14
1 Employee Stakeholders and Workplace Issues
1
Employee Stakeholders and Workplace Issues
2
The Changing Social Contract
Old Social Contract New Social Contract
Job security Few tenure arrangements
Life careers with one employer Few life careers; changes common
Stable positions / job assignments Temporary project assignments
Loyalty to employer Loyalty to self
Paternalism Relationships far less familial
Employee sense of entitlement Personal responsibility for one’s job future
Stable, rising income Pay for “value added”
Job-related skill training Employees in charge of own education
Focus on individual accomplishments Focus on team building and projects
Figure 17-1 6
3
Models of Management Morality
MoralManagement
MoralManagement
Employees are a human resource that must be treated with dignity andrespect.
Employees are a human resource that must be treated with dignity andrespect.
AmoralManagement
AmoralManagement
Employees are treated as the law requires.Employees are treated as the law requires.
ImmoralManagement
ImmoralManagement
Employees are viewed as factors ofproduction to be used, exploited, and manipulated.
Employees are viewed as factors ofproduction to be used, exploited, and manipulated.
4
Job-Related Rights
The right not to be fired without just cause
The right to due process and fair treatment
The right to freedom, particularly freedom ofexpression and freedom of speech
The rights to privacy, safety, and health in theworkplace
5
Management’s Response to Job Claims
1. Employees deserve respectful treatment.
2. Employees do not have the option of being arbitrary or capricious with employers. Employers should bear the same responsibility.
3. Employees are expected to be trustworthy, loyal and respectful with employers. Employers should show employees the same consideration.
Objections to Employment-at-WillObjections to Employment-at-WillObjections to Employment-at-WillObjections to Employment-at-Will
6
What Not to do WhenTerminating an Employee
1. Don’t fire on a Friday.
2. Don’t say that downsizing is finished.
3. Don’t terminate an employee via e-mail.
4. Stick to the topic and avoid platitudes.
5. Don’t rush through the meeting.
7
The Right to Due Process
DueProcess
The right of employees to havedecisions that adversely affect themto be reviewed by objective, impartialthird parties.
8
Freedom of Speech in the Workplace
Whistle-Blower
An organization member who discloses illegal, immoral, orillegitimate practices under the control of their employers, to personsor organizations that may be able toeffect action.
9
Employee Stakeholders:Privacy, Safety, and Health
Right to Privacy in the Workplace Workplace Safety The Right to Health in the Workplace
10
Definitions
Right to keep personal affairs to oneself
Right to know how personal information is being used
Privacy includes:• Right to be left alone• The claim to determine when, how, and to what extent
personal information is communicated to others
Right to Privacy
11
Workplace Privacy Issues
1. Collection and use of employee information in personnel files
2. Integrity testing
3. Drug testing
4. Monitoring employee’s work, behavior, conversations, and location by electronic means
12
Monitoring
Employee monitoring occurs at majority of mid- to large-sized firms
• video cameras
• recording phone calls
• Internet connections
• GPS
• camera phones
13
Right to Privacy
Invasion of privacy Treats employees unfairly Creates stress and tension Produces low morale Creates a sense of job insecurity
Effects of Employee Monitoring
14
Right to Privacy
1. Obtain informed consent before acquiring information
2. Disclose the nature of any surveillance
3. Set controls to avoid unauthorized spread of information
4. Collect and use only job-relevant medical and health data
5. Require reasonable suspicion before doing drug tests
6. Respect and preserve the boundary between work and home
Policy Guidelines on the Issue of Privacy
