نظرية العدالة ونظرية التوقعات

Equity Theory

• Equity is achieved when a person's perceived input/output ratio equals that of referent others.

Expectancy Theory

• Employees exert greater effort if they expect the reward to be valuable.
• Key questions in employee motivation:
  • Is the task worthwhile? (Net valence)
  • Will the rewards be received if the task is accomplished? (Instrumentality)
  • Will the task be accomplished given effort? (Expectancy)

Compensation Factors

• Internal Factors: Organization compensation strategy, job worth, employee value, employer's ability to pay.
• External Factors: Labour market conditions, area wage rates, cost of living, collective bargaining, legal requirements.

Employee Benefits

• Required by Law: Canada and Quebec Pension Plans (CPP/QPP), Employment Insurance (EI), Workers' Compensation Insurance, Provincial health and medical services.
• Flexible Benefits Plans (Cafeteria Plans): Allow employees to choose benefits fitting their needs. A basic package is provided, and employees use credits to purchase other benefits.
  • Advantages: Employee needs-based benefit selection; competitive advantage for employers; adaptable benefits to attract a changing workforce. Better understanding of benefit offerings and costs.
  • Disadvantages: Potentially higher employer costs; employee selections can increase employer premium costs. Added costs associated with establishing and maintaining the plan; employer limits on benefit amounts.

Employer Duties

• Provide a hazard-free workplace and comply with laws.
• Inform employees about safety and health requirements.
• Keep records of work injuries/illnesses and report to the relevant board.
• Ensure supervisors understand work hazards.
• Provide safety training and discipline for non-compliance.
• Increasingly required to prove due diligence.

Employee Duties

• Comply with all acts and rules, report hazardous conditions/defective equipment.
• Follow employer safety and health rules (including Personal Protective Equipment – PPE).
• Request and receive safety/health information.
• Refuse unsafe work without fear of reprisal.

Supervisor Duties

• Defined as having charge of a workplace and authority over a worker.
• Advise employees of workplace hazards.
• Ensure workers use safety equipment/devices.
• Provide written safety instructions, if applicable.
• Take every reasonable precaution to guarantee worker safety.

Joint Health and Safety Committees

• Required in most jurisdictions.
• Composed of union and management representatives.
• Aim to create a non-adversarial environment for a safe and healthy workplace.
• At least one management and one worker representative must be certified in Ontario.

Unionization Reasons

• Economic needs (wages, benefits).
• Dissatisfaction with management (promotion, transfer, shift assignment – strongest reason).
• Social and leadership concerns (recognition, social affiliation).

Union Formation Steps

• Contact employees and union officials to explore unionization.
• Schedule initial union meetings to attract supporters.
• Form an in-house organizing committee.
• Have employees sign authorization cards. (Confidential, only Labour Relations Board has access).
• File an application for certification with Labour Relations Board.
• The Labour Relations Board declares if the union succeeds in its application.
• Bargaining committee forms to negotiate a collective agreement.

Collective Bargaining

• Preparation:*
• Data gathering, strategy development, management proposals/concessions.
• Negotiation:*
• Bargaining in good faith, proposal analysis, proposal resolution.
• Stay within bargaining zone.
• Formalization:*
• Clarifying contract language, ratification of agreement.
• Disputes (Strikes):*
• Legal requirements, Lockouts, Strike replacements, boycotts.

يتناول هذا الاختبار نظريتي العدالة والتوقعات في سياق تحفيز الموظفين. سيتم استكشاف العوامل الداخلية والخارجية التي تؤثر على تعويضات ومزايا الموظفين. إعداد الموظف واستراتيجيات تقديم المزايا مناسبة أساسيات هامة لفهم بيئة العمل.