[CT257.1] Know the statutory responsibilities and rights of employees and employers within own area of work Aspects of employment covered by law . Minimum Wage, Number of hours worked, Discrimination, Health and safety, Holiday entitlements, Redundancy and dismissal, Training, Disciplinary procedures and your contract of employment. the main features of current employment legislation . Employment rights act, Equalities and Discrimination law, Health and safety Act. Outline why legislation relating to employment exists .
is limited to conduct evincing such wilful or wanton disregard of an employer's interests as is found in deliberate violations or disregard of standards of behavior which the employer has the right to expect of his employee, or in carelessness or negligence of such degree or recurrence as to manifest equal culpability, wrongful intent or evil design or to show an intentional and substantial disregard of the employer's interests or of the employee's duties and obligations to his employer. On the other hand mere inefficiency, unsatisfactory conduct, failure in good performance as
Why or why not? The statements made by the employer appear to coincide with an unlawful promise of benefits, and therefore, are unacceptable in relation to the act. The concept of “positive coercion” is addressed in the case study, and these actions directly influence the manner in which employees may view the union and its possible entrance into the organization. In this context, the company does not possess a right to actively or even passively coerce employees into making a decision on one side or another, as this should be an independent decision that is left in the hands of employees without any type of influence. This is an important factor in demonstrating the value that is placed upon organizations and their ability to coerce employees to make decisions in one way or another, and how this type of behavior is unacceptable in all cases.
(TCO A) Contrast the mindset of management under total quality and more traditional management structures with respect to employees, manufacturing, and leadership. 2. (TCO B) Explain each of the following statements as they apply to modern quality management. a. Customer service is the rule, not the exception.
Secondly, it is Paula’s indication that Sam started exhibiting unwanted behaviors after the break up. In order to understand if these behaviors created a hostile environment we must determine what these unwanted behaviors were and if they were actually occurring or not. Thirdly, Sam claimed that Paula’s work was suffering due to lack of interest. We must determine, in fact, if Paula’s work performance was suffering. If it was indeed suffering then we must determine why it was suffering.
Both will experience extreme consequences from unethical behavior and affects to the validity of service. Research has revealed that organizations administrators can jeopardize an organizations commitment and service value due to non-coercive influence. Franchisors and retail companies must be cognizant of the significant factors of negative influence of coercive power and the positive of noncoercive sources in creating ethical values, as the attempt to implement strategy for deviating unethical behaviors (Biong, Nygaard, & Silkoset,
A) Human resource management B) Career planning C) Behavioral management D) Job evaluation Answer: A Explanation: A) Human resource management is the process of acquiring, training, appraising, and compensating employees, and of attending to their labor relations, health and safety, and fairness concerns. Career planning is the process of assessing personal skills and establishing a plan to achieve specific goals. Diff: 1 Page Ref: 2 Chapter: 1 LO: 1 Skill: Concept 20) Human resource management is best defined as the process of ________. A) controlling and orienting new employees B) organizing and scheduling work activities for teams C) outsourcing and offshoring clerical jobs to foreign countries D) acquiring, training, appraising, and compensating employees Answer: D Explanation: D) Human resource management is the process of acquiring, training, appraising, and compensating employees, and of attending to their labor relations, health and safety, and fairness concerns. Orienting new employees and outsourcing jobs may be required of HR managers at times, but hiring, training, and paying workers are the main tasks of HR
Examples include a situation where there is a perceived or potentially unfair difference in pay, work schedule, assignments, permission to telework, access to training and development, opportunities for travel, opportunity for promotion, etc. Note: If you are a manager and prefer to examine this from the perspective of a supervisor you may do so. 2. Analyze the situation using the knowledge gleaned
Job Analysis Dannielle Schilling Industrial/Organizational Psychology PSY/435 February 08, 2012 Stephen McLaughlin Job Analysis The purpose of a job analysis is to study and evaluate jobs and their descriptions. Further an analysis describes the qualifications to fulfill a position and the characteristics necessary of the workers who will do it. For example, what are the tasks of a job? What are the characteristics of the personal who will perform the job? Two different characteristics of a job analyses exists; the job-oriented and the person-oriented (Spector, 2008).
These negative inflictions are wrong! Untrustworthy can be felt by oneself when they are repeatedly being the first questioned by their employer when something goes wrong or