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THE WORKPLACE: TODAYS
CHALLENGES
MGT20BET
LECTURE Week 8Chapter 7
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Topics on The Workplace:
Todays Challenges Role of unions, their ideals & achievements & the
moral issues they raise.
Nature of privacy & the problems oforganisational influence over private decisions
Working conditions
Job satisfaction & dissatisfaction & the prospectfor enhancing the quality of work life (QWL)
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TRADE UNIONS
Franklin D. RooseveltFree and
independent unions are characteristic of a
free and democratic modern nation
Main reason for standard of living and
security of employment
Purpose is to balance the power of
employers and employees
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Trade Union History
Union victories includes the provision of
higher wages, paid vacations, health
benefits, retirement pensions and increased
job security
Contributed to social stability in the country
Strongest in period 1940s-1970s
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UNION IDEALS
Based on ideals ofbrotherhood and
equality
Protect individual employees from abuses
of employer power
Mutual dependence of employers &
employees which gave rise to collective
bargaining.
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UNION TACTICS
Are tactics used by unions to get management
to accept their demands, this includes:
Direct Strikes
Sympathetic Strikes
Boycotts & Corporate Campaigns
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UNION TACTICS
Strikesoccurs when organised body ofworkers withholds its labor to force theemployer to comply with its demands.
3 conditions of a justified strikeJust cause
Proper authorisation
Last resort Peaceful picketingconsidered as moral
means of striking
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UNION TACTICS
Boycotts& Corporate Campaignsprimaryboycotts occur when union members &
their supporters refuse to buy products froma company being struck.
Corporate campaignsunions enlist the
cooperation of a companys creditors topressure the company to comply with union
demands. corporate blackmail
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Privacy
Is acknowledged today to be a
fundamental right, yet corporate
behaviour and polices often threatenprivacy, in most case ofemployees.
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EMPLOYEE PRIVACY
privacy is an example of a human/civicrightthat is elimated in the workplace
Because the employee is regarded as ameans to theemployers ends (rather thanan end in him/herself) this rights aresubordinated / of secondary importance
The employer is considered to have theright to ignore normal civic privacy rights.
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Examples.
Video surveillance of employees. (mayinclude the washrooms, changing rooms as
well as work area) This may be for theft issues but also for
level of work effort and to ensure limitationoffraternisation.
Mary Kay Cosmetics in Wales has such asystem.
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Guidelines for Managers on
regards to Employee Surveillance Employers should carefully research
local employee privacy laws.
the types of monitoring that may beconducted vary widely from state to
state. Check the law in your state before
beginning telephone, camera,computer, or any other type of
electronic monitoring.
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Examples.
Searching of employees, belongings and lockers
on a regular basis.
Reading of employee e-mails, letters and silentmonitoring of phone calls.
DNA testing is on the rise especially in the U.S.A.
Could become a basis for employment because of
supposed predispositions for ones ability and
sickness.
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Guidelines for Managers on regards to
Personal Appearance
Employers are generally free to set
reasonable guidelines concerning
neatness, dress, appearance, and
hygiene.
However, such codes are always in
danger of legal attack, usually on the
grounds that they are discriminatory orviolate a persons right to privacy.
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Drug testing of employees
In the U.S.A. some employers require that
employees NOT smoke, drink or engage in
dangerous sports which may include skiing,diving.
Regular drug tests of employees to ensure
this.
G id li f M d
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Guidelines for Managers on regards
to Off-Duty Behavior
In most states, employers may discipline orterminate employees for off-duty behaviorthat might embarrass the company ordisrupt its operations,
though some methods of obtaininginformation about off-duty conduct mayinfringe on privacy rights.
Some states, restrict employers from
gathering information regarding anemployee's off-duty behavior. Check the lawin your state before taking any action againstan employee
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Drug and Alcohol Testing
The Supreme Court has upheld anemployer's right to test employees fordrugs and alcohol .
However, some state and localgovernments have passed lawsprohibiting testing, and the subject is
always bound to raise privacy lawissues. Check on the laws in your statebefore planning a testing policy.
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Lie Detector Tests
The federal Polygraph Protection Act
protects most American workers from taking a
lie detector test as a condition of employment
or continued employment. In many states, however, the law does not
apply to applicants in law enforcement
agencies, persons in sensitive positions
relating to national security, or applicants indrug manufacturing and distributing.
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Personality Tests
Federal law does not prohibit an
employer from requiring an employee or
prospective employee to take apsychological or personality test.
