ethics and fair treatment in human resource management
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Ethics and Fair Treatment in Human Resource ManagementTRANSCRIPT
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Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall
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Managing Employee Ethics, Engagement, Retention, and Fair Treatment
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Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall
Learning Objectives (1)
When you finish studying this chapter, you should be able to:1. Explain what is meant by ethics.2. Discuss important factors that shape
ethical behavior at work.3. Exercise fair disciplinary practices.
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Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall
Learning Objectives (2)
4. Discuss at least four important factors in managing dismissals effectively.
5. Describe a comprehensive approach to retaining employees.
6. Explain why employee engagement is important and how to foster engagement.
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Ethics and Fair Treatment at Work
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Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall
Ethics and Fair Treatment at Work (1)
• Why ethics?• The meaning of ethics• Ethics and the law• What shapes ethical
behavior at work?
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Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall
What shapes ethical behavior at work?
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Ethics and Fair Treatment at Work (2)
• Ethics, fair treatment, and justice• Fairness, bullying, and victimization–Research insight
• Why treat employees fairly?–Rights and fairness
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Managing Employee Discipline and Privacy
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Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall
Managing Employee Discipline and Privacy
• The three pillars–Rules–Penalties–Appeals process
• Non-punitive discipline• Electronic employee privacy– Extent– Legal issues
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Managing Dismissals
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Managing Employee Discipline and Privacy (1)
• Avoiding wrongful discharge suits–Procedural steps– Fairness safeguards– Severance pay
• Personal supervisory liability
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Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall
Managing Employee Discipline and Privacy (2)
• Avoiding wrongful discharge suits–Procedural steps– Fairness safeguards– Severance pay
• Personal supervisory liability
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Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall
Managing Employee Discipline and Privacy (3)
• The termination interview–Outplacement counseling– Exit interviews
• Layoffs and the plant closing law• Layoff’s effects• Adjusting to downsizings and mergers
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Managing Voluntary Employee Turnover and
Retention
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Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall
Managing Voluntary Employee Turnover and Retention (1)
• Managing voluntary turnover• Retention strategies• Retaining employees• Managing involuntary turnover• Talent management and employee
retention• Job withdrawal
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Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall
Managing Voluntary Employee Turnover and Retention (2)
• Retaining employees– Selection–Professional growth–Provide career direction–Meaningful work and ownership–Recognition and rewards–Culture and environment–Promote work/life balance–Acknowledge achievements 8-16
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Employee Engagement
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Employee Engagement
• Why engagement is important
• Actions that foster engagement
• Monitoring employee engagement
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Copyright
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