Ethic, Justice and Fair Treatment The Conscience of the Organization HRM

Ethic Defined Conduct governing an individual or a group; specifically the standards used to decide what your conduct should be. The bar set by the law is to low (Estenson)

Define “Fair”

Forms of Justice Distributive Justice –Was the result of the decision fair Procedural Justice –Was the process used to make the decision fair Interaction or Interpersonal Justice –Way leaders conduct themselves in the treatment of employees

Factors Helping to Shape Ethical Behavior The person The organization’s culture The Boss

Solid Framework Is it legal? Is it right? Who will be affected? Does it align with our values? How will it “feel” afterward? –Guilt and Shame in Western Cultures How will it look on the front page of the Bee How will it change the way the organization is viewed by the public?

Organizational Culture The invisible glue that holds an organization together (Estenson) –Values, traditions, and shared behaviors Values –I would resign or close the company before I would do it. Anything else is just poetry. (Estenson) Leaders and Managers model the behavior, set the expectations and enforce the standards.

Managing Perceptions Engage people in a conversation about the issue Explain your actions Clarify expectations

Employee Discipline Slaves and Indentured Servants Free to quit and free to fire Expectation of fair treatment Job as a right

Grounds for Dismissal Performance Misconduct –Gross to repeated inappropriate Lack of qualifications Changed job requirements or elimination of the job Possibility of personal liability for actions as an agent of the company

Layoffs and Work Realignment 60 days notice if you have 100 or more employees Downsizing Mergers and Acquisitions