline
Using Fair Disciplinary Practices
Managing Employee Discipline▷ Purpose of discipline- encourage employees to
adhere to rules and regulations
▷ Necessary to corrects or punish a subordinate for violating a rule or procedure
▷ Disciplinary process must be fair and well thought out
▷ Can poison employees perception of ethical and fair treatment
Managing Employee Discipline▷ Managers builds a fair discipline process on three
pillars
1. Rules and regulations
2. System of progressive penalties
3. Appeals process
Managing Employee Discipline1. Rules & Regulations
A set of clear disciplinary rules and regulations
Should address issues such as theft, destruction of company property, drinking on the job, insubordination
Purpose-inform employees ahead of time what is and is not acceptable behavior
Preferably in writing-employee’s orientation, employee handbook, letter of appointment
Managing Employee Discipline2. Penalties
System of progressive penalties
Severity of the penalty depends on offense and the number of times
First warning, fines, suspensions, termination
Managing Employee Discipline
Source: Mathis
Progressive Discipline Process
Progressive discipline system by employer may be viewed more positively by Department Of Labor
Managing Employee DisciplinePositive & Progressive Discipline Approach
▷ Traditional punishments may only gain short term compliance
▷ Leaves employees disgruntled even when they are wrong
▷ Discipline without punishment is new technique
Managing Employee DisciplinePositive & Progressive Discipline Approach
1. Issue an verbal reminder for first infraction, counsel
2. If repeat within 6 weeks, issue formal written reminder, with copy in employee’s personnel file
3. Again in 6 weeks? Give paid 1-day paid “decision-making leave.” Whether he or she wants to abide by the company’s rules
4. No further incidents occur, purge 1-day paid suspension from the person’s file, else pursue harsher punishment
Managing Employee Discipline3. Appeals Process
Guaranteed fair treatment- employer programs
Ensuring employees are treated fairly
Providing formalized, well-documented, and highly publicized vehicles through which employees can appeal any eligible issue
Also recognized as Grievance Procedure
Managing Employee Discipline
Grievance▷ A complaint-merely an indication of employee
dissatisfaction
▷ Grievance- complaint formally stated in writing
▷ Issue involving
Wages, hours, or, conditions of employment,
Discipline cases, promotions, transfers, layoffs, job evaluations, vacation, incentive
Managing Employee Discipline
Grievance▷ Management should be concerned with
complaints and grievances
▷ Indicate potential problems in workforce
▷ Without grievance procedure
Management unable to respond to employee concerns because managers are unaware of them
Managing Employee Discipline
Grievance▷ Formal grievance procedure provides a valuable
communication tool for organizations
▷ HR responsible for developing process
Managing Employee Discipline
Grievance Handling Process1. Develop policy, implement in handbook-how to
address, who to address, where to obtain form, next steps
2. Employee to fill grievance form
3. Grievant trying to work out agreement with supervisor with colleague or union rep present
4. Go to supervisors boss, then that persons boss, finally to union or arbitrator
Managing Employee Discipline
Why Discipline Not Often Enforced
▷ Organizational culture of avoiding discipline
▷ Lack of support
▷ Guilt
▷ Fear of loss of friendship
▷ Avoidance of time loss
▷ Fear of turnover, negative repercussions
Overview• Basics Of Ethics & Fair Treatment
• What Shapes Ethical Behavior At Work
• HR Tools For Managing Ethics & Fair Treatment
• Managing Employee Discipline
• Managing Employee Relations
Managing Employee Relations
Defining Employee Relations & Methods To Manage It
Managing Employee Relations
The BasicsEmployers Want
▷ Employees who will do what they are told without costing too much
▷ Engagement, loyalty and commitment
Managing Employee Relations
The BasicsEmployees Want
▷ A fair days pay for a fair days work
▷ A say in terms and conditions of employment and the way in which their work is organized
▷ Security of employment
▷ Good working conditions, good relationship with peers and superior, a healthy and safe working environment
Managing Employee Relations
The BasicsWhat employer
wantsWhat employee
wants
Managing Employee Relations
The Basics▷ There must be a fine balance between what
employee wants, and what employer wants
▷ When there is lack of balance
▷ Conflicts can arises between employers and employees
Managing Employee Relations
The Basics▷ If employee feels not fairly treated, not aligned
with company, unsatisfied with work environment
▷ Demotivation Job Withdrawal Poor Performance Conflict Resolution By Self Or With Union Support Turnover
▷ Which is why employers need and try to maintain good employee relations
Managing Employee Relations▷ Activities that involves establishing and
maintaining positive employee employer relationships
▷ Contributes to satisfactory productivity, motivation, morale, and discipline
▷ Maintains positive, productive, and cohesive work environment
Big conceptHaving employees on your side!
