Hbo chapter 10 issues between organizations and individuals

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ISSUES BETWEEN ORGANIZATIONS AND INDIVIDUALSCHAPTER 10:

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CHAPTER OBJECTIVES:A Model of Legitimacy of Organizational InfluenceHow Rights to Privacy Are InterpretedBases for Discrimination at WorkUsing Discipline to Change BehaviorsQuality of Work Life (QWL)Mutual Individual-Organization Responsibilities

ISSUES: Areas of Legitimate Organizational InfluenceRights of PrivacyDiscipline

AREAS OF LEGITIMATE ORGANIZATIONAL INFLUENCEIf the organization and an individual define the boundaries of legitimate influence differently, then organizational conflict is likely to develop. Legitimate - conforming to the law or to rules.Job Conduct-such as the appearance of ones workspace and ones working hours. Personal Activities off the job-such as the church one attend, where charge accounts are maintained, and where one goes on vacation.Off the Job Conduct-the power of businesss to regulate employee coduct off the job is very limited.

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A model of Legitimacy of Organizational InfluenceType of Conduct On-the-job

Off-the-jobJob Related Not Job Related Job RelatednessHigh LegitimacyModerate LegitimacyModerate LegitimacyLow Legitimacy

Rights to Privacyprimarily related to organizational invasion of a persons private life and unauthorized release of confidential information about a person in a way that would cause emotional harm or suffering.Business Activities that May Involve Employee Rights of Privacy:Lie detectorsPersonality testsLocation trackersMedical examinationsTreatment of alcoholismMonitoring of employee lifestyles Treatment of drug abuseSurveillance devicesComputer data banksConfidential recordsGenetic screening Inquiry into personal relationships

Policy Guidelines Relating to PrivacyRelevance only necessary, useful information.Recency Obsolete information.Notice No personal data system is unknown.Fiduciary duty keeper of the information.Confidentiality secured information.Due processProtection of the psyche- inner self should not be invaded.

SurveillanceIs known to employees and has a compelling job reason usually is not considered to be an undue infringement on privacy.Forms of Surveillance DevicesElectronic sensor badges microcomputers in clip-on ID cards, which emit infrared signals.Electronic monitoring - it takes many forms, including automatic counting of key strokes, remote observations of the screen s of desktop computer operators, surreptitious reading of employees electronic mail, and voice recording systems.Cybersurfing activity done by employees who use work time and work computers to surf the Web, looking for wide range of information of personal interest.Cyberloafers/Cyberslackers called to those employees who abuses their privileges.

Honesty TestingThe Polygraph (Lie detector) is an instrument that was developed to record those changes and provide evidence of lying.

Paper and Pencil Tests also known as integrity tests, attempt to get the respondent to disclose information about his or her previous or prospective honesty.

Treatment of Alcoholism Since alcoholism presents major medical and job problems, employers need to develop responsible policies and programs to deal with it without endangering rights of privacy. Reasons for Company ProgramsThe firm and employee already have a working relationship on which they can build.Any success with the employee will save both a valuable person for the company and a valuable citizen for society.The job appears to be the best environment for supporting recovery. Successful Programs treat alcoholism as an illness focus on the behavior caused by alcoholism provide both medical help and psychological support for alcoholics

Drug AbuseAbuse of drugs other than alcohol, particularly if used at work, may cause severe problems for the individual, the employer, and other employees.

Drug Testing - To employers, the direct consequences of employee drug abuse are enormous.

Impairment Testing - A solution to the problems with drug testing. - this method usually consists of a brief motor-skills test performed on a computer

Genetic Testing Positive uses of genetic testing information include transferring the susceptible employees to other work areas where they will not be exposed to the substances, providing health warnings, and developing protective measures to shield the employees from danger. Negative side of genetic testing comes into play when a firm screens present employees or job applicants on the basis of genetic predispositions and uses the information o discriminate against them in an attempt to minimize the firms future health costs.

DISCRIMINATION- EQUAL EMPLOYMENT OPPORTUNITIES (EEO) laws generally prohibit job discrimination on the basis of race, color, national origin, sex, religion, status and other factors.Sexual harassment When supervisors make employment or promotion decisions contingent on sexual favors. When an employees colleagues engage in any verbal or physical conduct that creates an offensive working environment.Acquired immune deficiency syndrome (AIDS) is a deadly virus affecting the human immune system.

Discipline is management action to enforce organizational standards.2 Types of Disciplinepreventive discipline is action taken to encourage employees to follow standards and rules so that infractions do not occur.Corrective discipline is action that follows infraction of a rule; it seeks to discourage further infractions so that future acts will be in compliance with standards.

QUALITY OF WORK LIFFE- refers to the favorableness or unfavorableness of total job environment for people.A progressive Discipline System

Written reprimand, with record in personnel fileVerbal reprimand by supervisorOne-to three day suspension from workDischarge for causeSuspension for one week or longer

Core dimensions: A Job Characteristics Approach

Five Core Dimensions :Skill Variety-allows employees to perform different operations that often require different skills.

Task Identity- allows employees perform a complete piece of work.Task Significance-refers to the amount of impact, as perceived by the worker, that the work has on other people.

Autonomy- job characteristic that gives employees some discretion and control over job-related decisions and it appears to be fundamental in building a sense of responsibility in workers.Feedback- refers to information that tells workers how well they are performing.

Enrichment Increases MotivationManagers can then take action to increase one or more of the five factors to enrich the job.Jobs that have been enriched increase the probability of high motivation, provided that employees

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Have adequate job knowledge and skills Desire to learn, grow, and develop Are satisfied with their work environment (are not distracted by negative hygiene)

Social cues Affect Perceptions

One explanation for the lack of predicted changes from enrichment lies in the presence of social cues, which are often rather subtle bits of information workers receive from their social surroundings. These social cues may come from co-workers , leaders. Other organizational members, customers and family.

Objective task CharacteristicSocial cues:.supporting.counteractingPerceived task characteristics(e.g. skill variety)Employee attitudes and behaviors

The Individuals responsibilities to the organization

Organizational Citizenship- Applying the social exchange idea makes it evident that employees are expected to go beyond their job description and be good organizational citizens. This reciprocal relationship at the individual level parallels the way the organization expected to behave in the broader society in which it operates. Dues-paying- a special case of individual responsibility to others occurs when employees are expected-by their peers- to pay their dues or put in their time. It consists of the total costs that a persons group believes an individual should pay for the privileges of full acceptance and continuing membership in it.Blowing the Whistle on Unethical Behavior- it occurs at all levels. Despite our own optimism about human nature and fundamental goodness within people, many studies still find that many people act in dishonest ways at some point in their work careers.Mutual Trust- is joint faith in the responsibility and actions of the parties involved; when it is present, each person has a strongly positive expectation that the other person will do the right thing.

PREPARED BY: JOHN VINCENT PILLADODORELYN HANTOCALEXANDER RENZ RIVASLESLIE ANN SALIGUMBA