Podcast
Questions and Answers
What is the primary purpose of the grievance process in the workplace?
What is the primary purpose of the grievance process in the workplace?
Which of the following best describes the concept of discipline in the workplace?
Which of the following best describes the concept of discipline in the workplace?
Which of the following factors is classified as 'internal' when analyzing performance issues?
Which of the following factors is classified as 'internal' when analyzing performance issues?
What is a key characteristic of a performance evaluation system?
What is a key characteristic of a performance evaluation system?
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What is the first step in the grievance process according to typical procedures?
What is the first step in the grievance process according to typical procedures?
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What is the primary requirement of the Equal Pay Act?
What is the primary requirement of the Equal Pay Act?
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Which law provides unpaid leave for specific family and medical reasons?
Which law provides unpaid leave for specific family and medical reasons?
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What does the Employment-at-will principle allow an employer to do?
What does the Employment-at-will principle allow an employer to do?
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Under the ADA, which is considered a disability?
Under the ADA, which is considered a disability?
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What does the EEOC prohibit in the workplace?
What does the EEOC prohibit in the workplace?
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In which instance can a bona fide occupational qualification (BFOQ) be justified?
In which instance can a bona fide occupational qualification (BFOQ) be justified?
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What is a key aspect that differentiates the ADEA from other discrimination laws?
What is a key aspect that differentiates the ADEA from other discrimination laws?
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What is the primary purpose of collective bargaining?
What is the primary purpose of collective bargaining?
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What is the main definition of ethics?
What is the main definition of ethics?
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Which of the following statements best describes social responsibility?
Which of the following statements best describes social responsibility?
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Which of the following factors is not included in internal diversity?
Which of the following factors is not included in internal diversity?
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What is the concept of Creating Shared Value (CSV)?
What is the concept of Creating Shared Value (CSV)?
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What does the Josephson Institute of Ethics Model emphasize?
What does the Josephson Institute of Ethics Model emphasize?
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Which of the following best describes external diversity?
Which of the following best describes external diversity?
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Which of the following is a common misconception about ethics?
Which of the following is a common misconception about ethics?
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What is the significance of values in ethical decision making?
What is the significance of values in ethical decision making?
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Study Notes
Ethics and Values
- Ethics are principles that define right and wrong.
- Values are personal principles or standards found desirable.
- Ethics are developed through personal experiences, cultural influences, and societal norms.
- Leaders must model ethical behavior and create a culture of ethical decision-making.
Ethical Decision-Making Models
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Philosopher's Approach uses four standards:
- Utilitarianism: The greatest good for the greatest number.
- Rights: Respecting individual rights and freedoms.
- Justice: Treating people fairly and equitably.
- Care: Showing compassion and concern for others.
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Josephson Institute of Ethics Model follows six steps:
- Define the problem
- Identify the relevant factors
- Identify the possible courses of action
- Evaluate the possible courses of action
- Choose the best course of action
- Take action and monitor the results
Social Responsibility
- Social responsibility entails managers and leaders taking actions that benefit society as well as the organization.
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Levels of social responsibility in business:
- Economic: Focus on profit maximization.
- Legal: Adhering to laws and regulations.
- Ethical: Acting morally and ethically.
- Philanthropic: Contributing to the well-being of society.
- Creating Shared Value (CSV) is a concept that companies and the community are interconnected and benefit mutually.
Diversity and Inclusion
- Internal diversity refers to innate characteristics like race, ethnicity, age, sexual orientation, gender identity, and abilities.
- External diversity encompasses learned or acquired elements like education, marital status, interests, job title, religious beliefs, socioeconomic status, and life experiences.
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Advantages of diversity and inclusion:
- Improved creativity and innovation
- Enhanced problem-solving and decision-making
- Increased employee engagement and motivation
- Better understanding of diverse customer needs
- Stronger reputation and brand image
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Strategies for diversity and inclusion:
- Recruiting from diverse talent pools
- Creating inclusive work environments
- Providing diversity and inclusion training
- Mentoring and sponsorship programs
- Employee resource groups
- Performance evaluations that address diversity and inclusion
- Measuring and monitoring progress
Employment Laws
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Equal Employment Opportunity Commission (EEOC):
- Prohibits discrimination based on race, color, religion, sex, or national origin in workplaces with 15 or more employees.