Managing Employee Relations▷ Ways in which companies can improve employee
relations
1. Have HR processes and policies in place
2. Improving and assessing employee relations through better communications
3. Developing employee recognition and relation programs
4. Creating employee involvement strategies
Managing Employee Relations
1. HR Policies & Processes
▷ Absolute basic fundamental to have HR Policies & Processes in place
▷ Policies- rules, regulations that all employees must abide by
▷ Policies could originate from country’s labor laws and HR plan, company strategy
▷ Rules must apply equally for everyone!
Managing Employee Relations
1. HR Policies & Processes
▷ Have clear job descriptions, job specification
▷ Have clearly defined processes in place for every HR activity
Recruitment & Selection Performance Management Compensation Strategy Training & Development
▷ Clear transparent processes promotes practice and perception of fair treatment
Managing Employee Relations
2. Through Better Communication
▷ Companies use various communications tools to bolster their employee relations efforts
▷ Use open-door policy to encourage communication between employees and managers
Some companies have power distance
Employees cannot interact with superiors, or their superiors without chain of command
Managing Employee Relations
2. Through Better Communication
▷ Employee handbook covering basic employment information-soft copy, hard copy, web based
So that policies, procedures are clear
▷ Employee focus group discussions, suggestion box, complaint box, hotlines
▷ Exit interviews provide opportunity to sample the quality of one’s employee relations
Managing Employee Relations
2. Through Better Communication
▷ Company newsletters, bulletin boards
Employees like to know about developments in their company
▷ Team events, meetings, activities
Managing Employee Relations
2. Through Better Communication
▷ Organizational climate surveys-take the pulse of employee’s attitudes
▷ Toward organizational issues including leadership, safety, role clarity, fairness, and pay
▷ Get a sense of whether their employee relations need improvement
▷ Organizational Climate-the shared perceptions organizational members have about their organization and work environment
Big conceptIncrease and improve communication lines with-make them feel part of the organization. Communication must be two way!
Managing Employee Relations
3. Developing Employee Recognition Relations Programs
▷ Employee recognition and award programs
▷ Formal companywide programs such as employee-of-the-month awards
▷ Employers distribute such awards with much fanfare at special events such as awards dinners
▷ Recognition improves employee satisfaction, commitment
Managing Employee Relations
4. Creating Employee Involvement Strategies
▷ Employees appreciate having their opinions listened to and acted upon
▷ Particularly in matters that directly concern their day to day activities
▷ Voice Of The Employee
▷ Company objectives can be achieved more effectively and efficiently if employees are given some decision making
Managing Employee Relations
4. Creating Employee Involvement Strategies
▷ Employee relations improve when employees get involved with company in positive ways
▷ Getting employees involved in discussing and solving organizational issues
▷ Employees know more about their work processes more than anyone else
▷ Getting them involved means giving them sense of ownership, signaling their opinions are valued
Managing Employee Relations
4. Creating Employee Involvement Strategies
▷ Discussing and solving organizational issues
Focus Groups
Suggestion Team/Problem Solving Team
Quality Circle
Self Managed/Self Directed Teams
▷ Some companies open it up for employees to recommend their ideas as a competition
Managing Employee Relations
Other Strategies▷ Fellowship, office parties, events, religious/cultural
ceremonies, offsite workshops
▷ Involving family of employees in activities-picnic, holidays, annual recognition awards
▷ Benefits, workplace facilities
Thanks!Any questions?
You can find me at:@jeeshan2000jeeshan2000@gmail.com