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24 Cards in this Set
- Front
- Back
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3. Explain the process of establishing disciplinary practices, including the proper implementation of organizational rules.
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*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. |
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4. Discuss the meaning of discipline and how to investigate a disciplinary problem.
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*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. |
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5. Explain two approaches to disciplinary action.
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*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. |
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6. Identify 6 different types of alternative dispute-resolution procedures.
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*Step-review systems
*Peer-review systems *Use of hearing officers *Open-door system *Ombudsperson system *Arbitration |
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7. Discuss the role of ethics in the management of human resources.
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*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. |
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8. employee rights
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*Guarantees of fair treatment from employers, particularly regarding an employee's right to privacy
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9. negligence
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*Failure to provide reasonable care where such failure results in injury to consumers or other employees
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10. statutory rights
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*Rights that derive from legislation
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11. contractual rights
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*Rights that derive from contracts
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12. due process
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*employee's right to present a position during a disciplinary action
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13 constructive dismissal
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*Changing an employee's working conditions such that compensation, status, or prestige is reduced
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14. discipline
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*(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 |
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15. progressive discipline
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*Application of corrective measures by increasing degrees
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16. positive, or nonpunitive, discipline
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*System of discipline that focuses on the early correction of employee misconduct, with the employee taking total responsibility for correcting the problem
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17. wrongful dismissal
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*Terminating an employee's employment without just cause
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18. alternative dispute resolution (ADR]
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*Term applied to different types of employee complaint or dispute-resolution procedures
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19. step-review system
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*System for reviewing employee complaints and disputes by successively higher levels of management
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20. peer-review system
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*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
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21. hearing officer
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*Person who holds a full-time position with an organization but assumes a neutral role when deciding cases between management and the aggrieved employees
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22. open-door policy
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*Policy of settling grievances that identifies various levels management above the immediate Supervisor for employee contact
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23. ombudsperson
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*Designated individual from whom employees may seek counsel for the resolution of their complaints
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24 ethics
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*Set of standards of conduct and moral judgments that help to determine right and wrong behaviour
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1. Explain statutory rights, contractual rights, due process, and legal implications.
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*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. |
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2. Identify 6 job expectancy rights of employees.
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*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 |
