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BUS 381 (50)
Lecture

BUS 381 - Chapter 15

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Department
Business Administration
Course
BUS 381
Professor
Natalie Zhao
Semester
Fall

Description
By Mark Liangco | BUS 381 Chapter 15 (Week 11) Distributive Justice - Fairness of a decision outcome Procedural Justice - Fairness of the process used to make a decision Interactional Justice - Fairness in interpersonal interactions by treating others with dignity and respect. Employee Engagement - A positive, fulfilling, work-related state of mind characterized by vigor, dedication and absorption. - Suggestion programs, employee opinion surveys and communication from management. Fair Treatment Protecting Privacy:  employee right to privacy vs. employer right to know  employers concerned with abuse of company property for possible illegal use  electronic monitoring easy, inexpensive; legal if balanced with employee rights under privacy legislation (PIPEDA) Preserving dignity in retirement process - Pre retirement counseling o Aimed at easing the retirement process - The future of retirement o Reduced work hours, responsibility etc Fair Treatment in Layoffs - Important for maintain employee engagement on the part of those who still have their jobs. A) Layoffs - Managers send employees home temporarily because there is currently no work. o Seniority vs. skill; lay off based on seniority or skill? B) Downsizing - Workforce cuts, often heard during recession and mergers Employee discipline 1) Rules and regulations - It is unfair if the employee breaks a rule that they do not know. 2) Progressive decline Punishment gets harsher the more you repeat the offense 3) Appeals process - Avoid expensive lawsuit (unhappy employees can take legal actions against the employers) - Provide some legal protection ( even if they do go to court, having an appeal process can sway the decision your way as it shows you have shown initiative to give employees a chance.) Discipline process: 1) Issue oral reminder 2) Issue formal written reminder 3) Provide one-day paid decision leave 4a) Purge suspension from file if no further incidents for one year 4b) Dismissal if behaviour is repeated By Mark Liangco | BUS 381 Progressive Non-Punitive Progressive vs. Non-Punitive They are identical, the only difference being how it is First Offence Verbal Warning Verbal Reminder implemented Second Offence Written Warning Written Reminder First and second offense on progressive puts a file on the HR record of the employee. On non-punitive, there is no file on Third Offence Suspension Decision-making the HR record. without Pay Day with Pay Fourth Offence Termination Termination Written reminder - manager talk with the employee privately and increase their confidence that the employee can act responsibly at work. If there is no more incident within 1 year, non-punitive will remove the record. Problems with progressive discipline - Makes you feel like big brother's watching - Employees might have “me vs them” problem. To avoid this problem, they developed the non-punitive approach. - It is your responsibility to act responsibly at work, if you do
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