1 / 11

Ethic, Justice and Fair Treatment

Ethic, Justice and Fair Treatment. The Conscience of the Organization HRM. Ethic Defined. Conduct governing an individual or a group; specifically the standards used to decide what your conduct should be. The bar set by the law is to low (Estenson). Define “Fair”. Forms of Justice.

powa
Download Presentation

Ethic, Justice and Fair Treatment

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Ethic, Justice and Fair Treatment The Conscience of the Organization HRM

  2. Ethic Defined • Conduct governing an individual or a group; specifically the standards used to decide what your conduct should be. • The bar set by the law is to low (Estenson)

  3. Define “Fair”

  4. Forms of Justice • Distributive Justice • Was the result of the decision fair • Procedural Justice • Was the process used to make the decision fair • Interaction or Interpersonal Justice • Way leaders conduct themselves in the treatment of employees

  5. Factors Helping to Shape Ethical Behavior • The person • The organization’s culture • The Boss

  6. Solid Framework • Is it legal? • Is it right? • Who will be affected? • Does it align with our values? • How will it “feel” afterward? • Guilt and Shame in Western Cultures • How will it look on the front page of the Bee • How will it change the way the organization is viewed by the public?

  7. Organizational Culture • The invisible glue that holds an organization together (Estenson) • Values, traditions, and shared behaviors • Values • I would resign or close the company before I would do it. Anything else is just poetry. (Estenson) • Leaders and Managers model the behavior, set the expectations and enforce the standards.

  8. Managing Perceptions • Engage people in a conversation about the issue • Explain your actions • Clarify expectations

  9. Employee Discipline • Slaves and Indentured Servants • Free to quit and free to fire • Expectation of fair treatment • Job as a right

  10. Grounds for Dismissal • Performance • Misconduct • Gross to repeated inappropriate • Lack of qualifications • Changed job requirements or elimination of the job • Possibility of personal liability for actions as an agent of the company

  11. Layoffs and Work Realignment • 60 days notice if you have 100 or more employees • Downsizing • Mergers and Acquisitions

More Related