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Employee Relations
Ethics, justice and fair Treatment
in HR Management.
Ethics
The principles of conduct governing an individual or a
group; specifically, the standards you use to decide what
your conduct should be.
Ethical behavior depends on the persons frame of
reference.
Normative judgments
Judging something as good or bad, right or wrong, better
or worse. E.g. utilitarian, rights, justice.
Utilitarianism
Decisions made based solely on the outcome
Seeking the greatest good for the greatest number
Dominant method for businesspeople
Rights
Decisions consistent with fundamental liberties and privileges
Respecting and protecting basic rights of individuals such as
whistleblowers using free speech.
Justice
Imposing and enforcing rules fairly and impartially
Morality
Societys accepted standards for behaviors that have serious
consequences to its well-being.
Distributive justice
The fairness and justice of a decisions result. (For
instance, did I get an equitable pay raise?)
Procedural justice
The fairness of the process by which the decision
was reached. (For instance, is the process my company
uses to allocate merit raises fair)
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Organization culture
The characteristic values, traditions, and
behaviors a companys employees share.
Ceremonial events
Written rules and spoken commands.
Office layout
Organizational structure
Dress codes
Cultural symbols and behaviors
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Training
How to recognize ethical dilemmas.
How to use ethical frameworks (such as codes of
conduct) to resolve problems.
How to use HR functions (such as interviews and
disciplinary practices) in ethical ways.
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Performance appraisal
Appraisals that make it clear the company adheres
to high ethical standards by measuring and
rewarding employees who follow those standards.
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An appeals process
The right of the employee to grieve the decision
helps to ensure that supervisors mete out discipline
fairly and equitably.
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Dismissal
Involuntary termination of an employees
employment with the firm.
Terminate-at-will rule
Without a contract, the employee can resign for
any reason, at will, and the employer can similarly
dismiss the employee for any reason (or no
reason), at will.
Limitations on terminate-at-will
Violation of public
Good faith
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Unsatisfactory performance
Persistent failure to perform assigned duties or to meet
prescribed standards on the job.
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