Strategic Human Resource Management Finals Reviewer PDF

HAU PSYCHOLOGY SOCIETY STRATEGIC HUMAN RESOURCE MANAGEMENT FINALS REVIEWER | FIRST SEMESTER Note: The reviewers created by the HAU - Workers spend at least eight hours a day at Psychology Society ensure consistency and qu...

HAU PSYCHOLOGY SOCIETY STRATEGIC HUMAN RESOURCE MANAGEMENT FINALS REVIEWER | FIRST SEMESTER Note: The reviewers created by the HAU - Workers spend at least eight hours a day at Psychology Society ensure consistency and quality work. No one expects to be harmed or to during your review process. Be reminded that the harm others in the course of work. It is content of the reviewers is based ONLY ON THE imperative for the organization that everyone GIVEN MODULES by the subject’s instructor. in its workplace premises or alternative Thank you and Goodluck on your Exam! places of work is safe and free from unnecessary hazards. Laus Deo Semper! - There are several ways in which Lesson 1: Promoting Health and Safety organizations ensure safe and healthy workplaces. Healthy Workplace o For example, organizations have the - The World Health Organization (WHO) choice of inputs to its production. defines a healthy workplace as "place where o Organizations, for instance, can everyone works together to achieve an agreed choose to utilize chemicals that are vision for the health and well- being of safe for human beings even if it will workers and the surrounding community. It be more costly to them. provides all members of the workforce with o It may provide guards on machines to physical, psychological, social and protect workers from harming organizational conditions that protect and themselves. promote health and safety. It enables o It can also opt to be guided by managers and workers to increase control ergonomically sound principles in over their own health and to improve it, and choosing equipment and designing to become more energetic, positive and work stations because such will contented" (Burton 2010). minimize physical strain on - It is dear from the above definition that individual workers. achieving a healthy workplace entails the o In addition, organizations can choose collaboration of both employees and to provide proper lighting and managers. ventilation so that workers are - It involves health protection and promotion comfortable at work. to achieve not just freedom from physical o It can also choose to adopt zero injury but also psychological and social well- tolerance of workplace bullying and being. sexual harassment. - Achieving a healthy workplace does not o The organization can also choose to come without costs. educate workers on the importance of health and safety in the workplace Why should management bother at all about and what it is doing to promote such. providing a healthy workplace? o The organization has many options to - WHO advocates a healthy workplace because do the right thing. it is the right thing to do, it makes business - Most organizations do invest in providing a sense to do it, and it is required by law healthy and sale workplace because it is an (Burton 2010). This reviewer is not for sale.  HAU PSYCHOLOGY SOCIETY STRATEGIC HUMAN RESOURCE MANAGEMENT FINALS REVIEWER | FIRST SEMESTER investment rather than a cost incurred but o It stipulates, among others, the cannot be recovered. provision of medical and dental o When an organization utilizes services to employees. chemicals that are safe for human o All organizations, for instance, are beings even if these are more costly, required to have an emergency first- it benefits from healthier workers. aid kit on hand and train employees o When an organization adds few pesos on administering first-aid treatment. to make sure workstations and o Various forms of medical and dental equipment are ergonomically services are also required depending designed, it reaps the benefits of on the nature of hazard in the having less fatigued workers. workplace as well as in the number of o When an organization provides employees. proper lighting, workers are more The medical personnel needed in the workplace comfortable in doing work. o When an organization adopts zero - For workplaces with more than fifty tolerance for workplace bullying and employees but no more than two hundred, a sexual harassment, it encourages registered nurse is required to operate a workers to go to work because they designated clinic. feel secure. - For workplaces with over two hundred o Healthy, less fatigued workers who employees but not exceeding three hundred, work in healthy and comfortable an emergency clinic is required, operated by environments can do more and better a full-time registered nurse and part-time work. physician and dentist; and o When an organization provides safety - For workplaces with more than three hundred gadgets and other paraphernalia to employees, a dental clinic and an infirmary workers, it not only protects workers are required. from harm but also reduces the risk of o The infirmary should accommodate having to spend more on health care. one bed for every one hundred o Furthermore, when organizations employees and should be operated by educate workers about the importance a full-time physician, a dentist, and a of health and safety practices in the registered nurse. workplace, such knowledge and - The government also provides support in understanding enhance safe and terms of setting and enforcing occupational healthy practices in the workplace safety and health standards to ensure and beyond. protection from health and safety hazards. - Most organizations engage in health and - All employees are likewise compulsorily safety practices because law requires it. covered by the Employees' Compensation o In the Philippines, Book Four of the and State Insurance Fund, through which Labor Code covers health, safety, and employees or their dependents are provided social welfare. income and medic benefits in the event of work-related disability or death. This reviewer is not for sale.  HAU PSYCHOLOGY SOCIETY STRATEGIC HUMAN RESOURCE MANAGEMENT FINALS REVIEWER | FIRST SEMESTER Occupational Safety and Health Standards - Thus health and safety programs in organizations consist of having a committee - In 1978, the Occupational Safety and Health that will be in charge of health and safety; Standards (OSS) were formulated with the programs that enhance positive attitudes mandate to safeguard workers' physic safety toward health and safety; the provision of and health, and ensure their social and safety equipment, safeguards, etc., to ensure economic well-being is then the minimal accidents; and facilities to enhance responsibility of the employer to ensure a health and well-being. safe and healthy workplace, provide health - In addition, organizations also provide and safety instructions to all employees, use medical services for emergencies. only approved equipment and devices, and comply with the requirements of safety Toward a healthy workplace standards (DOLE, 2005). - While the emphasis of most health and safety Approaches to health and safety programs in organizations is on the safety aspect of working, maintaining a healthy - The occupational safety and health standards workforce is equally important. provide the framework of health and safety - It starts with requiring employees to undergo programs of organizations in the Philippines. a medical examination as part of the - The OSHS requires the establishment of application process. health and safety committees in each o This ensures that an organization has workplace, training of employees on health healthy employees to start with and and safety, as well as record keeping of that its efforts are focused on accidents and occupational illnesses. maintaining such level of health. - In addition, the OSHS defines the rules and o Most organizations require an annual standards on promoting health and safety. physical checkup so that illnesses are o Rules include those on premises of prevented or diagnosed early. establishment, occupational health ▪ Some organizations and environmental control, personal emphasize lifestyle changes protective equipment and devices, in order to prevent certain hazardous materials, gas and electric diseases, like type 2 diabetes, welding and cutting operations, hypertension, heart disease, hazardous work processes, atherosclerosis, and those explosives, materials handling and associated with too much storage, boiler, unfired pressure alcohol and smoking. vessels, internal combustion engine, Factors that contribute machine guarding, electrical safety, to these diseases elevators and related equipment, include inappropriate identification of piping system, power choices of food, piping lines, construction safety, sedentary lifestyle, logging, fire protection and control, disturbed biological pesticides and fertilizers, and clock, and poor occupational health services. This reviewer is not for sale.  