Dessler15e HRM Ch14

Human Resource Management
Fifteenth Edition
Chapter 14
Building Positive
Employee
Relations
Copyright © 2017, 2015, 2013 Pearson Education, Inc. 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 air disciplinary
practices
14-5. Answer the question, “How do companies
become “Best Companies to Work for?
I.
Define employee relations.
What is Employee Relations?
• Employee Relations – is 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.
Employee Relations Programs For Building
and Maintaining Positive Employee Relations
Fair Treatment
• 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
• Organizational Climate Surveys
Develop Employee Recognition /
Relations Programs
Use Employee Involvement Programs
Focus Groups
Trends Shaping HR: Digital and
Social Media (1 of 2)
Employee Involvement
Let’s take a look…
Using Employee Involvement Teams
• Suggestion Teams
• Problem-Solving Teams
• Quality Circle
• Self-Managing / Self-
Directed Work Team
• Suggestion Systems
IMPROVING PERFORMANCE: HR As
a Profit Center
The Cost-Effective Suggestion System
III.
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
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 Managers Can Create More
Ethical Environments
• Reduce Pressures
• “Walk The Talk”
How Human Resource Managers Can
Create More Ethical Environments (1 of 2)
• Institute Ethical Polices and Codes
• Enforce The Rules
• Encourage Whistleblowers
• Foster The Right 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
Trends Shaping HR: Digital and
Social Media (2 of 2)
Monitoring
IV.
Explain what is meant by fair
disciplinary practices.
Managing Employee Discipline
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 6)
1. Make sure the evidence supports the charge of
employee wrongdoing.
2. Make sure to protect the employees’ due process
rights.
3. Adequately warn the employee of the disciplinary
consequences of his or her alleged misconduct.
4. Have the employee sign form.
Figure 14-4 Report of Employee
Discipline
5. “Reasonably Related” to the efficient and safe
operation of the 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. Maintain the employee’s right to counsel.
10. Keep Dignity.
11. Listen to what the person has to say.
12. Burden of Proof (employer).
13. Get the Facts.
14. Don’t Act while angry.
15. Adhere to your company’s disciplinary appeal
process.
Discipline Without Punishment
• Issue an oral reminder.
• Issue a formal written reminder and place in the
personnel file.
• Give “decision-making leave”.
• Dismissal if behavior repeats.
V.
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
SAS: Great Benefits, Trust, and Work-
Life Balance
Google: Happiness and People
Analytics
FedEx: Guaranteed Fair Treatment
A Best Company Human Resources
Philosophy
Chapter 14 Review
What you should now know….
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Human Resource Management

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The Cost-Effective Suggestion System

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Source: Ethics and Compliance

Small Business Ethics

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What you should now know….

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