Popular in Management 361
Popular in Business, management
verified elite notetaker
This 4 page Class Notes was uploaded by Kimberly Scott on Tuesday February 2, 2016. The Class Notes belongs to MGT 361 at a university taught by Mr. Pendel in Spring 2016. Since its upload, it has received 12 views.
Reviews for MGT 361
Report this Material
What is Karma?
Karma is the currency of StudySoup.
Date Created: 02/02/16
1/28 Chapter 3 notes Society and the law: Society’s definition of “fair treatment” is in constant flux. Definition varies in different cultures Laws/government offer guidelines Complying with laws is not enough Concerns of the labor force: “Fairness creates the feeling of trust that’s needed to hold a good workplace together.” Employees express their concerns: When they choose an employer When they decide to stay or leave Through surveys and grievance systems Conditions to be met for employees to perceive formal procedures as fair: Pg. 79 Job as HR: Keep company out of harms way so no one sues. Ex: woman brings gun to work because she’s afraid her husband will shoot her. Need to handle it so others still feel comfortable going to HR. Each situation has different circumstances. Reactions to unjust treatment Quit Stay Seek revenge Talk to others in the organization Complain to external authorities Tell your friends about how unjustly you are treated Legal means to ensure fair treatment: Federal laws o Title VII of the civil rights Act of 1964 Do discrimination o Age discrimination in Employment Act of 2967 o Americans with disabilities Act 1990 Because you are in a wheelchair, you can't automatically be disqualified from a job if you have all qualifications for that job. Outside of workforce too: curbs, handicapped seating, etc. Ex: accounting department is on second floor – wheel chaired people unable to get there so they were unable to be a part of the accounting dept. o State laws State and federal don’t have to be equal Sometimes state laws are more restricted than federal. May apply to businesses with fewer employees than those covered by federal laws. May offer greater protection to employees o Executive orders President is only person who can make these Specifying rules and conditions for doing business w/ the government o Administrative agencies Agencies promote rules, guidelines, and standards to enforce the law. EEOC OSHA NLRB o Legal precedents Employment at will: pg. 89 Not a law- it’s a doctrine An employer’s right to terminate employees for any reason. Either party can sever the relationship at will Limits to employment at will: Civil rights act Age discrimination act Americans with disabilities act Labor relations act Equal Pay Act: Regardless of who you are, if you have the same job, you should be making the same amount of money. Major federal employment laws and regulations: Exhibit 3.3 Trends in discrimination charges: dropped in 2005 because there were a lot of people getting laid off and they filed discrimination charges. Settling disputes: Options for resolving outside of court: o Company grievance procedures o Mediation and arbitration o On-line dispute resolution Diversity and inclusion initiatives for ensuring fair treatment: Diversity management initiatives Creating a culture of inclusion Economic benefits of diversity 2 kinds of harassment: 1. Quid pro quo: “if you want this job, you have to…” 2. Hostile work environment Harassment: Conduct that creates a hostile, intimidating or offensive work environment Unreasonably interferes with an individuals work Adversely affects and individual’s employment opportunities Chapter 4 Notes Reacting to and anticipating a change: Degree of change: Radical change o Major adjustments in the ways the firm does business Incremental change o Evolves over time from many small routine changes Timing of change: Reactive change o Forced radical or incremental action Anticipatory change o Action taken in anticipation of upcoming events or early in the cycle of a new trend The elements of HR planning 1. Scanning and assessing the external and internal organizational environments 2. Specifying the objectives to be achieved by HR activities along with measures to be used to assess the achievement of those objectives 3. Developing specific plans for HR policies and practices, along with timetables for implementing those plans. Most important part: Review, revise and refocus your efforts. Scanning and assessing environments External environment elements: o Globalization o Political landscape o Labor markets o Unionization o Legal institutions *HR objectives must be tied to strategic business goals Business objectives focus attention on: Employees needed for growth or decline of the firm Competencies and behavior for higher performance Higher levels of productivity Metrics: Measure the effectiveness of anything you’re doing Talent management plans: Succession planning o Ensures positions can be filled when vacancies occur Talent pool o List of employees with high potential for advancement Replacement charts o List of key jobs, incumbents and names from employee talent pool. Reasons for resistance to change: fear, misunderstandings, and cynicism. Forms of resistance: criticism, malicious compliance, sabotage, and silence.