HAU PSYCHOLOGY SOCIETY STRATEGIC HUMAN RESOURCE MANAGEMENT FINALS REVIEWER | FIRST SEMESTER posture (Sharma and Kong and Shanghai Banking Corporation, Majumdar 2009). also provide healthy food choices for - There are organizations that go beyond employees in their office cafeterias. aiming at health; they want to achieve Toward a safe workplace wellness among employees. o It is important to maintain an optimal - The OSHS requires the establishment of a level of wellness because our well- safety committee that will spearhead health being affects our actions and vice and safety programs, and make sure versa. standards are complied with and violations o Achieving an optimal level of are dealt with. wellness reduces stress, prevents - Its membership consists of representatives illness, and improves our interaction from different levels in the organization. with others (UC Davis 2017). o This is to ensure that health and safety issues from the units are Wellness communicated to the committee and - Wellness can be defined as "an active process are acted upon by management as through which people become aware of, and well as the representatives. make choices toward, a more successful - Moreover, organizations must also develop existence" safety policies based on the general - Thus, for employees to make conscious framework provided by the OSHS. choices to be healthy and fulfilled, some - In addition to establishing accountability on employers provide them training on healthy health and safety, organizations must embark eating and how to prevent and manage on behavioral change efforts. diabetes and other lifestyle diseases. Behavioral change efforts - In addition to influencing employee attitude toward a healthy lifestyle, organizations also - One of the means of effecting change is by provide the physical facilities or avenues education and training. through which employees are encouraged to o Employees are given the basic be physically active. principles to understand the o Thus we see organizations. The importance of health and safety and Meralco, TX Philippines, and Toyota what each of them can do to ensure Motors Philippines, among others- such. providing facilities for physical o Training starts with an orientation on activities, such as tennis and the health and safety standards basketball courts. provided by the OSHS. - Other companies that do not have the luxury ▪ Such orientation raises of space regularly sponsor sports awareness of potential tournaments for employees in rented hazards in the organization, facilities. what their roles are in - In addition, some organizations, such as the preventing the occurrence of Asian Development Bank and the Hong accidents from these potential This reviewer is not for sale.  HAU PSYCHOLOGY SOCIETY STRATEGIC HUMAN RESOURCE MANAGEMENT FINALS REVIEWER | FIRST SEMESTER hazards, and what to do when o Monitoring compliance with rules an accident occurs. and rewarding positive behavior o Training is also given to ensure that while introducing penalties for employees who are given protective negative behavior increase gear use them properly and at all compliance and reduce the times. probability of workplace injuries. o In addition, training is also given to - In addition, organizations should publicize employees in the proper use of incident reports on injuries as well as trends. machine guards and other o This provides a picture of where the contraptions aimed at preventing organization is going, where it is, and injury to the machine operator or to what else needs to be done to achieve those around the machine. its health and safety goals. - Aside from giving training, organizations o It provides a basis for improvement or must provide the necessary safeguards to change in efforts to address health and prevent injuries to employees. safety. o For example, safety devices are o To individual employees, it installed in machines to protect communicates to them that, yes, operators from being injured. accidents happen, and it highlights o Employees who are engaged in the importance of consciously hazardous work or work in hazardous working in a safe manner. areas are given protective gear, such - Assessing the effectiveness of a safety as goggles, hard hats, laboratory program is also an important component of gowns, etc. the whole system. - More than providing the gadgets to o It is important to understand what employees, it is necessary to ensure that the works and why for the proper workplace itself is free from hazards that may implementation of the program. cause injuries to employees. Issues concerning workplace safety, health, and o For example, building construction wellness must be in accord with rules stipulated in the OSHS. - A discussion of providing a safe and healthy ▪ The workplace must have workplace is not complete without looking adequate ventilation and into how employees and the people they deal lighting. with affect one another. ▪ Buildings must have fire exits. Workplace violence according to the ▪ Corridors leading to exits International Labour Organization (ILO) must also be free from obstacles. - The International Labour Organization (ILO) - Another means to effect behavioral change is defines workplace violence as "any action, to monitor compliance with rules and to incident or behavior that departs from evaluate what safety programs work and why. reasonable conduct in which a person is assaulted, threatened, harmed, injured in the This reviewer is not for sale.  HAU PSYCHOLOGY SOCIETY STRATEGIC HUMAN RESOURCE MANAGEMENT FINALS REVIEWER | FIRST SEMESTER course of, or as a direct result of, his or her ▪ Note that "workplace" goes work" (2003, 4). beyond the traditional workplace and includes Workplace violence according to the Canadian venues of off-site functions Center for Occupational Health and Safety such as conferences and (CCOHS) work-related events, and even - Moreover, the Canadian Center for at venues away from work but Occupational Health and Safety (CCOHS) are a result of work-related defines workplace violence as "any act in matters (CCOHS 2012). which; person is abused, threatened, Factors that increase workplace violence intimidated or assaulted in his or her employment (2012, 1). - Several factors have been identified as increasing the risk of workplace violence Workplace violence (DOLE 2005). - The abovementioned definitions clearly - These include the nature of the job itself, like identify workplace violence as not just handling money with the public (cashiers, physical injury but also threats of harm in the tellers, bill collectors); providing service course of employment. (health-care professionals); managing - Actions considered