However, check the law in your state
before requiring any candidate orexisting employee to take such a test.
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Searches
Private employers may generally conducton-premises searches of employer-ownedvehicles, equipment, desks, lockers,briefcases, and other items.
In most states, searches of an employee'spersonal items may be legal if the employeehas a reasonable expectation of privacy.
Public employees enjoy constitutionalprotections that guard against many kinds ofsearches.
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EMPLOYEE PRIVACY
Individuals have a right to make personaldecisions autonomously.
Organisations may be invading privacywhen they coerce employees to contributeto charities or participate in wellnessprograms
Employees must have a free choice,willingly agree to participate to a lie-detector & personality test.
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QUESTION????
To what extent may an employer infringe/ violate upon or monitor the private lifeof an employee?
For example, suppose that an employee (maleor female) works as an exotic dancerduring off hours. Does the employer havethe moral right to ask that the employee to
stop working as an exotic dancer becauseit impacts or has the potential to impact onthe companys image?
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QUESTION????
If you are an employer seeking to hire the
best, most conscientious employee you can,
are any and all means of obtaininginformation about prospective employees
legitimate?
What constraints / limitations, if any, ought tobe put on your efforts to obtain information
about prospective employees?
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WORKING CONDITIONS
1. Health and Safety
Employees have a legal right to refuse work
when expose to imminent danger & theiremployer are forbidden to reprimand them for
doing so.
Companies are required by law to inform
workers in writing of any life-threatening
hazards they face at workplace
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WORKING CONDITIONS
2. Management Styles
How managers conduct themselves on the
job can enhance or diminish work conditions When managers ignore individual
differences it creates a work atmosphere that
is distressing to workers & less productive
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WORKING CONDITIONS
Day Care & Maternity Leave
Increased demand forreasonable maternity-
leave policies & affordable child-care services.Offering child-care services as afringe benefits
is cost effective in a sense that it decreases
absenteeism, boost morale as well as loyalty to
the firm & enhance productivity.
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Day Care & Maternity Leave
Moral issues:
1. Woman have the rightto compete on an equal
ground with men.2. Womanshould not be forcedto reduce the
quality of their commitment either to theirchildren or their careers.
3. Enable both fathers & mothers to achievepersonally desirable balancebetween paidwork & family relations
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WORKING CONDITIONS
EMPLOYEE SAFETY
Can be considered a human right
U.N. mandated
Employer Duty of Care
Employee Duty of Care (self & others)
Employees must be: aware of dangers,
accept dangers freely, receive compensation
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The Hawthorne studies
contributed to development of the human
relations movement during the 1950s and 1960s,
which asserted that managers who use goodhuman relations in the workplace would
achieve productivity.
Peoples feelings, attitudes & relationships with
coworkers should be important tomanagement, & they the need to recognise the
importance of the work group.
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DISSATISFACTION ON THE
JOB3 Sources of worker dissatisfaction
1. Industry preoccupation of quantity not
quality, rigid rules & regulations &monotonous repetition of tasks
2. Lack of opportunities to be ones own boss
3. Concerned of bigness more people work forlarge corporationsworkers feelings of
powerlessness & meaninglessness
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Job satisfaction
is the degree to which an individual feels positively
or negatively about various aspects of the jobCommon aspects of job satisfaction include:
a. Satisfaction with pay.
b. Satisfaction with tasks. c. Satisfaction with supervision.
d. Satisfaction with coworkers.
e. Satisfaction with the work setting.
f. Satisfaction with advancement opportunities.
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Job Satisfaction
Research has demonstrated a strong and
positive relationship betweenjob
satisfaction and absenteeism and turnover;workers who are satisfied with their jobs are
present more often and are more likely to
stay with an organisation.
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QUALITY OF WORK LIFE
(QWL) Job design affects the total well being of
workers, work content and job satisfaction.
Moral concern:Company have a moral obligation to devise
ways to improve the QWL of employees
because happier more contented worker isgenerally more productive.
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Quality of work life (QWL)
is frequently used as an indicator of the
overall quality of human experiences in the
workplace. All managers should try to achieve high
performance outcomes while maintaining a
high quality of work life and helping othersto maintain a positive work-life balance.
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Quality of work life (QWL)
A high quality of work life is one that offers theindividual worker such things as:
(1) Fair pay.
(2) Safe working conditions.
(3) Opportunities to learn and use new skills.
(4) Room to grow and progress in a career.
(5) Protection of individual rights.(6) Pride in the work itself and in the
organisation.
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