HRM Final: Chap 14

Total Flash Cards » 30

alternative dispute resolution (ADR) programs


formal, structured policy for dispute resolution that may involve third-party mediation and arbitration


employee relations


all the practices that implement the philosophy and policy of an organization with respect to employment




the maintenance or administration of what is just, especially by the impartial adjustment of conflicting claims or the assignment of merited rewards or punishments


procedural justice


justice that focuses on the fairness of the procedures used to make decisions - the extent to which the decisions are consistent across persons and over time, free from bias, based on accurate information, correctable, and based on prevailing moral and ethical standards


distributive justice


justice that focuses on the fairness of the outcomes of decisions, for example, in the allocation of bonuses or merit pay, or in making reasonable accommodations for employees with disabilities


due process


in legal proceedings, a judicial requirement that treatment of an individual may not be unfair, arbitrary, or unreasonable


constitutional due-process rights


such rights, such as notice of charges or issues prior to a hearing, representation of counsel, and the opportunity to confront and to cross-examine adverse witnesses and evidence, protect individuals with respect to state and federal government processes.
Don't apply to work situations


ethical decisions about behavior


decisions that concern person's conformity to moral standards or to the standards of conduct of a given profession or group
decisions that take into account not only a person's own interests but also, equally, the interests of all others affected by the decisions


organizational citizenship behaviors


discretionary behaviors performed outside an employee's formal role, which help other employees perform their jobs or which show support for and conscientiousness toward an organization


organizational support


the extent to which an organization values employee's general contributions and cares for their well being


employee voice


method of ensuring procedural justice within an organization by providing individuals and groups with an opportunity to be heard - a way to communicate their interests upward


interactional justice


quality of interpersonal treatment that employees receive in their everyday work


informational justice


justice expressed in terms of providing explanations or accounts for decisions made


skip-level policy


an employee-voice mechanism that allows an employee with a problem to proceed directly to the next higher level of management above his or her supervisor


just cause


as it pertains to arbitration cases, the concept that requires an employer not only to produce persuasive evidence of an employee's liability or negligence, but also to provide the employee a fair hearing and to impose a penalty appropriate to the proven offense


positive discipline


an alternative discipline procedure that includes the following steps: an oral reminder, a written reminder, and a decision-making leave <-- which is employee's last chance to reform


social learning theory


theory that individuals in groups learn appropriate behaviors and attitudes from one another


progressive discipline


a discipline procedure that proceeds from an oral warning to a written warning to a suspension to dismissal


red-hot-stove rule


theory that discipline should be immediate, consistent, and impersonal, and should include a warning




an employment situation in which an employee agrees to work for an employer but there is no specification of how long the parties expect the agreement to last


public policy exception


exception to employment at will; an employee may not be fired because he or she refuses to commit an illegal act, such as perjury or price fixing


implied promises


oral promises and implied covenants of good faith and fair dealing as well as explicit ones


retaliatory discharge


retaliation for filing a claim or bringing a charge against an employer
employee may seek damages under an exception to the employment-at-will doctrine




statistical cumulation of research results across studies


no-complete agreements


clauses in a contract that bar an individual from working for a competitor for a fixed period of time if he or she is fired, if the job is eliminated, or if the individual leaves voluntarily.


fiduciary duty of loyalty


an obligation by employees to maintain all trade secrets with which their employers have entrusted them
also provides a former employer with legal recourse if an executive joins a competitor and reveals trade secrets


choice-of-law provision


designates that the laws of a particular state will be used to interpret the contract




the interest employees have in controlling the use that is made of their personal information and in being able to engage in behavior free from regulation or surveillance


ethical dilemma


situations that have the potential to result in a breach of acceptable behavior




disclosure by former or current organization members of illegal, immoral, or illegitimate practices under the control of their employers