The results of this case provided well-defined accountability for an organizations conduct. The court ruled an employer is responsible for the acts of its supervisors, and employers should be encouraged to prevent harassment. It should also be noted the court ruled that employers can reduce liability exposure by exercising reasonable care to prevent and correct promptly any harassing behavior and proving the employee did not take advantage of preventive or corrective opportunities that are afforded (U.S. Equal Employment Opportunity Commission,…
higher profits. The company should provide written policies and procedures to incoming managers in order to avoid confusion and to aid in the cohesiveness of the work unit. Managers should display ethical behavior at all times and use punishment and rewards more consistently and effectively. The case also raises questions of a company's ethics and responsibility for creating, or allowing, a climate that tolerates at…
When evaluating employees more than half of these companies use compliance with code of conduct as way to judge employee integrity. 6 out of 10 companies have policies in place to protect employees who have reported code of conduct violations to managers. This keeps communication open for employees, so there are not any negative consequences to reporting violations.…
There were many documented and perhaps more undocumented cases of employees breaking rules in the workplace and manager is undecided on how to handle those situation. This case study analyses what happens when there is lack of clear or precise Human Resource policies and why this may cause issues within teams at the ground level. This is an important study in human behavior to emphasize culture and values in an organization and also to show what happens when rules are not implemented uniformly within formal or informal groups.…
The opportunity that employees have for unethical behavior in an organization can be eliminated through formal codes, policies, and rules that are adequately enforced by management. For example, financial companies…
However, workplace incivility has been a newer term in the plethora of research available on unethical behaviors (Hanrahan & Leiter, 2014). Workplace incivility is an umbrella term that refers to low-intensity deviant behaviors with ambiguous intent to harm the target, in violation of workplace norms for mutual respect. These uncivil behaviors are typically rude and discourteous, displaying a lack of regard toward others and often include demeaning remarks and activities like not listening to others (Andersson & Pearson, 1999; Porath & Pearson, 2009). A dissection of the above definition, points out three components of workplace incivility: violation of workplace norms and respect, ambiguous intent, and low intensity (Andersson & Pearson, 1999). The very first part is a violation of organizational norms. Although organizations have their unique work culture yet they all agree on certain minimum acceptable norms, expectations and interactional conduct from its employees. Uncivil acts disturb this kind of agreement and unsettle the very well-being of the organization as well as its employees (Andersson & Pearson, 1999; Lim, Cortina, & Magley, 2008). The second component is the ambiguous intent behind the workplace uncivil behavior. Research…
The phenomenon of workplace deviance is pervasive in organizations (Keashly & Jagatic, 2000; Rayner & Keashly, 2005) and has captured the attention of management researchers. Workplace deviance refers to voluntary individual behavior that violates organizational norms and threatens the well-being of the organization, its members, or both (Robinson & Bennett, 1995). Although voluntary, it need not be volitional—it does not require intent to harm. Two forms have been described in the literature: interpersonal deviance and organizational deviance (Bennett & Robinson, 2000). Interpersonal deviance refers to behaviors targeting organization members (e.g., verbal abuse, sharing offensive jokes or comments, ethnic or racial slurs), whereas organizational deviance captures behaviors directed at the organization rather than at individuals (e.g., theft, drug use, intentional work slowdowns, and the like) (Robinson & Bennett, 1995). The interpersonal deviance domain encompasses a wide variety of behaviors, including but not…
often. But, if a problem does arise then they are vital. Good procedures can help…
In business as in society, general unethical behavior is on the rise. This is evident in the myriad of news reports regarding unethical conduct by both large corporations and self- employed business owners that are a daily news occurrence. “In the last ten years, approximately two-thirds of America’s 500 largest corporations have been involved in illegal activity”. (Crossen, 1993 p.228) Unethical behavior can take down a company and the best way to cut down on unethical behavior is to manage unethical employees…
Counterproductive behavior at work is an issue that can cost an organization valuable time, resources, and most importantly money. This type of behavior can come in the form of laziness, tardiness, unauthorized extended breaks, theft, vandalism, absenteeism, and other damaging acts. These acts can potentially affect the business as a whole and in severe cases may lead to bankruptcy. Strict rules and regulations in organizations are efforts to combat against these types of behaviors…
Counsellors may experience difficulties; these may arise directly from work or come from other area of life, supervision needs to be in place to monitor such difficulties.…
Employees also felt that indiscipline was rampant within the organisation. Offenders were not penalized and easily let go. The…
Employee discipline is one of the most commonly discussed issues in any organization, whether it is union or non-union. It is a matter that management must deal with on a day to day basis, and remain mindful of the consequences that can arise if not dealt with properly. It has been noted that about 40 percent of most grievance cases involve how discipline was carried out. According to the text and several articles the discipline action is likely to be challenged by unions, employees and various government agencies.…
We often hear about the employers that don’t treat employees well; but you know, it sometimes works the other way as well.…
In all organizations, disciplinary actions are necessary to ensure efficiency and respect, however, in Success Enterprises, this is not so. The General Manager does not implement any policy for disciplinary action and this creates problems. When Mrs. Deen received complaints about workers from Checkers and Supervisors, she simply relocated the workers to another area and issued repeated warnings. No suspensions or terminations were issued. Workers who had been found pilfering was not terminated or suspended, instead Mrs. Deen allowed them to stay. As a result of the lack of disciplinary action and a very sympathetic General Manager, workers began abusing the system. They continued to pilfer and continued many inappropriate behaviour. Workers had very poor customer service skills because they knew that there were no measures in place to monitor them. On one instance, after a meeting with Mrs. Deen a worker said “Yuh see how soft she is boy” This statement proves…