violent include verbal or change, such as in downsizing and layoff written threats, bullying, harassment, (managers and HR professionals); delivering physical assault, and homicide, among goods and passengers (taxi drivers, delivery others. truck staff); and working in establishments o These may be perpetrated by where alcohol is served (hotel and restaurant employees, clients, and visitors staff). (DOLE 2005). - There are also physical factors conducive to - Workplace violence does not only affect workplace violence, such as working in those who experience it directly but also isolated areas, poorly lit areas, or high-crime those who witness it and those who come to areas. know about it. - Some events trigger violence, such as o Thus workplace violence affects performance interviews, downsizing, and relationships among employees, strikes (DOLE 2005). clients, and others the employees deal Written policy on workplace violence with in the course of doing their work, as well as the general level of trust - Every organization that wants to provide a and security in the workplace. safe working environment to its employees o These individual level consequences should be committed to it. of workplace violence results in - It starts with having a written policy on reduced performance, deterioration of workplace violence that is communicated to company image, reduction in number its employees through several media, such as of clients, and increased turnover policy manuals, bulletin boards, intranet, and (ILO 1998). training, This reviewer is not for sale.  HAU PSYCHOLOGY SOCIETY STRATEGIC HUMAN RESOURCE MANAGEMENT FINALS REVIEWER | FIRST SEMESTER - A written policy on workplace violence o For example, off-limits areas to communicates to employees that employee clients and visitors must be identified. safety is important to management, and it is o For those handling cash with the committed to provide such to employees. public, barriers or pass through - A written policy on workplace violence windows or chambers may be presents what actions constitute workplace installed for safety. violence, how to assess risk, what to do in o Work areas and the workplace incidence of violence, and how to report vicinity must be well lighted. such. o Fences and security devices may also - However, workplace violence is not be installed. mentioned in the OSHS guidelines. o There are other precautions o But despite the absence of guidelines organizations can take, such as on workplace violence in the OSHS, limiting travel to and from isolated there are organizations in the and high- risk areas during the day Philippines that have written policies only. on workplace violence. o In addition, depositing funds from an ▪ Companies in the Philippines organization's daily collection may be with policies on workplace done on different schedules to violence include TeleTech, minimize predictability of this Fluor Corporation, Citigroup, activity, thus minimizing the risk of and Golder Associates, among being robbed. others. Workplace bullying - The policies on workplace violence provide the framework for minimizing and managing - Workplace bullying is a form of workplace workplace violence. violence. - Once a policy and its details are in place, - It is defined as unwanted practices or actions employees are given training on the content by an employee or group of employees, of the policy. whether consciously or not, over a period of o Educating and training employees time resulting in humiliation and distress about workplace violence is a big step (Einarsen and Raknes 1997). forward in making employees - Bullying occurs when the actions or practices proactive in their role in minimizing are repeated and are perceived by the victim violence in the workplace. as unwanted and hostile. - Equipping employees with tools to analyze - When actions are repeated, the target is in no and assess risks of violence is very helpful in position or means to ward off perpetrators. minimizing the incidences of violence in the - On the other hand, the perpetrators of workplace. bullying continue to do so to the extent that - In addition to training, the organization must they perceive themselves as having power design the workplace layout in such a way over the target or having the blessings of that employees are safe in doing their jobs. powerful individuals in the organization. This reviewer is not for sale.  HAU PSYCHOLOGY SOCIETY STRATEGIC HUMAN RESOURCE MANAGEMENT FINALS REVIEWER | FIRST SEMESTER - The implication is that there is an imbalance - Filipinos always use humor in almost any of power between the bully and the victim. situation. - While most bullying is perpetrated by - We see situations in the workplace where persons of power (Djurkovic, McCormack, employees tease each other or tell jokes. and Casimir 2004), this does not imply that - Humor-oriented bullying (Matthiesen and only those who are in higher positions or have Einarsen 2010) may start as innocent or access to people in higher positions can be purely done in the spirit of fun. perpetrators of bullying. o However, when humor is directed at - Bullying can occur at any level in the one individual persistently and where organization. that individual cannot reciprocate and - Viewed from the perspective of power, perceives it as aggressive, lower-level employees can bully a manager disrespectful, and humiliating, then to the extent that a manager is dependent on the target experiences bullying. the employee for certain things, like output or - It is not uncommon that in some Philippine expertise in certain areas (Branch, Ramsay, organizations, employees laugh at or tease and Barker, 2007). individuals with heavy regional accent, such as those who pronounce "e" as "i" or those Reasons for bullying with the famous Visayan accent. - Workplace bullying happens for various o Even physical attributes – like being reasons and takes several forms. fat, too skinny, or dark skinned, etc. – - These are those that occur because of conflict become the topic of jokes. that has escalated, and bullying is considered Newcomers a legitimate avenue to destroy the other party (Matthiesen and Einarsen, 2010). - in organizations are also common targets of - Often the perpetrator of bullying waits for bullying. They are bullied or experience the opportunities where the target makes rite of passage (Matthiesen and Einarsen mistakes and then emphasizes this to the 2010). target to prove his or her inferiority or lack of - Most common actions associated with skill. bullying of newcomers include insulting - There are instances of bullying that occur remarks, teasing, and exclusion. because a person is a convenient target of the o The latter form may render the bully, termed predatory bullying (Einarsen newcomer isolated from the group or 1999). department and makes the early days o Examples of predatory bullying of employment hostile and difficult. include scapegoating, an oppressive - Some of these newcomers discontinue boss, and acting out on biases against employment. an out-group What explains bullying? ▪ The target may belong to an outgroup, or people with - Bullying is a complex phenomenon and is lesser power. explained by several factors. There are Humor-oriented bullying This reviewer is not for sale.  