Drama_Insues

Heather Thurston Chapter Question 12 + 13 November 26, 2011 MGMT 140 W02 1. In my opinion OSHA was enacted to do exactly what it does. In my line of work which is construction and serving the state in the dept. of public works OSHA is there to oversee that safety measures are taken and implemented correctly. Furthermore because of the watchful eye of OSHA workers I’ve witnessed potential catastrophes completely diverted due to OSHA guidelines. When I ask some of the old timers in my work what it was like before them they tell me there were a lot more industry related accidents and sometimes deaths. 2. A formal program of safety measures must be implicated and enforced by employers. Human Resource coordinates safety awareness programs that encourage safety of every department in a corporation. In order to increase motivation for safety I would implement some type of rewards system for consecutive days of safety. 3. A. Since smoking is a choice I believe management should have on site campus or areas designated for smokers to smoke during appropriate breaks. B. To reduce affects of VDT’s employers must encourage and enforce appropriate breaks for workers that use computers or follow monitors all day. Even if it is for five minutes it may decrease productivity in short term but healthy employees will increase productivity in long run. C. On the subject of AIDS I believe we as a society have empowered ourselves with knowledge of this subject. However, employers may want to provide a seminar addressing myths and facts of this disease. 4. I personally have a list that is most likely similar to lots in my age group. I could eat healthier, smoke less, exercise more. My job keeps me in pretty good shape in anaerobic terms. I should increase aerobic exercise. A lifetime program would include regular checkups and seeing a nutritionist, incorporated with regular exercise. 5. Every company drug tests. There is no more reasonable cause. In my work we get random test all the time. I think it is good for a safe work environment. As for the question some behaviors may include tardiness, absence, neurotic behavior, physical appearance to name a few. 6. Stress is underestimated and cause health problems while also affecting those who are in contact with the stressed employee. Usually people who are stressed stress out the people around them. Managers can usually implement something as little as dress down day or casual days to relieve stress. Company cook-outs and monthly meeting addressing suggestions that might make a less stressful work atmosphere are also good ideas. 1. Employee rights and employer responsibilities may result in conflict because employees believe they have rights that they don’t really have. Furthermore, whatever rights they think that they have can be stripped by and employer so long as they think it is necessary for workplace safety. 2. Employee at will doctrine concerns that an employee has the right to sever the employment relationship for a better job opportunity or for other personal reasons. The three major exceptions are violations of public policy, implied contract, and implied covenant. 3. Once employed employees have certain privacy rights regarding freedom from unwarranted intrusion into personal affairs. These rights extend over such issues as substance abuse and drug testing; searches and monitoring; off-duty privacy rights; e-mail, internet, and voicemail privacy; and generic test. 4. The topics I would cover include tardiness, absence, internet use, cell phone use, and sexual harassment. 5. The purpose of an investigative interview is the collect facts and data considering both sides of the investigation. The approach should be one of an understanding nature, in order to get the facts you must make the person being investigated feel comfortable. 6. Documentation can be evidence and in any case personal or civil evidence must be correctly admitted in order to reassure that the investigation finding stick. Correct documentation must have dates, times, and signatures. 7. Progressive follows a series of steps based on increasing the degrees of corrective action. Positive discipline is based on reminders; this is a cooperative discipline approach in which employees accept responsibility for the desired employee improvement. The focus is on coping with the unsatisfactory performance and dissatisfactions of employees before the problems become major. 8. Alternative dispute resolution procedures present ways by which employees exercise their due process rights. The most common form of ADR’s are step review systems, peer review systems, open door systems, the ombudsman system, mediation, and arbitration. The facts I would focus on are the exact facts that show a violation of company policy. 9. Ethics in HRM extends beyond the legal requirements of managing employees. Managers engage in ethical behavior when employees are treated in an objective and fair way and when an employee’s personal and work related rights are respected and valued.