Chapter Ten - Issues Between Organizations and Individuals

Legitimate Organizational Influence

- Every organization develops policies and requirements for performance
- Conflict occurs if the organization’s and an individual’s boundaries of legitimate
influence differ
- Areas of organizational influence
- High legitimacy - Job conduct
- Low legitimacy - Personal activities off the job

Off-the-Job Conduct
The more job-related one’s conduct is when off the job, the more support there is for
organizational influence on the employee.

Current issues:
- Surveillance
- Substance abuse
- Genetic screening
- Office romances
- Assessments of ethical values

Rights of Privacy
- Keeping certain information about an individual confidential
- Areas that employees, customers, and others believe should be off limits
- Religious, political, and social beliefs
- Personal acts and conversations
- Non-business locations and personal-use locations

Surveillance Devices
- Equipment and procedures for monitoring employee actions
- Electronic sensor badges - Microcomputers in clip-on ID
- Electronic monitoring: ​Observing/recording individuals using electronic methods or
devices
- Impact on employees ​- Higher levels of physiological and emotional distress
- Keys to employee acceptance
- Advance notification and explanation
- Using information to improve performance
- Using employee input to set up a fair system
- Cyberloafers/cyberslackers
- Employees who use work time and work computers for personal interest
- Social screening
- Information gleaned from e-mails, Facebook, Twitter, Blogs, and LinkedIn
- Aids management in screening prospective employees
Health Issues and Privacy
- Alcoholism
- Drug abuse
- Sexual harassment
- Acquired Immune Deficiency Syndrome (AIDS)
- Genetic testing

Discipline
- Action taken to enforce standards
- Preventive discipline:​ Encourage individuals to follow rules to avoid infractions
- Corrective discipline:​ Follows infraction of a rule
- Objectives of disciplinary action
- To reform the offender
- To deter others from similar actions
- To maintain consistent, effective group standards

Job Enlargement and Job Enrichment

Job scope
- Consists of job breadth and depth
- Job breadth:​ Number of different tasks an individual is directly responsible for.
- Job depth:​ Level of control, responsibility, and discretion workers have over their
job
Job enlargement
- Giving employees with narrow job breadth a wider variety of duties to reduce their
monotony

Job rotation
- Periodic assignment of an employee to a completely different department

Job enrichment
- Adding additional motivation toa job to make it more rewarding

Dues-Paying
- Costs that an individual pays for group acceptance and continuing membership

Whistle Blowing
- Disclosing alleged misconduct to an internal or external source
- Misconduct - Violation of a rule or law, fraud, safety violation, or corruption
- Forces that diminish honesty
- Honesty and respect for truth-telling

Mutual Trust
- Joint faith in the responsibility and actions of the parties involved
 - Requires mutual understanding, emotional bonds, and trustworthy behaviors
- Occurs over times and is fragile in nature

Whistle blowing occurs when mutual trust has been deteriorated/broken