Chapter 3 & 4 CombinedEqual Employment Opportunity, Discipline & Job Satisfaction

Glass Ceiling An invisible barrier that holds minority and women to climb up to its corporate ladder.

Discipline A condition in the organization when employees conduct themselves in accordance with the organizations rules and standards of acceptable behavior.

Factors to consider when Disciplining > Seriousness of the problem > Duration of the problem > Frequency and Nature of the problem > Extenuating factors > Degree of Socialization > History of the Organizations Discipline process > Management Backing

Typical Disciplinary Problems Problems with performance >Failure to complete work on time.

Problems with Attendance: > Tardiness. > Leaving work early. > Unexcused absence

On the Job behaviors: > Sleeping on the job > Attacking another employee > Gambling > Defective work

Dishonesty: > Stealing > Clock-punching anothers time card

> Concealing defective work > Subversive activity

Outside Activities: > Unauthorized strike activity > Working for a competing company > Outside criminal activities

Progressive Discipline Process > Written Verbal Warning

> Written warning

> Suspension

> Dismissal

Employee Counseling > Listen to the employee to uncover the reason for poor performance. > Focus on performance-related behaviors > Get the employee to accept the problem, and work to find solutions. > Managers are not expected to solve employees personal problems > Employee Assistance Program

Rightsizing: It is the process of monitoring and adjusting the composition of the organizations workforce to its optimal size.

Turnover: The Voluntary and involuntary permanent withdrawal from an organization

Job Satisfaction: A positive feeling about ones job resulting from an evaluation of its characteristics.

Job Dissatisfaction: Is the feeling of being unhappy with ones job. It is the major cause of voluntary turnover.

Deviant Workplace Behavior: Voluntary behavior that violates significant organizational norms and thereby threatens the well-being of the organization and/or any of its members.

> Productivity failure > Intentionally working slowly > Leaving early > Stealing from organization > Wasting resources > Sabotage > Stealing from coworkers

How an employee can express his/her dissatisfaction

Active

Exit Voice Destructive Constructive Neglect Loyalty Passive

The causes of Job Satisfaction/ dissatisfaction > Nature of the work

> Pay and benefits

> Supervisors and coworkers

Organizational citizenship behavior ( OCB) OCB include employee behaviors that are beneficial to the organization but are not formally required as part of an employees job.

Global Human Resource Management GHRM refers to the policies and practices related to managing people in an internationally oriented organization. Host Country Nationals ( HCNs): Who are employees from the local population. Sometimes they are referred to as local nationals. Parent Country National ( PCNs): Who are sent from the country in which the organization is headquartered.

Third Country Nationals ( TCNs): Who are from a country other than where the parent organizations headquarters or operations are located.

Characteristics of an Expatriate Manager of MNC > Strong Technical Skills. > Good Language Skills. > Strong desire to work overseas. > Specific Knowledge of countrys Culture. > Well-Adjusted Family. > Complete Support of Spouse. > Behavioral Flexibility. > Adaptability and open-mindedness. > Good Relational Ability. > Good Stress Management Skills.

Compensating The Expatriate Manager > Financial: Company paid childrens education allowance, Home leave allowance, Mobility premium and assignment completion bonuses.

> Social Adjustment: Rest and relaxation leave, Language and cross-cultural training, Club membership and assistance with locating a new home.

> Family Support: Child care providers, assistance locating spousal employment, assistance locating schools for children.

Defining Motivation The processes that account for an individuals intensity, direction, and persistence of effort toward attaining a goal.

Key ElementsIntensity: how hard a person triesDirection: toward beneficial goalPersistence: how long a person tries

Maslows Hierarchy of NeedsPhysiological Needs: General example: ShelterOrganizational example: Salary

Security Needs:General example: StabilityOrganizational example: Pension plan

Social Needs: General example: Friendship Organizational example: Friends at work.

Esteem Needs:General example: StatusOrganizational example: Job title

Self Actualization Needs:General example: Self fulfillmentOrganizational example: Challenging job

Theory X & Theory Y Theory X: People are lazy. People lack ambition and dislike responsibility. Must be controlled & threatened with punishment if they are to perform. People resist change. Not very bright.

Theory YPeople are energetic People are ambitious and seek responsibility. People want to contribute to business growth and change. People are intelligent.

David McClellands Theory of NeedsNeed for Achievement:The drive to excel, to achieve in relation to a set of standards, to strive to succeed.

Need for Affiliation:The desire for friendly and close personal relationships.Need for Power:The need to make others behave in a way that they would not have behaved otherwise.