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24 Cards in this Set

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3. Explain the process of establishing disciplinary practices, including the proper implementation of organizational rules.
*The primary purpose of having disciplinary procedures is to prevent or correct discipline problems.

*Failure to take disciplinary action only serves to aggravate a problem that eventually must be resolved.

*Organizations need to clearly outline rules and expectations regarding performance and behaviour.
4. Discuss the meaning of discipline and how to investigate a disciplinary problem.
*Discipline is action that results in desirable conduct or performance.
*If a problem occurs, the supervisor needs to determine when the situation occurred and to have a full discussion with the employee to get the employee's view of the situation.
5. Explain two approaches to disciplinary action.
*Progressive discipline is the application of corrective measures by increasing degrees.
* Progressive discipline is designed to motivate an employee to correct misconduct.
*Positive discipline is based on the concept that the employee must assume responsibility For personal conduct and job performance.
*Positive discipline requires a cooperative environment for joint discussion and problem solving between the supervisor and the employee.
6. Identify 6 different types of alternative dispute-resolution procedures.
*Step-review systems
*Peer-review systems
*Use of hearing officers
*Open-door system
*Ombudsperson system
*Arbitration
7. Discuss the role of ethics in the management of human resources.
*Ethics in HRM extends beyond the legal requirements of managing employees.
*Managers engage in Ethical hehaviour when employees are treated in a fair and objective way and when an employee's personal and work- related rights are respected and valued.
8. employee rights

311
*Guarantees of fair treatment from employers, particularly regarding an employee's right to privacy
9. negligence

311
*Failure to provide reasonable care where such failure results in injury to consumers or other employees
10. statutory rights

313
*Rights that derive from legislation
11. contractual rights

313
*Rights that derive from contracts
12. due process

314
*employee's right to present a position during a disciplinary action
13 constructive dismissal

316
*Changing an employee's working conditions such that compensation, status, or prestige is reduced
14. discipline

326
*(1 Treatment that punishes;
(2 orderly behaviour in an organizational setting; or
(3 training that moulds and strengthens desirable conduct or corrects undesirable conduct and develops self-control
15. progressive discipline

329
*Application of corrective measures by increasing degrees
16. positive, or nonpunitive, discipline

330
*System of discipline that focuses on the early correction of employee misconduct, with the employee taking total responsibility for correcting the problem
17. wrongful dismissal

334
*Terminating an employee's employment without just cause
18. alternative dispute resolution (ADR]

337
*Term applied to different types of employee complaint or dispute-resolution procedures
19. step-review system

338
*System for reviewing employee complaints and disputes by successively higher levels of management
20. peer-review system

339
*system for reviewing employee complaints that utilizes a group composed of equal numbers of employee representatives and management appointees that functions as a jury since its members weigh evidence, consider arguments, and, after deliberation, vote independently to render a final decision
21. hearing officer

339
*Person who holds a full-time position with an organization but assumes a neutral role when deciding cases between management and the aggrieved employees
22. open-door policy

339
*Policy of settling grievances that identifies various levels management above the immediate Supervisor for employee contact
23. ombudsperson

340
*Designated individual from whom employees may seek counsel for the resolution of their complaints
24 ethics

341
*Set of standards of conduct and moral judgments that help to determine right and wrong behaviour
1. Explain statutory rights, contractual rights, due process, and legal implications.
*Statutory rights derive from legislation such as human rights legislation.
*Contractual rights are derived from contracts such as an employment contract.
*Due process is the employee's right to be heard through a complaint process.
*Legal implications flow from how the employee is treated.
2. Identify 6 job expectancy rights of employees.
*Fair and equitable treatment *Ensuring that the workplace is safe and drug-free
*Reasonable treatment regarding privacy
*Access to employee's own personnel file
*Not being subject to discipline for off-duty behaviour
*Being notified of any plant closings