1. McGraw-Hill/Irwin © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved. 10-1 Chapter 10 Issues between Organizations and Individuals

2. McGraw-Hill/Irwin © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved. 10-2 AREAS OF LEGITIMATE ORGANIZATIONAL INFLUENCE Sample areas - Job conduct -Personal activities off the job A Model of Legitimacy of Organizational Influence Off-the-Job Conduct

3. McGraw-Hill/Irwin © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved. 10-3 RIGHTS OF PRIVACY Figure 10-2 Business activities that may involve employee rights of privacy

4. McGraw-Hill/Irwin © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved. 10-4 RIGHTS OF PRIVACY Policy Guidelines Relating to Privacy - Relevance -Recency -Notice -Fiduciary duty -Confidentiality -Due process -Protection of the psyche

5. McGraw-Hill/Irwin © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved. 10-5 RIGHTS OF PRIVACY Surveillance Devices Electronic monitoring Honesty Testing The Polygraph Psychological Stress Evaluator Paper-and-Pencil Tests Honesty tests

6. McGraw-Hill/Irwin © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved. 10-6 RIGHTS OF PRIVACY Treatment of Alcoholism Reasons for Company Programs Successful Programs Drug Abuse Drug Testing Impairment testing

7. McGraw-Hill/Irwin © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved. 10-7 RIGHTS OF PRIVACY Genetic Testing Genetic monitoring Discrimination Sexual Harassment Acquired immune deficiency syndrome (AIDS)

8. McGraw-Hill/Irwin © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved. 10-8 DISCIPLINE Preventive discipline Corrective discipline -Disciplinary action -Reform offender -Deter others -Maintain standards Progressive discipline

9. McGraw-Hill/Irwin © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved. 10-9 DISCIPLINE Fig 10-5 A progressive discipline system

10. McGraw-Hill/Irwin © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved. 10-10 QUALITY OF WORK LIFE A Rationale Job Enlargement versus Job Enrichment Job scope Job breadth Job enlargement Job rotation Job enrichment Job depth

11. McGraw-Hill/Irwin © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved. 10-11 QUALITY OF WORK LIFE Figure 10-7 Benefits of job enrichment emerge in three areas

12. McGraw-Hill/Irwin © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved. 10-12 QUALITY OF WORK LIFE Applying Job Enrichment Core Dimensions: A Job Characteristics Approach Skill Variety Task Identity Task Significance Feedback Autonomy

13. McGraw-Hill/Irwin © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved. 10-13 QUALITY OF WORK LIFE The Motivating Potential of Jobs Job Diagnostic Survey Motivating potential score (MPS) Social Cues Affect Perception Social information processing Contingency Factors Affecting Enrichment

14. McGraw-Hill/Irwin © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved. 10-14 THE INDIVIDUAL'S RESPONSIBILITIES TO THE ORGANIZATION Organizational Citizenship Blowing the Whistle on Unethical Behavior Whistle-blowing Discharge Mutual Trust

15. McGraw-Hill/Irwin © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved. 10-15 Questions