HAU PSYCHOLOGY SOCIETY STRATEGIC HUMAN RESOURCE MANAGEMENT FINALS REVIEWER | FIRST SEMESTER individual, social, any organizational factors o Another interesting finding is that that explain bullying. victims of bullying had little sense of humor (Einarsen 1999). Individual factors ▪ The same conclusion was - Bullying occurs when one’s self-esteem is earlier reached by Brodsky threatened. (1976) who observed that o An individual with high self-esteem victims did not have a sense of tends to bully when one's self-esteem humor who feel bullied by is threatened, especially when one has perceiving practical jokes in an unrealistic perception of one's self the office as an intention for and when one needs to constantly them to be the laughingstock depend on other's validation (Zapf (Brodsky 1976, cited in Zapf and Einarsen 2011). and Einarsen 2011). - Poor social competence manifested in lack of - There is a similar tendency in the Philippines self-control also explains bullying. for perpetrators to target those who easily get o For example, we see or hear stories irritated by jokes. about a supervisor yelling at erring o There is a saying that goes, "Ang subordinates. pikon, talo" (those who are easily o We have seen cases of such behavior angered are losers), and indeed they in the kitchen where chefs yell at the become the usual targets of jokes. interns, or in movie sets were - On the other hand, there are targets of directors yell at bit players or movie bullying who do not fit the mold of those who extras. have low social competence and - Sometimes perpetrators lack self- reflection assertiveness because some targets are self- and claim that they are not aware of the aware and high achievers. repercussions of their actions or that their o This is another group of individuals actions are reasonable given stressful who become targets of bullying situations (Zapf and Einarsen 2011). because they are likely to threaten the - On the other hand, studies of bullying targets self-esteem of others, most likely revealed inconclusive results, especially their bosses. those that pertain to personality. - Thus, one cannot say that there is a victim o The insight from various research is personality type. that the role of personality varies with o Rather, an individual's circumstance each case of bullying. may increase one's risk of being the ▪ While there are indeed a target of bullying. variety of victims, most fall o For example, being part of an out- into the expectation that group is seen as being different and victims are low in social thus devalued. In as much as competence and lack conflict individuals who belong to an out- management skills. group do not have a strong network that provides support, they often This reviewer is not for sale.  HAU PSYCHOLOGY SOCIETY STRATEGIC HUMAN RESOURCE MANAGEMENT FINALS REVIEWER | FIRST SEMESTER become targets of bullying (Zapf and o When expectations from job are not Einarsen 2011). clear and when an individual faces conflicting demands from work, Social antecedents to bullying tension, interpersonal conflict, and - Beyond individual factors, there are social bullying ensues (Salin and Hoel antecedents to bullying. 2011). - Social exchange theory (Gouldner 1960; - In addition, the physical work environment Blau 1964) specifies that there is a tendency also triggers bullying. for a person to respond positively or o Such unpleasant conditions as negatively toward another depending on how extreme temperatures and crowded the person is being treated. workspaces are associated with high o Thus, when a person is treated well, risk of bullying to the extent that they the response is positive and negative increase feelings of hostility. otherwise. - Organizational culture is also an important - However, there is also the tendency for enabler of bullying. individuals to maximize the effect/danger o Indeed, bullying can only flourish in ratio (Bjorkvist et al. 1994, cited in Neuman an organization when the act is not and Baron 2011)-that is, to maximize the punished or when the bully gets harm inflicted on others while minimizing subtle or overt support from the consequent danger that may ensue. management (Einarsen 1999). o Such consequences may take the form o The movie industry and the of retaliation or social censure. finedining industry provide examples o Because of this, individuals tend to of bullying of lower-ranked use covert modes of aggression; if not employees by directors or chefs. effective, they displace this - Bullying can also be in the form of remarks aggression to weaker victims (Neman said in jest. and Baron 2011). o For example, the atmosphere in the - - In addition, organizations adhere to norms organization is very informal where of toughness, which increase the likelihood employees often tease one another, of bullying of the weak and reduce the this can sometimes relieve tension, likelihood that witnesses to bullying will do but sometimes this can go sour, something about it (Neuman and Baron especially if the butt of the joke is 2011). persistently an individual who cannot defend oneself. Organizational antecedents to bullying Rewards system - At a broader level, there are also organizational antecedents to bullying.\ - The rewards system is an important tool in - Some studies relate bullying to job design. reinforcing behavior, including bullying Role conflict and ambiguity are strong behavior. predictors of workplace bullying. - When rewards are based on relative performance, there is an incentive for an This reviewer is not for sale.  HAU PSYCHOLOGY SOCIETY STRATEGIC HUMAN RESOURCE MANAGEMENT FINALS REVIEWER | FIRST SEMESTER individual to bully another to make sure that - Bullying affects the target physically, causing one will be relatively better off in terms of him or her to have difficulty in sleeping, performance over the person who is bullied headaches, or stomach disorders. (Salin and Hoel 2011). o Sleep is an important aspect of one's - In fact, this can be observed in schools and functioning inasmuch as it affects universities when academic honors are based energy level, performance, memory, on relative performance. and other cognitive functions. - Moreover, when a supervisor's performance o Persons who were bullied or have is based on the performance of the team, there witnessed bullying were reported to is also a high probability of the supervisor have experienced difficulty in bullying the poor performers with the sleeping, and such problems increase intention of making them leave the unit or the with the frequency of bullying organization. experienced (Hansen et al. 2014). - In addition, team-based rewards also - Bullying also affects the victims' affect, encourage members to discipline one another particularly his/her negative affect that can sometimes lead to bullying to either (Djurkovic, McCormack, and Casimir, make members improve performance or 2004). encourage poor performers to leave the o Negative effects include mood states, organization (Collinson 1988, cited in Salin such as fear, anxiety, and hostility, 2003). among others. o At the trait level, predisposes one to Dynamic processes experience negative emotions - Apart from work design, culture, and rewards (Watson and Clark 1984). systems, which are the more stable processes - More generally, bullying negatively affects and systems of an organization, there are mental health (Verkuil, Atasay, and dynamic processes that introduce a lot of Molendijk, 2015). uncertainties, about one's future, anxiety, or - Thus, bullying has both physiological and stress, that can lead to bullying. psychological effects. o These include: - Bullying affects the organization as much as ▪ changes in structures and the individual target. processes, and - In as much as bullying affects the target's ▪ downsizing health and mood, it ultimately affects the - Almost always, these changes entail organization because most likely, the targets reduction in the number of layers in the absent themselves from work when their organization, as well as in the total number of health is affected. employees, including managers and o However, sometimes, being absent supervisors. from work often escalates bullying, - In order to maintain one's post in the especially if such absence affects organization, some individuals resort to group performance where such is the aggression and bullying (Salin 2003). basis of rewards. Consequences of bullying This reviewer is not for sale.  