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Points of Tension

Points of Tension. Employee Morale Inter Group Tension Inter Employee Trust Low Productivity. Company Policies. Company Employee Bonus Program Disciplinary Policy Policy on Favoritism. Company Employee Bonus Program. Boost Morale and up Productivity HOW (units that will be measured)

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Points of Tension

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  1. Points of Tension • Employee Morale • Inter Group Tension • Inter Employee Trust • Low Productivity

  2. Company Policies • Company Employee Bonus Program • Disciplinary Policy • Policy on Favoritism

  3. Company Employee Bonus Program • Boost Morale and up Productivity • HOW (units that will be measured) • Sick Day Swap • GOALS (expected performances) • Employees can swap sick days for cash • HOW LONG (time allotted to achieve performance) • At the end of each quarter

  4. Our progressive discipline policy and procedure is designed to provide a structured corrective action process to improve and prevent a recurrence of undesirable behavior and/or performance issues. It has been designed consistent with our organizational values, HR best practices and employment laws. Disciplinary Policy how many different offenses are involved • the seriousness of the offense • the time interval and employee response to prior disciplinary action's • previous work history of the employee

  5. Disciplinary Policy • Procedure • Step 1: Counseling and Verbal Warning • Step 2: Written Warning • Step 3: Suspension and Final Written Warning • Step 4: Recommendation for Termination of Employment • Appeal Process Employees will have the opportunity to present information that may challenge information management has used to issue disciplinary action. The purpose of this process is to provide insight into extenuating circumstances that may have contributed to the employee performance and/or conduct issues while allowing for an equitable solution. If the employee does not present this information during any of the step meetings, he or she will have five business days after that meeting to present information.

  6. Policy on Favoritism • No person shall be employed by, transferred to or promoted into a department or area where a supervisory relationship would exist between family members, domestic partners, significant others and/or similar personal relationship. • Employees should neither initiate nor participate, directly or indirectly, in employment actions (initial employment or appointment, retention, promotions, salary, work assignments, leave of absence, etc.) involving family members, domestic partners, significant others and/or similar personal relationships. • If two employees become family members, domestic partners, significant others and/or a similar personal relationship, both may retain their positions, provided one is not under the direct or indirect supervision of the other. It is the responsibility of the supervisor to advise Employee Relations if such a relationship exists. If one is under direct or indirect supervision of the other, a management plan must be formulated to address the supervisory relationship.

  7. Exercises • Ice Breakers • Truth and Lies • The Best Thirty Seconds of your Life

  8. Team Building The Human Spring Egg Breaking Survival of the Best Team Exercises

  9. Safety at Work Management Support Employee Recognition Team Atmosphere Work Environment Communication Survey and Productivity Improvement Standards

  10. Review Exercises/Answer Questions

  11. References • Mondy, R. W. (2012). Human resource management. (12th ed.). Upper Saddle River, New Jersey: Pearson College Div. • Chowdhury, R. (2009, September 02). Huddle. Retrieved from http://www.huddle.com/blog/team-building- activities/ • Mind tools ltd.. (2012). Retrieved from http://www.mindtools.com/pages/article/new TMM_52.htm

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