blitz

For This or a Similar Paper Click Here To Order Now

MANAGING COMPENSATION
Employees seek various psychological rewards from their jobs, but this does not diminish the importance of the compensation they receive. It is essential that this compensation be equitable in terms of the job’s value to the organization and in relation to the pay other employees receive. The purchasing power of workers’ salaries must be adjusted upward periodically to accommodate rises in the cost of living. In addition, compensation payments must be consistent with the terms of the labor agreement, where one exists, and with state and federal regulations governing it. Issues of equal pay for comparable worth, pay compression, and low wage budgets are emerging issues in the field of management compensation.
EMPLOYEE RIGHTS AND DISCIPLINE
The rights of employees to protect their jobs while obtaining fair and just treatment from employers received much attention during the 1990s. On the other side of the balance, are the employer’s responsibilities to provide a safe and efficient workplace for employees while expecting productivity and a positive attitude from all jobholders. Issues such as drug testing, smoking on the job, access to one’s personnel file, notice of plant closing, and unfair discharge are therefore topics of interest to all organizational members.
When employees exhibit unsatisfactory behavior or performance it may be necessary for an employer to take disciplinary action against them. If the employee is represented by a union, the disciplinary action is likely to be appealed through the grievance procedure provided for in the labor agreement. In a nonunion organization, the aggrieved employee may use an alternative dispute-resolution procedure established specifically by the employer. In either the union or nonunion setting, management may ultimately have to defend its position to a specified individual or group who will decide on the reasonableness of the action taken. To defend themselves successfully, as well as to simply impose fair and objective disciplinary procedures, supervisors and managers need to understand the principles of effective discipline.
Organizational ethics extends beyond the legal requirements of managing employees in human resources management. Managers must comply with governmental regulations to promote an environment free from litigation. However, beyond what is required by law is the question of organizational ethics and the ethical or unethical behavior engaged in by managers.
Question: First, read the section on dispute resolution in your textbook. Then, from your reading, answer the following:
What do you think would constitute an effective alternative dispute resolution system?
What benefits would you expect from such a system?
If you were asked to rule on a discharge (firing) case, what facts would you analyze in deciding whether to uphold or reverse the employer’s action?
You must make a minimum of three postings on three separate days. Your posts should be intuitive and thoughtful. Your first post will be your answer to my question and the others will be replies to your classmates and me. These responses to other posts should also be well-written and intelligent. The week closes on Sunday at 11:59 PM.
EACH POST SHOULD BE AT LEAST ONE PARAGRAPH IN LENGTH (150 words) Quantity is IMPORTANT BUT QUALITY is just as important. NOTE: Wikipedia cannot be used as a source for this class. Also, do not cut and paste from your sources, but read and then put in your own words, this means paraphrasing and citing your sources the APA way.
To post to the discussion, click the title, Week 4 Discussion above, then Create Thread.
Discussion assignments will be graded as follows:
CLICK HERE FOR DISCUSSION RUBRIC CLICK HERE FOR DISCUSSION RUBRIC – Alternative Formats
the book
Title: Managing Human Resources
Author: Snell and Morris
Edition: 19th
Publisher: Cengage
ISBN: 9780357754054

 

Guidelines for Writing the Discussion Post on Alternative Dispute Resolution (ADR)

For this assignment, you are asked to explore the concept of Alternative Dispute Resolution (ADR) in the context of employee rights, compensation, and discipline. The goal is to reflect on what constitutes an effective ADR system, the benefits it offers, and how to make decisions when it comes to employee discharge. Here’s how to break down your post and approach the discussion effectively:

---

1. Understanding Alternative Dispute Resolution (ADR)

To begin, you should focus on what ADR is and how it can be applied within organizations. This includes understanding its purpose in resolving disputes outside the formal legal process. Look into the common methods of ADR, such as mediation, arbitration, and negotiation.

Steps to tackle this section:

• Define ADR: Explain the purpose of ADR and its role in resolving disputes. This could involve conflicts between employees and employers or between union representatives and management.
• Discuss methods: Briefly outline the most common methods used in ADR, such as mediation, arbitration, and facilitation.
• Contextualize ADR in the workplace: Describe how ADR can be used within a company to address issues such as disciplinary actions, compensation disputes, or grievance procedures.

---

2. Benefits of ADR

Next, you’ll need to explore the advantages of implementing an ADR system in an organization. This is a critical part of the discussion and should highlight how ADR can help prevent conflicts from escalating to more costly or public situations.

Steps to tackle this section:

• Cost-effectiveness: Explain how ADR is often less expensive than going to court or dealing with prolonged legal disputes.
• Time efficiency: Discuss how ADR methods can resolve disputes more quickly, allowing the organization to move on without prolonged disruptions.
• Confidentiality: ADR processes are often private, which can prevent the public airing of sensitive workplace issues.
• Preservation of relationships: Since ADR tends to be less adversarial, it can help maintain working relationships between employees and management.

---

3. Analyzing Discharge Cases

When asked to rule on a discharge (firing) case, it is essential to approach the decision-making process logically and objectively. Think about what facts would need to be examined in determining whether the employer’s action is justified.

Steps to tackle this section:

• Review company policies and procedures: Examine whether the company’s disciplinary policies were followed.
• Consider the severity of the employee’s actions: Analyze the employee’s behavior, the reason for discharge, and whether the punishment matches the offense.
• Look for previous warnings: Assess whether the employee had received prior warnings or opportunities to improve performance.
• Examine fairness: Ensure that the disciplinary action was fair and consistent with how other employees have been treated in similar situations.

---

4. Crafting Your Posts

• Post 1 (Answer the Question): Begin with a well-organized response to the original question. Present a clear and detailed explanation of your understanding of ADR, its benefits, and how you would handle a discharge case.
• Posts 2 & 3 (Engage with Classmates): Respond to at least two classmates’ posts. Provide thoughtful feedback, ask questions, or share examples that align with the discussion points to encourage deeper reflection.

---

Additional Tips for Success:

• Cite your sources: Be sure to cite the textbook (Snell & Morris) and any additional credible sources using APA format.
• Be detailed yet concise: Aim for a minimum of 150 words per post but ensure each post is thoughtful, well-explained, and free of jargon.
• Use proper grammar and formatting: Proofread your posts before submitting them to avoid any errors that could detract from the quality of your responses.

By following these steps, you can create a comprehensive, well-organized, and insightful discussion post on ADR in the context of employee management and discipline.

For This or a Similar Paper Click Here To Order Now

WRITE MY ESSAY