HAU PSYCHOLOGY SOCIETY STRATEGIC HUMAN RESOURCE MANAGEMENT FINALS REVIEWER | FIRST SEMESTER o Even as the target reports for work process of reporting bullying, dealing with despite having headaches or stomach incidences of bullying, and establishing clear disorder, the efficiency of the worker consequences of bullying, can be a good is affected, resulting in lower starting point. productivity and quality of work o Such a policy must be communicated (Hoel et al. 2011). to employees, and its elements should - In addition, when the situation becomes be properly explained to them. unbearable to the target, he or she inevitably - Several organizations in the Philippines have leaves the organization. policies on workplace bullying. - Bullying is positively correlated with o These include Bank of the Philippine turnover (Djurkovic, McCormack, and Islands, Philippine Seven Casimir 2004). Corporation, Avon, and Robinson's o Effects on turnover do not only Bank, among others, despite the involve the target; they also affect absence of an anti-bullying law in the those who witness it. workplace in the Philippines. - There is a high correlation between - In as much as there is no anti-bullying law in witnessing bullying and intention to leave the the workplace in the Philippines, organization (Rayner 1999, cited in Hoel et organizations that do not have a policy on al. 2011). workplace bullying can adopt the guidelines o Witnessing bullying creates a climate set in developing anti-bullying policies in of fear, especially if nothing is done Republic Act (RA) 10627 or the Anti- about it. Bullying Act of 2013. o The law directs all elementary and What can organizations do? secondary schools to establish - Given the significant impact of bullying on antibullying policies in their the individual and organization, the latter institutions. cannot afford to not do anything about it. - In addition, organizations can actively study - Studies have shown that organizational contextual antecedents – job design, rewards context can do so much to alleviate bullying system, and culture – of bullying so that these in the organization. can be properly addressed. - Constructive leadership perceived o For example, apart from a job organizational support, and organizational description, employees must be initiatives to prevent bullying in the oriented about the management's organization are found to indeed reduce expectations of their roles. incidences of bullying; more importantly, - A review of rewards system is also in order to anti-bullying initiatives diminish the negative prevent incidences of bullying. impact of bullying on employee well-being - Periodic review and monitoring of and organizational commitment (Cooper- antibullying initiatives should also be in Thomas et al. 2013). place. - Thus, a policy on workplace bullying, which Sexual harassment clearly defines what constitutes bullying, the This reviewer is not for sale.  HAU PSYCHOLOGY SOCIETY STRATEGIC HUMAN RESOURCE MANAGEMENT FINALS REVIEWER | FIRST SEMESTER - Another form of workplace violence is sexual o Moreover, the locale of the act is not harassment. limited to the traditional workplace - Sexual harassment is defined as "any but also includes places where unwanted activity of a sexual nature that workrelated activity is done, such as affects an individual's employment and social functions, conferences, travel, creates a hostile work environment" and telephone conversations, among (Robbins and Judge 2013, 455). others. - In the Philippines, RA 7877 or the AntiSexual - Given the above considerations, the Harassment Act of 1995 declares sexual Philippine Commission on Women (PCW) harassment unlawful. seeks to expand the Anti-Sexual Harassment o The law covers employment, by redefining sexual harassment, including education, or training environment. commitment of sexual harassment by peers, o The law stipulates that sexual and strengthening monitoring mechanisms harassment is committed in the (PCW, 2013). covered sectors when any person in What are the antecedents of sexual harassment? authority, influence, or moral ascendancy over another demands, - Understanding sexual harassment is very requests, or otherwise requires any important before any steps to curb it can be sexual favor from the other, taken. regardless of whether the demand, - A meta-analysis of the antecedents and request, or requirement for consequences of sexual harassment showed submission is accepted by the object that organizational climate is a very strong of said Act (RA 7877). predictor of sexual harassment (Willness, o Implicit in the law on sexual Steel, and Lee 2007). harassment is the existence of - The absence of policies, organizational unequal power position of the target tolerance of sexual harassment, and poor and perpetrator. implementation of policies and procedures in ▪ Thus the law specifies that the dealing with sexual harassment increase the act is committed by a person occurrence of the act. in authority or in a higher - In addition, the job gender context also position. showed some effect on sexual harassment. - From the public sector front, Resolution No. o The lower the relative number of 01-0940, or the Administrative Disciplinary women to men, the higher the risk of Rules on Sexual Harassment Cases (CSC sexual harassment. 2001), prescribes the procedure for o In occupations dominated by men, the investigating and providing resolution of risk of sexual harassment is high. sexual harassment cases in the government Consequences and impact of sexual harassment sector. o Covered in its definition of sexual - On the other hand, sexual harassment has harassment are peers, associates, and serious consequences on the victim as well as clients. on the organization. This reviewer is not for sale.  HAU PSYCHOLOGY SOCIETY STRATEGIC HUMAN RESOURCE MANAGEMENT FINALS REVIEWER | FIRST SEMESTER - Sexual harassment negatively affects the job - Given the tremendous negative impact of satisfaction of the victim, and job sexual harassment on the victims, it is dissatisfaction with coworkers was higher incumbent upon management to minimize, if compared to job dissatisfaction with not eradicate, its occurrence, especially that supervisors (Willness, Steel, and Lee 2007). one important enabling factor is the climate o This finding corroborates earlier of the organization. findings that peers are more common - In preparing policies and guidelines on perpetrators of sexual harassment sexual harassment, organizations can find than supervisors. guidance in RA 7877. - Sexual harassment is also negatively - In addition, resolution no. 01-0940 is a useful correlated with organizational commitment. resource even for the private sector. o Organizational commitment is a very - It is not enough that a policy on sexual important attitude because it reflects harassment is in place – it is important that it an individual's desire to identify with is communicated and explained to all and remain in the organization. employees. - Sexual harassment is also positively - In addition, counseling services should be correlated with work withdrawal and job made available to both the victim and the withdrawal, where the relationship of sexual perpetrator. harassment to work withdrawal is higher than - Cases must be handled with confidentiality that with job withdrawal. and respect for both the victim and the o This indicates that when a person perpetrator. experiences sexual harassment, there - Victims must be protected from retaliation of is a tendency to be absent from or late any form, and implementation should also be for work or neglect work altogether monitored. before the decision to leave the job Lesson 2: Employee Relations and Discipline and ultimately the organization. - Moreover, sexual harassment is also Employee relations negatively correlated with work-group - Employee relations exist as an HR function productivity. to take care of both economic and o When job satisfaction and psychological concerns of individuals. organizational commitment are - The strategies taken to effect healthy negatively affected by sexual employee relations are through harassment, there is also a tendency to communication, merit pay, and the be late for work or miss work development of an employee's career altogether. (Gunnigle 1992). o Thus work-group productivity is - This chapter focuses on understanding the affected negatively. foundation of employee relations and - In addition to its effect on attitude and discipline by looking at the nature of behavior, it also affects the psychological and employment relationships, particularly the physical well-being of the victim. economic and psychological dimensions. Minimizing or eradicating sexual harassment This reviewer is not for sale.  