HRM chapter 11

voluntary turnover

• turnover initiated by employees

• often when organization would prefer to keep them

• employee retires or moves on to new opportunity

involuntary turnover

• turnover initiated by employer

• often when employees would prefer to stay

• job termination

employment-at-will doctrine

• unless otherwise specified in contract, employer and employee may end employment relationship at any time

• implied contracts

• however, discharge cannot violate law or public policy

outcome fairness

• consistent outcomes

• knowledge of outcomes

• outcomes in proportion to behaviors

procedural justice

• consistent procedures

• avoidance of bias

• accurate information

• way to correct mistakes

• representation of all interests

• ethical standards

interactional justice

• explanation of decision

• respectful treatment

• consideration

• empathy

wrongful discharge

• may not violate implied agreement

• employer promised job security

• action inconsistent with company rules

• may not violate public policy

• terminating employee for refusing to do something illegal or unsafe

discrimination

• discipline decisions must be made without regard to age, sex, race, or other protected status

• carefully documented discipline can avoid claims of discrimination

employees privacy

• information gathered and used for discipline must be relevant

• privacy issues arise when employers wish to monitor or search employees

• employers must be prudent in who sees the information

privacy principles

• ensure information is relevant

• publicize information-gathering policies and consequences

• request consent before gathering information

• treat employees consistently

• conduct searches discreetly

• share information only with those who need it

hot-stove rule

• principle that says discipline should be like a hot stove:

• glowing stove gives warning not to touch (forewarning)

• anyone who ignores is burned (consistent)

• stove has no feelings to influence which people it burns (impartial)

• stove delivers same burn to all; is immediate

progressive discipline

• formal discipline process; consequences more severe with each repeat offense

• tardiness and absenteeism

• unsafe work practices

• poor quality of work

• theft

• cyberslacking

open-door policy

organizations policy of making managers available to hear about complaints and conflict

peer review

• panel listens to case and works to help parties agree to settlement

• panel made of reps. from organization at same level as people in dispute

mediation

• nonbinding process

• neutral party from outside organization hears case

• helps parties arrive at settlement

arbitration

• binding process

• professional arbitrator (lawyer or judge) hears case and resolves it by making a decision

employee assistance program (EAP)

• referral service employees can use to seek professional treatment for emotional problems or substance abuse

• many EAPs fully integrated into health benefits plans

• managers usually trained to use referral service for employees they suspect of needing help

outplacement counseling

• discharged employees likely to feel angry or confused

• organizations may provide outplacement counseling to help employees transition from one job to another

• goal to help employee address psychological issues caused by losing the job while helping them find a new job

notification of layoffs

• sometimes terminations necessary due to economic reasons

• employers required to give notice before any closing or layoff

• workers adjustment retraining and notification act (WARN)

job withdrawl

• set of behaviors with which employees try to avoid the work situation physically, mentally, and emotionally

• results when circumstances of job lead to dissatisfaction

• may take three forms:

• behavior change

• physical job withdrawal

• psychological withdrawal

personal dispositions

• negative affectivity: low level of satisfaction with all aspects of life

• core self-evaluations: opinion of self impacts job satisfaction

tasks and roles

• tasks: complexity, physical strain, and perceived value of the task

• role: set of behaviors people expect of a person in a particular job

• role ambiguity

• role conflict

• role overload