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Chapter 15

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Business Administration
BUS 381
Natalie Zhao

Chapter 15 EMPLOYMENT ENGAGEMENT - A positive, fulfilling, work-related state of mine characterized by vigor, dedication, and absorption - It is a heightened emotional and intellegual connection that an employee has for the job, organization, manager, or coworker that in turn influences the employee to apply additional discretionary effort - Engaged employees feel a vested interest on the company’s success and are both willing and motivated to perform to levels that exceed the stated job requirement. Drivers of Engagement - Organizational factors such as senior leadership, opportunities for learning and development, and company image and reputation are the primary influencers of engagement. - Employees need their senior leaders to demonstrate inspiration, vision and commitment - Employees have a strong desire to learn and grow - Employees want to work for company with a good reputation, which is seen as a leader,, and which strives for excellence. EFFECTIVE EMPLOYEE COMMUNICATION Suggestion Programs: (Upward, making sure employees can be heard from manager) - Employers can often offer well-informed, thoughtful, and creative suggestions regarding issues ranging from malfunctioning vending machines to unlit parking lots to a manager’s spending too much of the department’s money on travel. - Benefits: let management continually monitor employees’ feelings and concerns, they make it clear that employees have several channels through which to communicate concerns and get responses, and the net effect is that there is less likelihood that small problems will grow into big ones. Employee opinion Surveys (upward) - Communication devices that use questionnaires to ask for employees’ opinions about the company, management and work life. - Employee Feedback System (EFS) has been developed by the National Quality Institution and the Workplace Health Research Unit at Brock University. It examines 16 areas from job satisfaction and co- worker cohesion to quality focus and employee commitment - A blogging policy is recommended by legal experts and should include directions to refrain from disclosing any confidential company information or embarrassing or demeaning informationabout the company and its employees Communication from management (downward) - Traditionally, newsletters and verbal presentations were the methods used to disseminate information from the company to the employees. - More recently, organizations have utilized videos, email, and intranets. Blogs can also used by senior managers to connect with employees RESPECTING EMPLOYEE PRIVACY - Employers must maintain the ability to effectively manage their employees and prevent liability to the company, which can be held legally liable for the actions of its employees. They want to eliminate time wastage and abuse of company resources. - Employees are concerned with privacy, their control over information about themselves and their freedom from unjustifiable interference in their personal life. - (PIPEDA) Personal Information Protection and Electronic Document Act governs the collection, use and disclosure of personal information across Canada, including employer’s collection and dissemination of personal information about employees. - Any information beyond name, title, business address, and telephone number is regarded as personal and private, including health related information provided to insurers - Employers must obtain consent from employees whenever personal information is collected, used, or disclosed. - Some employers have retorted to electronic monitoring, which is becoming easier, and less expensive as new software is developed that can tract websites visited by workers and the time spent on each. - Courts in Canada have permitted electronic surveillance as long as there is proper balancing of opposing interests - Stronger position if they have a written policy Video Surveillance - Video surveillance is not reasonable and that other means could be used FAIRNESS IN DISCIPLINE AND DISMISSALS Discipline: - A procedure intended to correct an employee’s behavior because a rule or procedure has been violated. - A fair and just disciplinary process is based on 3 foundations: 1. rules and regulations, 2. a system of
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