LESSON 10

Issues Between
Organization and
Individuals

DR. MARIO A. FETALVER, JR.

 Issues
 Legitimacy of Organizational Influence
 Rights to Privacy
 Discrimination to Change Behaviors
 Quality of Work Life (QWL)
 Job Enrichment
 Mutual Individual-Organization
Responsibilities
 Whistle-Blooming as a Prosocial behavior
Areas of Legitimate
Organizational Influence

 Agreement Avoid Conflict

 Area of general approval of
organizational influence:
1. Job conduct
2. Personal activities off the job
Off-the-Job-Conflict

The more job-related one’s

conduct is when off the job,
them ore support there is for
organizational influence on
the employee.
Off-the-Job-Conflict

When the conduct is not

job-related, the employee
has little reason to become
involved.
Rights of Privacy – related to
organizational invasion of a
person’s private life and
unauthorized release of
confidential information about
a person in away that would
cause emotional harm or
suffering.
 Business Activities that may
Involve Employee Rights of
Privacy
*Lie detectors
*Personality tests
*Surveillance devices
*Location trackers
*Treatment of drug abuse
*Computer data banks
 Business Activities that may
Involve Employee Rights of
Privacy
*Computer data banks
*Medical examinations
*confidential records
*Treatment of alcoholism
*genetics screening/biometric data
*Monitoring of employee lifestyles
*Inquiry into personal relationships
Policy Guidelines Relating
to Privacy

Relevance
Recency
Notice
Fiduciary duty
Policy Guidelines Relating
to Privacy

Confidentiality
Due process
Protection of the
psyche
Surveillance Devices

 Employees should avoid

surveillance of private such
as locker rooms, or secret
surveillance unknown to
the employee
Surveillance Devices

 Surveillance that is known

to employees and has a
compelling job reason
usually is not considered to
be an undue infringement
on privacy.
 Electronic sensor
badges- location
monitoring, and assess
effectiveness of services
and business.
Cyber surfing – use of internet at
work to look for a wide range of
information. Employees have
often turned to electronic
monitoring to identify the most
serious abusers of their internet
privilege persons known as
cyberloafers or cyberslackers.
Honesty Testing

 Polygraph – record physiological

changes and provide evidence of lying.

 Paper and Pencil Tests – integrity

a. over tests
b. personality-based-tests
Treatments of Alcoholism
Programs to did with alcoholism without
endangering rights of privacy:
 build working relationship
Save both a valuable person for the
company and for the society.
Job helps an alcoholic retain a self-image
as a useful person in society.
Successful employees programs treat
alcoholism by providing both medical help and
psychological support for alcoholics.
Drug Abuse

 Drug Testing –for both new

and current employees
 Impairment Testing – brief
motor-skills test performed
on a computer, much like
playing a video game.
Drug Abuse
 Common drugs abuse:
heroin, cocaine, crack,
methamphetamines, and
marijuana, stimulants,
barbiturates, and
tranquilizers.
Genetic Testing

Susceptibility to one or
more types of illness or
harmful substances are
detected.
Genetic Testing

Genetic Monitoring
Examine genetic make up of a
employee, and provides the
basis for corrective action.
More aggressive tool than
testing.
Discrimination
Job discrimination on
the basis of race, color,
national origin, sex,
religion, handicapped
status are prohibited.
Discrimination
Contemporary problems related
to privacy:
 sexual harassment on the
job-could be verbal or physical
 particular type of discuss some
Sexual Harassment

 Sexual Harassment-unwelcome
sexual advances, requests for
sexual favors, and other verbal
or physical conduct of a sexual
nature constitute sexual
harassment when:
Submission in made
either explicitly a
term or condition of
an individual
employment.
 Submission to or
rejection of such conduct
by an individual is used
as the basis for
employment decision
affecting such individual.
 Such conduct has the purpose
or effect of unreasonably
interfering with an individual
work performance or creating
an intimidating hostile or
offensive working environment.
Preventive Practices
(Sexual Harassment

Employees have
developed
policies to
prevents it.
 Training programs to educate
employees about the relevant
how identified actions that could
constitute harassment and
communicated both the possible
liabilities, involved and negative
effects of harassments on its
victims.
In the absence of
preventive programs,
employees are liable
for reinstatement of
the victim of treated
unfairly.
AIDS (Acquired Immune
Deficiency Syndrome)

Deadly virus affecting the

human immune system. It is
contagious, incurable, fatal
and rapidly spreading
around the world.
 Employees should develop
policies in this issue before the
first case crisis in the
organization. Awareness to
include persons with AIDS
under the definition and
protection of “handicapped or
disabled”.
Discipline

A management action to enforce

organizational standards.
1. Preventive discipline –
encourages employees to follow
standards and rules so that
infractions do not occur.
2. Corrective discipline –
action that follows infraction
rule; seeks that discourage
further infractions so that
future acts will be in
compliance with standards.
Objectives of Disciplinary
Action:
 Reform offender
 Deter others from similar
actions
 Maintain consistent,
effective group standards