HAU PSYCHOLOGY SOCIETY STRATEGIC HUMAN RESOURCE MANAGEMENT FINALS REVIEWER | FIRST SEMESTER - While employee relations and discipline are expected from them (Robbins and critical to managing and supervising Judge 2013). operations, their strategic role in the o It is the cognitive concurrence of organization is rarely optimized and is often expectations and acceptance of the overlooked by managers (Hill 2003). intricate interdependencies between - Indeed, the quality of the relationship the organization and its employees between employees and employers impacts which cultivate the self-imposed the effectiveness and efficiency of the willingness of employees to comply organization. and to adhere to work policies and o When this important nexus rules as they perform their jobs to deteriorates, employees engage in achieve organizational goals. counterproductive work behavior and The nature of employment relationship other undesirable acts, which may be detrimental and may even pose a - Effective employee relations practices are threat to the organization such as anchored on a clear understanding of stealing from the company and employment relationship. coworkers, sabotage, excessive - An employment relationship is created when tardiness, absenteeism, spreading an organization hires an employee to perform rumors, etc. certain tasks necessary to achieve its goals. - As such, managers must strategically design o This relationship is consensual and work systems and formulate human resource premised on a mutually beneficial policies that facilitate the continuous exchange between the organization clarification and monitoring of the and the employee. employment relationship in order to develop ▪ The organization wants the mutual trust, facilitate control, and enhance employee to be productive productivity (Creed and Miles 1996). while the employee expects to - When expectations on work roles, be paid a corresponding wage responsibilities, rewards, and outcomes are in exchange for services properly managed, workers perform better, rendered. are more satisfied at work, and less likely to ▪ In addition, the employee engage in acts which call for disciplinary wants to be valued as a person measures. and to be treated fairly, - Job performance and personal behaviors of equitably, and with dignity employees in the workplace are shaped by within and outside of the numerous internal and external factors. workplace (Bolton, 2011). o These include their unique ▪ Bolton characterizes dignity understanding of the economic as a construct that is both potential of their employment, the objective and subjective social demands of the managers, their distinguishing between roles in the organization, and the dignity in work, which is corresponding work outcomes linked to the notion of "good This reviewer is not for sale.  HAU PSYCHOLOGY SOCIETY STRATEGIC HUMAN RESOURCE MANAGEMENT FINALS REVIEWER | FIRST SEMESTER work," and dignity at work, ▪ minimum wages which embodies how the ▪ hours of work worker is perceived and ▪ facilities at work valued as a person in the ▪ occupational health and safety workplace. guarantees. ▪ To ensure that each keeps to o If either the employer or the their side of the bargain, the employee does not meet the organization and the standards, the aggrieved party has a employee enter into a legally remedy against the other and is enforceable contract, usually entitled to protection and in writing, setting the terms enforcement under the law. and conditions of their Organizational context relationship based on the needs of the organization for - The specific form of the organization in the employee's specific which the employment exchange takes place services. also determines the employee relations - The employment relationship therefore practices. basically conforms to the legal and - According to Pfeffer (1982, 1992), the term organizational contexts and the personal organizational form refers to the combination expectations of the employee. of strategy, structure, internal control, and coordination systems that constitute the Legal protection organization's operating logic, resource - Law regulates the scope and content of an allocation framework, and mechanisms to employment relationship. support corporate governance. - All employment contracts must meet legally - Aldrich (1999) posits that organizational imposed employment standards. form serves three purposes. It helps define - Employment laws afford labor protection, and publicize the goals of the organization, human capital development, and promote controls the use of resources by managers and industrial peace and security. workers, and establishes the duties, rights, o They grant workers the right to self- functions, and roles of its members. organization, collective bargaining, - Managers must see to it that the employment and just and humane conditions at relationship is consistent with the nature and work. objectives of the organization in order to o Specifically, labor laws establish maximize the potential and contribution of compulsory standards, which each employee and to facilitate the delineate the extent and limitations of attainment of both individual and power of the organization over the organization goals and objectives. employee and define what acts are o This consistency must result in clarity permissible or prohibited within and in the employee's use of company outside the workplace. resources, in behaviors and attitudes o These standards include: that must be exhibited at work and This reviewer is not for sale.  