MGMT HR Chapter 10

MGMT HR Chapter 10 - Chapter 10 I. Managing Involuntary...

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Chapter 10 I. Managing Involuntary Turnover a. Involuntary turnover - turnover initiated by the organization (often among people who would prefer to stay. b. Discharging employees can be a very difficult task that needs to be handled with the utmost care and attention to detail c. Employment- at-will doctrine- the doctrine that, in the absence of a specific contract, either an employer or employee could sever the employment relationship at any tim e i. Could be for “good cause” “no cause” or even “bad cause” d. Today some employees try to sue employers for wrongful discharge i. A wrongful discharge suit typically attempts to establish the discharge either 1) violated an implied contract or covenant (employer acted unfairly) or 2) violated public policy (employee was fired from not doing something unsafe, unethical, or illegal) ii. Wrongful discharge can also be filed as a civil rights infringement if the person discharged is a member of a protected group e. Letting poor performers stay in the organization have costs i. Organizations that identify and fire low performers (“rank and yank”) often have gains of 40% ii. Europe is passing laws to make it easier to illuminate poor performers, China is making it more difficult f. There are also issues related to personal safety for employee dismissal i. Violence in the workplace has become a major organizational problem and workplace homicide is the fastest-growing form of murder in the US g. Principals of justice i. Outcome fairness- the judgment that people make with respect to the outcomes received relative to the outcomes received by other people with whom they identify (ex: one person is losing their job while others aren’t, they perceive this as unfair) ii. Procedural Justice- a concept of justice focusing on the methods used to determine the outcomes received (deals with how a decision was made ) 1. The person being dismissed may accept the decision with minimum anger if the procedures used to arrive at the decision are consistent , unbiased , accurate , correctable , representative , and ethical iii. Interactional justice- a concept of justice referring to the interpersonal nature of how the outcomes were implemented 1. Determinants of interactional justice:
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This note was uploaded on 02/08/2011 for the course MGMT 371 taught by Professor Mackenzie during the Fall '09 term at South Carolina.

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MGMT HR Chapter 10 - Chapter 10 I. Managing Involuntary...

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