UB MGI 301 - CHPT 10 STUDENT (21 pages)

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CHPT 10 STUDENT



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CHPT 10 STUDENT

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Pages:
21
School:
University at Buffalo, The State University of New York
Course:
Mgi 301 - Human Resources Mgt

Unformatted text preview:

How Organizations Exit or Keep Employees Employee Separation and Retention Introduction To compete organizations must ensure Good performers are motivated to stay Chronically low performers are allowed encouraged or if necessary forced to leave Types of Turnover Involuntary turnover initiated by the organization often among those who would prefer to stay Voluntary turnover initiated by employee often those the company would prefer to keep 10 2 Managing Involuntary Turnover Employment at will doctrine in the absence of a specific contract either an employer or employee could sever the employment relationship at any time Violence in the workplace caused by involuntary turnover has become a major organizational problem A standardized systematic approach to discipline and discharge is necessary 10 3 Wrongful Discharge Wrongful discharge suit attempts to establish that the discharge either 1 violated an implied contract or covenant that is the employer acted unfairly or 2 violated public policy that is the employee was terminated because he or she refused to do something illegal unethical or unsafe 10 4 Principles of Justice Outcome fairness the judgement that people make regarding outcomes received relative to outcomes received by others with whom they identify Procedural justice focuses on methods used to determine the outcomes received Interactional justice the interpersonal nature of how the outcomes were implemented 10 5 Six Determinants of Procedural Justice 1 Consistency The procedures are applied consistently across time and other persons 2 Bias suppression The procedures are applied by a person who has no vested interest in the outcome and no prior prejudices regarding the individual 3 Information accuracy The procedure is based on information that is perceived to be true 4 Correctability The procedure has built in safeguards that allow one to appeal mistakes or bad decisions 5 Representativeness The procedure is informed by the concerns of all groups or stakeholders co workers customers owners affected by the decision including the individual being dismissed 6 Ethicality The procedure is consistent with prevailing moral standards as they pertain to issues like invasion of privacy or deception 10 6 Determinants of Interactional Justice 10 7 Progressive Discipline 10 8 Example of Progressive Discipline Program OFFENSE FREQUENCY ORGANIZATIONAL RESPONSE First offense Unofficial verbal warning Witness present Second Official written warning Document filed Third Second official warning with threat of temporary suspension Document filed Fourth Temporary suspension and last chance notification Document filed Fifth Termination with right to go to Arbitration Document filed DOCUMENTATION 10 9 Outplacement Counseling Helps displaced employees manage the transition from one job to another Services such as job search support r sum critiques job interviewing training and networking opportunities may be provided inhouse or through an outside source Aimed



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