Week 4 Chapter Summary

Chapter 8 Managing Employees ' Performance

This chapter covers the various aspects of performance measurement process . Performance management is the process through which managers ensure employees ' activities and outputs contribute to the organization 's goals . In the chapter , s like identification of the activities involved in performance management are covered . It discusses the purposes of performance management systems , defines five criteria for measuring the effectiveness of a performance management system compares the major methods for measuring performance like ranking simple ranking , forced distribution , and paired comparison , rating graphic rating scale , behavior

rating and others . This chapter has also covered performance measurement in that it assesses both individual performance and the system within which the individual works . This chapter describes major sources of performance information in terms of their advantages and disadvantages , defines types of rating errors and explains how to minimize them , explains how to provide performance feedback effectively The sources of performance information are include managers , peers subordinates , self , and customers . It summarizes ways to produce improvement in unsatisfactory performance and discusses legal and ethical issues that affect performance management

Chapter 10 Separating and Retaining Employees

Employee retention is always a challenge for employers . This chapter covers various issues related to separating and retaining employees . The first under it is distinguishing between involuntary and voluntary turnover , and describe their effects on an organization . Involuntary turnover occurs when the organization requires employees to leave , often when they would prefer to stay . Voluntary turnover occurs when employees initiate the turnover , often when the organization would prefer to keep them . Both are costly because of the need to recruit , hire , and train replacements . Involuntary turnover can also result in lawsuits and even violence . It is important for the management to understand the factors and incidences that helps employees to determine whether the organization treats them fairly or not . This chapter covers legal requirements for employee discipline and summarizes ways in which organizations can fairly discipline employees . Employee discipline should not result in wrongful discharge , such as a termination that violates an implied contract or public policy . Discipline should follow the principles of the hot-stove rule , meaning discipline should give warning and have consequences that are consistent , objective , and immediate . Organizations also may resolve problems through alternative dispute resolution , including an open-door policy , peer review mediation , and arbitration . It also explains how job dissatisfaction affects employee behavior . Circumstances involving the nature of a job supervisors and coworkers , pay levels , or the employee 's own disposition may produce job dissatisfaction . Organizations can try to identify and select employees who have personal dispositions associated with job satisfaction . They can make jobs more complex and meaningful . Employees job satisfaction and retention of key employees is important for any organization

Chapter 14 Collective Bargaining and Labor Relations

Collective bargaining and labor relations are very important factors of organization . It has impact on organizations ' functioning , proper working , costs , estimates and decision-making process . This chapter defines unions , labor relations , and their role in organizations . Major activities of any union...