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Separating and Retaining Employees (Lec 8), image, image, encourage mức độ…

- - - - A judgment that fair methods were used to determine the consequences an employee receives.
    - - A judgment that the consequences of a decision to employees are just
    - - A udgment that the organization carried out its actions in a way that took the employee’s feelings into account.
  - - - 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
    - - Discipline decisions must be made without regard to age, sex, race, or other protected status
      - Carefully documented discipline can avoid claims of discrimination
    - - Privacy issues arise when employers wish to monitor or search employees
      - Employers must be prudent in who sees the information
      - Information gathered and used for discipline must be relevant
    - - Sometimes terminations necessary due to economic reasons
      - Employers required to give notice before any closing or layoff
      - Workers’ Adjustment Retraining and Notification Act (WARN)
  - - - Peer review: Process for resolving disputes by taking them to a panel composed of representatives from the organization at the same levels as the people in the dispute.
      - Mediation: Nonbinding process in which a neutral party from outside the organization hears the case and tries to help the people in confl ict arrive at a settlement.
      - Open-door policy: An organization’s policy of making managers available to hear complaints.
      - Arbitration: Binding process in which a professional arbitrator from outside the organization (usually a lawyer or judge) hears the case and resolves it by making a decision.
- - - - Tardiness or absenteeism, requesting transfer, resigning
    - - Job involvement is the degree to which people identify themselves with their jobs.
      - Organizational commitment is the degree to which an employee identif es with the organization and is willing to put forth effort on itsbehalf
  - - - Financial security important
      - Pay also an indicator of status
      - Pay and benefits enhance self-worth and satisfaction
    - - Negative behavior by managers and peers impacts satisfaction
      - Conflict between employees left unaddressed causes stress
    - - Role ambiguity is uncertainty about what the organization and others expect from the employee in terms of what to do or how to do it.
      - Role conflict is an employee’s recognition that demands of the job are incompatible or contradictory
      - Role overload results when too many expectations or demands are placed on a person
      - Role:set of behaviors that people expect of a person in that job.
    - - Core self-evaluations are bottom-line opinions individuals have of themselves and may be positive or negative.
      - Negative affectivity means pervasive low levels of satisfaction with all aspects of life, compared with other people’s feelings.