Mgt315 Final_3. Ethics And Diversity

Front 1

The principle of conduct governing an individual or group; specifically the standards you use to decide what your conduct should be.

Back 1

Ethics

Front 2

Implication of right or wrong, good or bad, which is involved in the ethical decision one makes.

Back 2

Normative Judgement

Front 3

Society's accepted standards of behaviors

Back 3

Morality

Front 4

Organizational Justice

Back 4

Equitable, fair, impartial, and unbiased ways a corporate operates
1. Distributive
2. Procedual
3. interpersonal

Front 5

The fairness and justice of a decision's result

Back 5

Distributive Justice

Front 6

The fairness of processes

Back 6

Procedure justice

Front 7

Interpersonal / Interational Justice

Back 7

the manner in which managers conduct their interpersonal dealings with employees

Front 8

Wrongful Discharges

Back 8

an employee dismissal that does not comply with the law or does not comply with the contractual arrangement stated or implied by the firm via its employment application forms, employee manuals, or other promises.

Front 9

Avoiding wrongful temination lawsuit

Back 9

1. set up employment policies and dispute resolution procedures that make employee feel they are treated fairly
2. preparatory work (employment application, employee handbook)

Front 10

Steps to avoid law suit

Back 10

1. Have applicants sign the employment application and make sure it contains a clearly worded statement that employment is for no fixed term and that the employer can terminate at anytime.
2. have clear written rules for discipline/discharge
3. For broken rules, get the worker's side of the story in front of witnesses, and preferably get it signed.
4. Appraise employees at least annually. Give employee with imcopetence in writing and be signed by an employee.
5. Keep all confidential records.

Front 11

3 Strategies that can be used to increase employee perception of fairness

Back 11

1. Engagement
2. Explanation
3. Expectation Clarity

Front 12

Laws for the Rights an employee has to privacy

Back 12

The Electronic Communications Privacy Act and Common Law

Front 13

Exception for Electoronic Communication Privacy Act

Back 13

1. Business Purpose Exceptions
2. Consent Exceptions

Front 14

Privacy Intrusion

Back 14

- Locker room and bathroom surveillance
- Publication of private matters
- Disclosure of medical records
- appropriation of an employee's name or likeness

Front 15

Temiate-at-will Rule

Back 15

Without a contract, the employee can resign for any reason at will, and the employer can similarly dismiss the employee for any or no reason at all at will.

Front 16

Limitations in Terminate-At-Will rule

Back 16

1. public policy exeption
2. implied contract exeption
3. covenant of good faith exeption (suggests that employers should not fire employees without good cause)

Front 17

Have a nice day racism

Back 17

True Color video racism

Front 18

Special Consideration test for Affirmative Action

Back 18

Special Consideration Test should be beneficial to only one group, but to everyone.

Front 19

Benefits of managing diversity successfully?

Back 19

make the business more competitive and no one is discriminated against.

Front 20

The characteristic values, traditions, and values a company's employee share

Back 20

Organization Culture

Front 21

A basic belief about what is right or wrong

Back 21

Value

Front 22

Ways to send the right signals to emploees about organization's culture

Back 22

1. clarify expectations
2. use signs and symbols
3. provide physical support such as manifestations, incentive plans, appraisal system
4. use stories to illustrate company values
5. Organize rites and ceremonies

Front 23

Guidelines for temination interview

Back 23

1. Plan the interview carefully
2. Get to the point
3. Describe the situation
4. Listen
5. Review all elements of the severance package
6. Identify the next step

Front 24

A systematic process by which a teminated person is trained and counseled in the techniques of self-appraisal and secuing a new position

Back 24

Outplacement Counseling

Front 25

Outplacement Counseling's objective

Back 25

does not mean that the employer takes a responsiblity for placing the person in a new job. instead, it is a counseling service whose purpose is to provide the person with advice, instructions, and a sounding board to help formulate career goals and successfully execute job search. this could be done by specialized outside firm as well.

Front 26

What shapes ethical behavior at work?

Back 26

1. Individual factors
2. organizational factors
3. Boss's influence
4. Company's ethics code and policy
5. company culture

Front 27

Ground for dismissal

Back 27

1. Unsatisfactory performance
2. misconduct
3. lack of qualifications for the job
4. changed requirements of, or elimination of the job

Front 28

Insubordination

Back 28

A form of misconduct, willful disregard or disobedience of the boss's authority or legitimate orders; criticizing the boss in public