ethics justice and fair treatment

1. Ethic, Justice and Fair
Treatment
The Conscience of the
Organization
HRM

2. Ethic Defined
• Conduct governing an individual or a
group; specifically the standards used to
decide what your conduct should be.
• The bar set by the law is to low (Estenson)

3. Define “Fair”

4. Forms of Justice
• Distributive Justice
– Was the result of the decision fair
• Procedural Justice
– Was the process used to make the decision
fair
• Interaction or Interpersonal Justice
– Way leaders conduct themselves in the
treatment of employees

5. Factors Helping to Shape Ethical
Behavior
• The person
• The organization’s culture
• The Boss

6. Solid Framework
• Is it legal?
• Is it right?
• Who will be affected?
• Does it align with our values?
• How will it “feel” afterward?
– Guilt and Shame in Western Cultures
• How will it look on the front page of the Bee
• How will it change the way the organization is
viewed by the public?

7. Organizational Culture
• The invisible glue that holds an organization
together (Estenson)
– Values, traditions, and shared behaviors
• Values
– I would resign or close the company before I would do
it. Anything else is just poetry. (Estenson)
• Leaders and Managers model the behavior, set
the expectations and enforce the standards.

8. Managing Perceptions
• Engage people in a conversation about
the issue
• Explain your actions
• Clarify expectations

9. Employee Discipline
• Slaves and Indentured Servants
• Free to quit and free to fire
• Expectation of fair treatment
• Job as a right

10. Grounds for Dismissal
• Performance
• Misconduct
– Gross to repeated inappropriate
• Lack of qualifications
• Changed job requirements or elimination
of the job
• Possibility of personal liability for actions
as an agent of the company

11. Layoffs and Work Realignment
• 60 days notice if you have 100 or more
employees
• Downsizing
• Mergers and Acquisitions