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McGraw-Hill/Irwin © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved. 10-1 Chapter 10 Issues between Organizations and Individuals.

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Presentation on theme: "McGraw-Hill/Irwin © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved. 10-1 Chapter 10 Issues between Organizations and Individuals."— Presentation transcript:

1 McGraw-Hill/Irwin © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved Chapter 10 Issues between Organizations and Individuals

2 McGraw-Hill/Irwin © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved AREAS OF LEGITIMATE ORGANIZATIONAL INFLUENCE Sample areas - Job conduct -Personal activities off the job A Model of Legitimacy of Organizational Influence Off-the-Job Conduct

3 McGraw-Hill/Irwin © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved RIGHTS OF PRIVACY Figure 10-2 Business activities that may involve employee rights of privacy

4 McGraw-Hill/Irwin © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved RIGHTS OF PRIVACY Policy Guidelines Relating to Privacy - Relevance -Recency -Notice -Fiduciary duty -Confidentiality -Due process -Protection of the psyche

5 McGraw-Hill/Irwin © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved RIGHTS OF PRIVACY Surveillance Devices Electronic monitoring Honesty Testing The Polygraph Psychological Stress Evaluator Paper-and-Pencil Tests Honesty tests

6 McGraw-Hill/Irwin © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved RIGHTS OF PRIVACY Treatment of Alcoholism Reasons for Company Programs Successful Programs Drug Abuse Drug Testing Impairment testing

7 McGraw-Hill/Irwin © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved RIGHTS OF PRIVACY Genetic Testing Genetic monitoring Discrimination Sexual Harassment Acquired immune deficiency syndrome (AIDS)

8 McGraw-Hill/Irwin © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved DISCIPLINE Preventive discipline Corrective discipline -Disciplinary action -Reform offender -Deter others -Maintain standards Progressive discipline

9 McGraw-Hill/Irwin © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved DISCIPLINE Fig 10-5 A progressive discipline system

10 McGraw-Hill/Irwin © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved QUALITY OF WORK LIFE A Rationale Job Enlargement versus Job Enrichment Job scope Job breadth Job enlargement Job rotation Job enrichment Job depth

11 McGraw-Hill/Irwin © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved QUALITY OF WORK LIFE Figure 10-7 Benefits of job enrichment emerge in three areas

12 McGraw-Hill/Irwin © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved QUALITY OF WORK LIFE Applying Job Enrichment Core Dimensions: A Job Characteristics Approach Skill Variety Task Identity Task Significance Feedback Autonomy

13 McGraw-Hill/Irwin © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved QUALITY OF WORK LIFE The Motivating Potential of Jobs Job Diagnostic Survey Motivating potential score (MPS) Social Cues Affect Perception Social information processing Contingency Factors Affecting Enrichment

14 McGraw-Hill/Irwin © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved THE INDIVIDUAL'S RESPONSIBILITIES TO THE ORGANIZATION Organizational Citizenship Blowing the Whistle on Unethical Behavior Whistle-blowing Discharge Mutual Trust

15 McGraw-Hill/Irwin © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved Questions


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