Course Hero Logo

T014-Solutions.docx - Tutorial 14 Group Activities 1....

Course Hero uses AI to attempt to automatically extract content from documents to surface to you and others so you can study better, e.g., in search results, to enrich docs, and more. This preview shows page 1 - 2 out of 3 pages.

Tutorial 14Group Activities1.Working in groups, interview managers or administrators at youremployer or college in order to determine the extent to which theemployer or college endeavors to build two-way communication, andthe specific types of programs used.Do the managers think they areeffective?What do the employees (or faculty members) think of theprograms in use at the employer or college?Encourage students to beprecise and inquisitive in their pursuit of this information. (LO 14.2;AACSB: Analytic Skills; Learning Outcome: Describe the role of humanresource management in promoting ethics and fairness)2.Working in groups, obtain copies of the student handbook for yourcollege and determine to what extent there is a formal processthrough which students can air grievances.Based on your contactswith other students, has it been an effective grievance process?Why or why not?Ask what effect this has on the sense of organizationaljustice. (LO 14.4; Learning Outcome: Describe the role of human resourcemanagement in promoting ethics and fairness)Discussion Questions1.Explain how you would ensure fairness in disciplining, discussingparticularly the prerequisites to disciplining, disciplining guidelines,and the discipline without punishment approach.There are manythings that can be helpful:• Make sure the evidence supports the chargeof employee wrongdoing. • Ensure that the employee’s due process rightsare protected. • Warn the employee of the disciplinary consequences. •The rule that was allegedly violated should be “reasonably related” to theefficient and safe operation of the particular work environment. • Fairly andadequately investigate the matter before administering discipline. • Theinvestigation should produce substantial evidence of misconduct. • Rules,orders, or penalties should be applied evenhandedly. • The penalty shouldbe reasonably related to the misconduct and to the employee’s past workhistory. • Maintain the employee’s right to counsel. • Don’t rob asubordinate of his or her dignity. • Remember that the burden of proof is onyou. • Get the facts. Don’t base a decision on hearsay or on your generalimpression. • Don’t act while angry. • Create a formalized appeals process.• Make sure all rules and policies are communicated and clearly explainedin advance. (LO 14.4; AACSB: Reflective Thinking Skills; LearningOutcome: Describe the role of human resource management in promotingethics and fairness)

Upload your study docs or become a

Course Hero member to access this document

Upload your study docs or become a

Course Hero member to access this document

End of preview. Want to read all 3 pages?

Upload your study docs or become a

Course Hero member to access this document

Term
Fall
Professor
RakibulHoque

Newly uploaded documents

Show More

Newly uploaded documents

Show More

  • Left Quote Icon

    Student Picture

  • Left Quote Icon

    Student Picture

  • Left Quote Icon

    Student Picture