Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall 8-1 Managing Employee Ethics, Engagement, Retention, and Fair Treatment 8

Learning Objectives (1) When you finish studying this chapter, you should be able to: 1.Explain what is meant by ethics. 2.Discuss important factors that shape ethical behavior at work. 3.Exercise fair disciplinary practices. Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall 8-2

Learning Objectives (2) 4.Discuss at least four important factors in managing dismissals effectively. 5.Describe a comprehensive approach to retaining employees. 6.Explain why employee engagement is important and how to foster engagement. Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall 8-3

Ethics and Fair Treatment at Work Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall 8-4

Ethics and Fair Treatment at Work (1) Why ethics? The meaning of ethics Ethics and the law What shapes ethical behavior at work? Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall 8-5

What shapes ethical behavior at work? Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall 8-6

Ethics and Fair Treatment at Work (2) Ethics, fair treatment, and justice Fairness, bullying, and victimization – Research insight Why treat employees fairly? – Rights and fairness Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall 8-7

Managing Employee Discipline and Privacy Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall 8-8

Managing Employee Discipline and Privacy The three pillars – Rules – Penalties – Appeals process Non-punitive discipline Electronic employee privacy – Extent – Legal issues Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall 8-9

Managing Dismissals Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall 8-10

Managing Employee Discipline and Privacy (1) Avoiding wrongful discharge suits – Procedural steps – Fairness safeguards – Severance pay Personal supervisory liability Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall 8-11

Managing Employee Discipline and Privacy (2) Avoiding wrongful discharge suits – Procedural steps – Fairness safeguards – Severance pay Personal supervisory liability Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall 8-12

Managing Employee Discipline and Privacy (3) The termination interview – Outplacement counseling – Exit interviews Layoffs and the plant closing law Layoff’s effects Adjusting to downsizings and mergers Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall 8-13

Managing Voluntary Employee Turnover and Retention Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall 8-14

Managing Voluntary Employee Turnover and Retention (1) Managing voluntary turnover Retention strategies Retaining employees Managing involuntary turnover Talent management and employee retention Job withdrawal Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall 8-15

Managing Voluntary Employee Turnover and Retention (2) Retaining employees – Selection – Professional growth – Provide career direction – Meaningful work and ownership – Recognition and rewards – Culture and environment – Promote work/life balance – Acknowledge achievements Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall 8-16

Employee Engagement Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall 8-17

Employee Engagement Why engagement is important Actions that foster engagement Monitoring employee engagement Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall 8-18

Copyright Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall 8-19 All rights reserved. No part of this publication may be reproduced, stored in a retrieval system, or transmitted, in any form or by any means, electronic, mechanical, photocopying, recording, or otherwise, without the prior written permission of the publisher. Printed in the United States of America.