HAU PSYCHOLOGY SOCIETY STRATEGIC HUMAN RESOURCE MANAGEMENT FINALS REVIEWER | FIRST SEMESTER with colleagues, and in work outputs these two elements of the during the period of employment. employment relationship so that they remain consistent Elements of the employment relationship with expectations and are - According to Blyton and Turnbull (2004), mutually beneficial to both inherent in this legally protected relationship parties. is the latent but persistent tension between The Economic contract employers and employees regarding expectations on productivity and wages, - The first type of expectation is enshrined in imposition of authority, and work compliance the basic principle that an employee is over the course of the employment period. entitled to a fair wage for a fair day's work o This divergence of interests in the performed for the employer. employment relationship entails both o By spending a considerable portion of an economic aspect on the one hand his time and talent to carry out tasks and a psychological component on for the employer, the employee the other. expects an economic return in ▪ There is an economic exchange for his labor. expectation because there is a - The economic contract arises from the time continuous a quid pro quo an employment agreement is entered into by transfer of resources between the employee and his employer. employees and employers, the - This aspect of the employment relationship former for services rendered details the wages and other financially to the organization, and the assessable benefits demanded by the latter for payment for such employee, according to him by law, and those services. voluntarily given by his employer. ▪ There is also a psychological - The economic contract is legally enforceable aspect because employees and affords continuing protection to both have certain beliefs regarding parties against abuse by the other. the reciprocal nature of the o Because it is tangible proof of employment relationship. employment rights and obligations, When employees the employment contract must be perceive a difference well-crafted, complete, and concise, between expectations and must use simple language so that and reality, they will it is easily understood by the parties. seek to address this o However, even if the economic perceived imbalance contract is not put into writing, an (Jensen, Opland, and employment relationship is Ryan, 2010). nevertheless deemed by law to exist, ▪ Managers and human and the employee is entitled to the resource practitioners must be wages and other benefits promised to able to effectively manage This reviewer is not for sale.  HAU PSYCHOLOGY SOCIETY STRATEGIC HUMAN RESOURCE MANAGEMENT FINALS REVIEWER | FIRST SEMESTER him the moment he begins to perform o A regular employee is an individual services for an employer. who is engaged to perform activities that are "usually necessary or Philippine Employment Legal Regime desirable in the business or trade of - As in most countries, the Philippines sets the employer" while, mandatory economic and other standards o A nonregular employee performs governing employment contracts between work that is project-based, seasonal, employers and employees. casual, or subject to a fixed term - Philippine labor laws establish the (Article 295 Labor Code, 123). employment relationship and afford ▪ Specific conditions apply to protection to employees in a number of ways. nonregular employment and if o They mandate minimum rights for the they are not met, there is a worker on issues such as wages and presumption In favor of other monetary benefits nonmonetary regularity of employment. benefits such as parental and sick o As a requisite to regularization, an leaves, occupational health and employee is given a period of six safety, and termination including months to prove one's fitness to unfair dismissal. qualify for regular employment based o The different modes of employment, on reasonable standards made known including permissible contracting and to the employee by the employer at subcontracting, are also distinguished the time of engagement. and the right of workers to self- ▪ Once the new hire is permitted organization and collective to work after the lapse of the bargaining are laid down including probationary period, one's guidelines on lawful industrial action. probationary employment is converted into regular The Formal Employment Contract employment by operation of - In the Philippines, the formal employment law (Article 296 Labor Code). contract is primarily governed by the Labor Security of tenure Code which prescribes minimum terms and conditions of employment. - The economic contract in the Philippines - Employment contracts ideally detail the type expressly endows security of tenure to of employment, job description and employees (Article 300 Labor Code). specification, work accountability, hours of - The employers in turn are obliged to respect work, wages and nonpecuniary benefits, the dignity and person of their employees. entitlements, including insurance and - Employees are free to terminate their tenure retirement pay, and other employment rights anytime by serving a one-month advance and obligations. written notice to the employer. But they are - There are two types of employment not legally obligated to give a written notice arrangements in the Philippines, regular and if there has been nonregular. This reviewer is not for sale.  HAU PSYCHOLOGY SOCIETY STRATEGIC HUMAN RESOURCE MANAGEMENT FINALS REVIEWER | FIRST SEMESTER o (a) a serious insult on their honor and or duly authorized representatives; person; and o (b) inhuman and unbearable o (e) other analogous causes" (Article treatment; and 297 Labor Code, 123-24). o (c) the commission of a crime or The Psychological Contract offense against them or any of their immediate family members" (Article - The second element of the employment 300 Labor Code, 124). relationship is the psychological contract. - Rosseau (1989) defines the term Termination of employment psychological contract as the employee's - Inherent in the security of tenure guarantee is belief in the mutual obligations between the the obligation of obedience, trust, and fidelity employer and the employee. to the organization by the employees. o This term was first introduced in 1960 o When an employee withholds such, it by Argyris and its implicit character constitutes just cause and is was later clarified by Schein in 1965, actionable as a breach of the who noted that there is an implied employment agreement. contract which is derived from the - There is an expectation that employees must assumptions that the employee makes respect the persons of their employers and regarding the reciprocal nature of his further their objectives at all times. relationship with his employer. o This expectation, which is deemed - The economic contract contributes to the incorporated into the employment psychological contract in that the employee contract by operation of law, requires often refers to its terms and conditions as a employees to be faithful to the reference or benchmark whenever he makes organization, to trust that their assumptions on the organization's obligations employers' actions and orders are toward him. lawful and reasonable, and to obey o In fact, a breach of the former will such lawful and reasonable orders. lead to a psychological contract - Just causes for termination include violation. o "(a) serious misconduct or willful - Since the psychological contract is an disobedience by the employee of the emotional and mental paradigm, its scope is lawful orders of the employer or broader than the economic contract alone and representative in connection with encompasses perceptions on promises, work; representations, obligations, transactions, o (b) gross and habitual neglect of and relations at work. employment duties; - In contrast to the formal contract, the o (c) fraud or willful breach of trust psychological contract is not legally accorded to him by the employer; enforceable but it nevertheless functions in o (d) commission of a crime or offense the same way, as the consequences of its against the person of the employer or violations can be equally serious such as the any immediate member of his family display by the employee of This reviewer is not for sale.  