- Exception: Bona fide occupational qualification (BFOQ)
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Age Discrimination in Employment Act (ADEA):
- Prohibits age discrimination for individuals 40 years and older in workplaces with 20 or more employees.
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Americans with Disabilities Act (ADA):
- Prohibits discrimination against individuals with disabilities in workplaces with 15 or more employees.
- Reasonable accommodation must be provided for qualified individuals with disabilities.
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Equal Pay Act:
- Enforces equal pay for equal work, regardless of gender. Exceptions are permitted for differences in pay due to merit, seniority, quality or quantity of production, or factors other than sex.
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Family and Medical Leave Act (FMLA):
- Requires employers to provide 12 weeks of unpaid leave for childbirth, adoption, caring for sick family members, or personal medical conditions.
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Retaliation:
- It is illegal to retaliate against employees who file discrimination charges.
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Sanders v. Thomas:
- Landmark case emphasizing the protection against retaliation for discrimination claims.
Employment-at-Will
- Employment-at-will (EAW): Allows employers and employees to terminate the employment relationship at any time, without a specific reason.
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Exceptions to EAW:
- Implied contracts: Verbal or written statements that suggest a longer-term employment arrangement.
- Public policy exceptions: Firing an employee for refusing to engage in illegal activities or whistleblowing on illegal actions.
- Union contracts: Employees covered by a collective bargaining agreement have specific rights and protections.
- Union: An organization formed to negotiate with employers.
- Collective bargaining: The process of negotiating agreements that define employee contract terms.
- Grievance process: A formal procedure for employees to address issues regarding contract violations.
Stress
- Stress: A feeling of mental or emotional strain resulting from demanding situations.
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Types of stress:
- Job stress
- Life stress
- Trauma
- Toxic stress
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Consequences of stress for employees:
- Decreased productivity
- Increased absenteeism
- Health problems
- Burnout
- Conflict with colleagues
Performance Issues
- Performance issues can arise from various factors.
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Types of performance issues:
- Lack of skills or knowledge
- Poor work habits
- Lack of motivation
- Conflicts with colleagues
- Personal issues
- Lack of resources
- Unclear job expectations
- Lack of feedback
- Poor management
- Organizational changes
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Internal factors influencing performance:
- Skills and abilities
- Motivation
- Personality
- Values
- Work ethic
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External factors influencing performance:
- Company culture
- Management style
- Work environment
- Economic conditions
- Industry competition
Handling Performance Issues
- Discipline: The process of correcting undesirable behavior.
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Guidelines for establishing rules and organizational policies:
- Clarity: Clearly define rules and expectations.
- Consistency: Apply rules fairly and consistently.
- Documentation: Maintain written records of disciplinary actions.
- Due process: Provide employees with opportunities to explain their actions and appeal disciplinary decisions.
- Progressive discipline: Implement a graduated system of disciplinary actions, starting with verbal warnings and progressing to more severe consequences.
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Performance issue model:
- Identify the problem: Clearly define the performance issue.
- Gather information: Collect evidence to support the performance issue.
- Communicate with the employee: Discuss the performance issue with the employee.
- Develop a plan: Create a plan to address the performance issue.
- Monitor progress: Track the employee's progress and provide ongoing support.
Performance Evaluation System
- Performance evaluation system: Formalizes the process of evaluating employee performance.
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Performance Appraisal Interview Styles:
- Tell-and-Sell: Manager presents the evaluation and emphasizes the manager's perspective.
- Problem-Solving: Collaborative approach focusing on solutions to improve performance.
- Tell-and-Listen: Manager provides feedback, and the employee responds.
- Participative: Open dialogue where both parties share perspectives.
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Giving feedback:
- Positive feedback: Highlight strengths to reinforce positive behavior.
- Constructive feedback: Focus on specific behaviors that need improvement.
- Immediate feedback: Provide feedback promptly to maximize its impact.
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Best practices in performance appraisals:
- Clearly defined criteria: Use objective, measurable standards to evaluate performance.
- Regularly scheduled appraisals: Conduct performance reviews at consistent intervals.
- Two-way communication: Encourage open dialogue between managers and employees.
- Formal documentation: Record performance evaluations in writing.
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Performance appraisal process:
- Set performance goals: Establish clear expectations for the appraisal period.
- Monitor performance: Regularly track employee performance against established goals.
- Provide feedback: Give regular feedback to employees on their progress.
- Conduct formal evaluation: Complete the formal performance appraisal.
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