Dessler_hrm16_PPT_14.pptx

Human Resource Management
Sixteenth Edition, Global Edition
Chapter 14
Building Positive Employee
Relations
Copyright © 2020 Pearson Education Ltd. All Rights Reserved

Learning Objectives (1 of 2)
14.1 Define employee relations.
14.2 Discuss at least four methods for managing employee
relations.
14.3 Explain what is meant by ethical behavior.

Learning Objectives (2 of 2)
14.4 Explain what is meant by fair disciplinary practices
14.5 Answer the question, “How do companies become
“Best Companies to Work for?

Learning Objective 14.1: Define
Employee Relations

What is Employee Relations?
• Employee Relations
– the activity that involves establishing and maintaining
the positive employee-employer relationships that
contribute to satisfactory productivity, motivation,
morale, and discipline, and to maintaining a positive,
productive, and cohesive work environment.

Learning Objective 14.2: Discuss at
Least Four Methods for Managing
Employee Relations

Employee Relations Programs for Building and
Maintaining Positive Employee Relations
• Ensuring fair treatment
– Reflects concrete actions such as “employees are
treated with respect,” and “employees are treated
fairly”
– Research Insight
▪ Procedural Justice
▪ Distributive Justice

Improving Performance: The Strategic
Context
A New HR Strategy at the Foxconn Plant in Shenzhen, China
Let’s talk about it…

Bullying and Victimization
1. Imbalance of Power
2. Intent to Cause Harm
3. Repetition
– Verbal
– Social
– Physical
– Cyberbullying

Improving Employee Relations Through
Communication Programs
• Different Types
– Focus groups
– Suggestion boxes
– Hotlines
– Exit interviews
– Open-door policies
– MBWA
• Organizational Climate Surveys

Develop Employee Recognition/ Relations
Programs
• Service award program
– Reviewing tenure of existing employees
– Establishing meaningful award periods
• Recognition program

Use Employee Involvement Programs
• Employee relations tend to improve when employees
become involved with the company in positive ways
• Focus groups
• Social media

Employee Involvement
• Using employee involvement teams
– Suggestion Teams
– Problem-Solving Teams
– Quality Circle
– Self-Managing/Self-Directed Work Team
• Using suggestion systems

Improving Performance: HR as a Profit
Center
The Cost-Effective Suggestion System

Learning Objective 14.3: Explain
What Is Meant by Ethical Behavior

The Ethical Organization
Figure 14-2 The Wall Street Journal Workplace Ethics Quiz
Source: Ethics and Compliance Officer Association, Waltham, MA, and the Ethical Leadership Group, Global
Compliance’s Expert Advisors, Wilmette, IL. (printed in the Wall Street Journal, October 21, 1999, pp. B1–B4).
© 1999 by Ethics and Compliance Officer Association. Reprinted by permission. All rights reserved

Ethics and Employee Rights
• Although ethics, fairness, and morality help govern how
employers treat their employees, the enforceable rights
embedded in employment law also govern what employers
and employees can do.

What Shapes Ethical Behavior at Work?
• Three factors combine to determine the ethical choices we
make
– The person (bad apples)
– Situations (bad cases)
– Company Environment (bad barrels)
▪ Pressures
▪ Organizational culture

How Any Manager Can Create More
Ethical Environments
• Reduce Job-related pressures
• Make it clear what’s okay and not okay
• Model the behavior (“Walk The Talk”)
• Reinforce the desired behavior, not the undesirable
behavior
• Take it seriously

How Human Resource Managers Can
Create More Ethical Environments (1 of 2)
• Institute ethical polices and codes
• Enforce the rules
• Encourage whistleblowers
• Foster an ethical culture

Improving Performance: HR Tools for
Line Managers and Small Businesses
Small Business Ethics

How Human Resource Managers Can
Create More Ethical Environments (2 of 2)
• Hire Right
• Use Ethics Training
• Use Rewards and Discipline
• Institute Employee Privacy Policies

Know Your Employment Law
Electronic Monitoring
Let’s take a look…

Monitoring Acknowledgment
Figure 14-3 Sample E-Mail Monitoring Acknowledgment Statement

Learning Objective 14.4: Explain What
Is Meant by Fair Disciplinary Practices

Managing Employee Discipline
• The purpose of discipline is to encourage employees to
behave sensibly at work (where sensible means adhering
to rules and regulations).
• Positive employee relations
• Legal concerns

The Three Pillars of Fair Discipline
1. Rules & Regulations
2. Progressive Penalties
3. Appeal Process

Diversity Counts
• Comparing Males and Females in a Discipline Situation

How to Discipline an Employee (1 of 5)
1. Make sure the evidence supports the charge of employee
wrongdoing.
2. Adequately warn the employee of the disciplinary
consequences of his or her alleged misconduct.
3. Have the employee sign a form.

Figure 14-4 Report of Employee Discipline

5. The rule that allegedly was violated should be “reasonably
related to the efficient and safe operation of the particular
work environment.”
6. Objectively investigate the matter.
7. The investigation should produce substantial evidence of
misconduct.
8. Apply applicable rules, orders, or penalties without
discrimination.

9. Make sure to protect the employees’ due process rights.
10.Maintain the employee’s right to counsel.
11.Keep dignity.
12.Listen to what the person has to say.
13.Burden of Proof (employer).

14.Get the Facts.
15.Don’t Act while angry.

Discipline Without Punishment
• Issue an oral reminder.
• Should another incident arise, issue a formal written
reminder and place in the personnel file.
• Give “decision-making leave.”
• Dismissal if behavior repeats.
– Purge the paid suspension if no further incidents

Learning Objective 14.5: Answer the
Question, “How Do Companies Become
‘Best Companies to Work for’?”

Employee Engagement Guide for
Managers
• How Companies Become “Best Companies to Work For”
• The Great Place to Work Institution defines a great
workplace
• Three examples
– SAS
– Google
– FedEx

SAS
• Great Benefits, Trust, and Work-Life Balance

Google
• Happiness and People Analytics

FedEx
• Guaranteed Fair Treatment

A “Best Company” Human Resources
Philosophy?
• Cultivate trust
• Ensure fair treatment of employees
• Respect employees
• HR philosophies may well be the “magic sauce” that
explains why great companies to work for are great.

Chapter 14 Review
What you should now know….

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