The document discusses issues that can arise between organizations and individuals regarding legitimate influence and privacy rights. It provides the example of NASA flight engineers advising against a space shuttle launch but remaining silent. It then outlines a model of organizational versus individual boundaries, how privacy rights are interpreted in different business contexts, examples of discrimination and disciplinary practices, factors relating to job quality and enrichment, and responsibilities of organizations and individuals.

1. ISSUES BETWEEN
ORGANIZATIONS AND
INDIVIDUALS

2. LETS BEGIN WITH AN
EXAMPLE
U.S.Space shuttle “Challenger”
Morton Thiokol engineers advised
not to recommend proceeding with
the NASA flight. Engineers remained
silent
2

3. 1. A MODEL OF LEGITIMACY OF
ORGANIZATIONAL INFLUENCE
If the organization and an individual
define the boundaries of legitimate
influence differently, then
organizational conflict is likely to
develop.
 Ex: Personal telephone
It is legitimate for management to
control
Their own private right.
3
Agreement avoids conflict

4. The model
Type Of Conduct
On-the-job
High Moderate
Legitimacy Legitimacy
Moderate Low
Off-the-job
Legitimacy Legitimacy
Job-related Not job-related
Job relatedness 4

5. 2. HOW RIGHTS TO PRIVACY
ARE INTERPRETED
Rights of privacy primarily are related
to organizational invasion of a
person’s private life and
unauthorized release of confidential
information about a person in a way
that would cause emotional harm or
suffering.
Business activities that may involve
rights of privacy are:
 Lie detectors 5

6. Encounter groups
Medical examinations
Treatment of alcoholism
Monitoring of employee lifestyles
Treatment of drug abuse
Surveillance devices (Ex. Cameras in
lockers)
Computer data banks
Confidential records
Genetic screening
Inquiry into personal relationships
6

7. Policy Guidelines Relating to Privacy
Relevance(useful)
Recency(old)
Notice(Known)
Confidentiality(need)
Fiduciary duty(responsibility of
keeper)
Due Process(Change)
Protection of the psyche(employees
inner self should not be invaded)
7

8. 3.Discrimination at work
Sexual Harassment
AIDS
4. Using Discipline go change
behaviors
Preventive discipline
Corrective discipline
Progressive discipline
(Increasingly stronger penalties)
8

9. 5.Quality of work life
Favorableness or unfavorableness of
a total job environment for people.
Elements of QWL
Open communications, equitable
reward systems, concern foe
employee job security and satisfying
careers, caring supervisor,
participation in decision making, etc.
Job specialization, simplification,
forces for change, humanized work 9

10. 6.Job enrichment: pros and cons
 Job scope: 2 dimensions- depth &
breadth
 Enlargement provides breadth
 Enrichment provides depth
Depth Job Job enrichment
Higher –
order Enrichment And
Job
enlargement
Routine Job
Lower –
order Job Enlargement
Few Many
Breadth 10

11. Benefits of Job enrichment
 Individual:
Growth, Self-actualization, Job
satisfaction
 Organization:
Intrinsically motivated employees, Better
employee performance, Less absenteeism
and turnover, fewer grievances
 Society:
Full use of Human Resources, More
effective organizations
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12. Contingency factors affecting enrichment
Some workers may not want enriched jobs
 Expensive equipment may not be adaptable
 The program may unbalance the
production system
 Supervisory roles may be reduced
 May increase pay dissatisfaction
 Unions may oppose some enrichment
efforts
12

13. Mutual Responsibilities
 Organizational citizenship
 Blowing the whistle on unethical
behavior
Mutual Trust
13