HAU PSYCHOLOGY SOCIETY STRATEGIC HUMAN RESOURCE MANAGEMENT FINALS REVIEWER | FIRST SEMESTER counterproductive and harmful work o This research found that line behaviors in the workplace. managers were the main agents in the breach of the psychological contract. Managing the psychological contract ▪ Their work is important as it - To manage the psychological contract, it is significantly narrows the important to understand how it is formed and scope of the subsequent deemed breached in the mind of the inquiry to persons with the employee. most immediate contact with - A psychological contract arises when a the employee, particularly as standing or ad hoc promise by the employer responses to breach become is perceived by the employee to have been evident only after the fact. made, which he believes to be true, accepts - Depending on the emotional intensity felt by and relies upon it with the expectation that the the employee and the importance of the employer will fulfill it. promise made by the employer, employee o When this promise is not kept, it is responses may be in the form of resignation deemed to have been breached. from the organization, complaints, and ▪ As a mental and emotional communication of the breach to the employer phenomenon, its formation for action, acceptance or silence, and and breach are clearly exhibition of counterproductive work personal to the employee behavior. concerned. Employee discipline and punishment - Therefore, in an organization there can be as many psychological contracts formed and - Another important aspect inherent in breached, as there are employees and dyadic employee relations is employee discipline. relationships with managers or supervisors. - It is both an aspect of the formal contract as - Research has shown that workers have well as the psychological contract. different types of psychological contracts - In entering into the employment relationship, based on their respective understandings of the employee expressly accepts that what has been promised to them (Sparrow whenever one violates or breaches and Cooper 2003). obligations one will be subject to disciplinary o Employees also respond differently to measures, including punishment. its breach or violation. - Discipline is commonly understood as the ▪ At the emotional level, process by which managers and supervisors psychological contracts entail correct behavioral deficiencies and ensure a constant process of adherence to established company policies renegotiation of promise and regulations. fulfillment that can be broken o The purpose of discipline is primarily or exceeded on a daily basis to correct behavior and to assist (Conway and Briner 2002). employees in understanding that there is either a performance problem or This reviewer is not for sale.  HAU PSYCHOLOGY SOCIETY STRATEGIC HUMAN RESOURCE MANAGEMENT FINALS REVIEWER | FIRST SEMESTER that there are opportunities to enhance - Arvey and Ivancevich (1980) cite evidence output and productivity. that discipline, involving deviant behaviors - In contrast, punishment is retributive in that are imposed progressively and in a purpose and involves the superior's proper manner, tends to result in application of a negative consequence or the improvement in employee behavior rather removal of a positive consequence following than in undesirable side effects like a subordinate's undesirable behavior, with the withdrawal or hostility by the employee. intention of decreasing the frequency of that - A disciplinary measure is deemed meted out behavior (Butterfield, Treviño, and Ball in a proper manner if it meets the following 1996). cumulative principles: o Despite its negative connotation, the o Notice use of punishment or its threat as a ▪ Communication outlining the corrective technique is a common offense and description of phenomenon and very effective in measure to be imposed organizational settings. o Clear rationale - Punishment is the most frequent method ▪ Clear, unambiguous reasons employed by managers and supervisors as a why the measure was imposed form of discipline to align deviant behavior and advanced notice on future of employees that are deemed to have consequences if the behavior violated important organizational policies, is repeated rules, and norms, and in so doing threatens o Predictability the well-being of the organization and its ▪ Prompt and certain imposition members. of the measure. o As to what constitutes deviant o Consistency behavior, Robinson and Bennett's ▪ Assurance that similar (1995) typology of deviant work offenses will be met with like behavior is informative and identifies sanctions. four types of deviant behavior o Objectivity occurring at the interpersonal and ▪ Measure is imposed without organizational levels. personal bias and in ▪ Minor violations involve accordance with a well- production and political defined, formal process. deviances, which can readily o Progressiveness be addressed by the ▪ Imposition of measure in organization and employees, stages where sanctions while work behavior, which increase upon repeated impact company property and occurrences. display personal aggression, o Equity are deemed to be more serious ▪ Measure is commensurate to violations. the violation or breach. Principles of employee discipline This reviewer is not for sale.  HAU PSYCHOLOGY SOCIETY STRATEGIC HUMAN RESOURCE MANAGEMENT FINALS REVIEWER | FIRST SEMESTER - When an employee is duly informed of a - Management must also have a mechanism to possible deviant a behavior or a violation or gather feedback from employees. breach of an organizational policy or - Moreover, discipline is an inherent aspect in regulation, and its corresponding measures, employee relations, policies and procedures one is likely to accept the consequences much and any changes in them must be clear to more freely. employees and must be enforced. o This happens when the - Sanctions for wrongdoings must also be aforementioned were adequately transparent and applied fairly. explained to the employee, with clear - On the other hand, employees must also be and unambiguous reasons, which the provided with a working grievance employee knows to be the type of procedure. measure for offense committed, as Managing employee withdrawal and retention well as consistently imposed without any personal bias, and was - There are different conditions in which commensurate to one's violation. employees are separated from employment or - When employees understand and accept the from an organization. organization's discipline system, the o These may be due to retirement, employment relationship is clarified. resignation, layoff, and death. o This builds a more productive bond - This chapter focuses on separation due to between employees and their retirement and resignation. employers, helping to align the Turnover employees' formal and psychological contractual expectations with those of - Turnover refers to the number of individuals the organization's goals and purposes. who leave the organization and need to be replaced. Managing employee relations and discipline - When employment is viewed as a job match, - Managers and human resource practitioners turnover occurs when this is dissolved must be able to effectively manage the (Anderson et al. 1994. Dess and Shaw 2001). economic and psychological elements of the o Dissolving a job match can emanate employment relationship so that they remain from the individual or the consistent with expectations and are mutually organization. beneficial to both parties. - Turnover initiated by the organization is o Thus, an important aspect of termed involuntary turnover while turnover employee relations is obtaining open initiated by the individual is termed voluntary communication between turnover. management and employees. - Thus, one of the challenges of organizations - The infrastructure for keeping employees is keeping their talented individuals and informed of where the organization is managing the exit of those who are heading, product lines, and other information nonperformers or those whose behavior is needed for them to do their jobs well and inimical to an organization's effectiveness. what is expected of them must be set in place. This reviewer is not for sale.  HAU PSYCHOLOGY SOCIETY STRATEGIC HUMAN RESOURCE MANAGEMENT FINALS REVIEWER | FIRST SEMESTER - Organizations are concerned with turnover o One way is by employing stringent because of its negative e