37:533:301 Lecture Notes - Lecture 2: Telecommuting

• School: Rutgers University
• Department: Human Resource Management
• Course: 37:533:301
• Professor: Hadi El Farr

Document Summary

Companies use pay, benefits, and training as incentives for: employees to perform their jobs and in exchange for employees" commitment to the organization. Psychological contract: perceived obligations employees believe they owe the company and the company owes them; may not be explicitly stated. Work/life balance: balance of personal and work demands. Employees care for elders/children, may be single-parents or dual-career couple, deal with traffic/commute: companies can provide flexibility or child-care centers, family-friendly benefits, or telecommuting. Justice: expectations of employees and how they should be treated at work, but there are no clear-cut standards regarding fairness. Distributive justice: perceptions of the fairness of what individuals receive from companies in return for their effort"s. Procedural justice: perceptions of whether the processes that are used to make decisions, allocate rewards, or resolve disputes or that otherwise affect employees are viewed as fair. Interactional justice: how employees feel they are treated by their managers and supervisors in everyday interactions.