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ISSUES BETWEEN ORGANIZATIONS AND INDIVIDUALS

1. Legitimate organizational influence


Every organization develops certain policies and requirements for performance.
As long as the parties agree on the legitimacy of influence, each party should be
satisfied with the power balance in the relationship.
However, if the organization and an
individual define the boundaries of
influence differently, then
HIGH MODERATE
organizational conflict is likely to develop.
LEGITIMACY LEGITIMACY
Areas of agreement and
disagreement:
o Job conduct: such as the
MODERATE LOW appearance of one's
LEGITIMACY LEGITIMACY workspace and one's
working hours (which carries a
relatively high legitimacy of
influence)
o Personal activities off the Job: such as the place of worship one attends,
where charge accounts are maintained, and where one goes on vacation
(which carries a low legitimacy of influence)

On-the-job

Off-the-job

Job-related Not job-related

Table 1. Legitimacy of organizational influence

2. Right to Privacy
becomes an issue when an organization invades a person's private life or make's an
unauthorized release of confidential information about a person in a way that would cause
emotional harm or suffering
Business Activities That May Involve Employee Rights of Privacy: Lie detectors, personality
tests, location trackers, medical examinations, confidential records, computer data banks,
etc.
Policy Guidelines Relating to Privacy:
o Relevance only necessary, useful information to be used
o Recency obsolete information should be removed periodically
o Notice no personal data unknown to the employee must be used
o Fiduciary duty keeper of the information is responsible for its duty
o Confidentiality secured information
o Due process - employee should be able to examine records and challenge them if
they appear incorrect
o Protection of the psyche- inner self should not be invaded

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MGT 102 Human Behavior in Organizations
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MGT 102 Human Behavior in Organizations
3. Conformity
Case in point (Check the appropriate box/es):
Adjusting one's behavior to align with the standards of the group
o A person
Do employers need toconforms if he
check their or she chooses
employees about atheir
course of action
habits that a
and vices, inmajority
particular: favors or that is socially acceptable.
Dependence
Alcohol on the norms without independent thinking
Smokingfor conformity
Reasons
Gambling
o To gain acceptance from the other group members.
Womanizing
o To achieve/ flirting
goals that the group intends to reach.
o To achieve personal goals that they can reach through group membership (for
example, impressing another member to whom they are attracted).
o To enjoy taking part in group activities and wanting to ensure the group's
continuation.
o To enjoy the favors and benefits of a company or organization
Individuals tend to be so involved in corporate life that they become psychologically
dependent on it
o They tended to conform to corporate values without questioning them
(William Whyte)
o They will feel out-of-place
o Its as if their whole lives depend on their jobs so they should not question
their superiors and the policies

4. Discipline
Discipline is a management action to enforce organizational standards
2 types
o Preventive Discipline:
actions taken to encourage employees to follow standards and rules so
infractions don't occur (i.e. making company standards known and
understood in advance).
o Corrective Discipline:
actions that follow infractions of a rule; it seeks to discourage further
infractions so future acts will be in compliance with standards (i.e.
penalties, suspensions, etc.).
Most employers apply a policy of Progressive Discipline
o there are stronger penalties for repeated offenses
o the purpose is to give an employee an opportunity for self-correction before
more serious penalties are applied.

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MGT 102 Human Behavior in Organizations