Module 1 - CaseWhistle Blowing, Negotiating, and HR LawAssignment OverviewWhistle BlowingBeing a whistle-blower in an or...
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Whistle Blowing
Being a whistle-blower in an organization takes both courage and confidence. Unfortunately, many employees fear retaliation if they were to report a questionable practice. Despite the increasing legal protections, retaliation rates remain high, according to the National Business Ethics Survey. âTwenty-one percent of U.S. workers who reported misconduct said they experienced retaliation, up from 12 percent in 2007â (Meinert, 2014, p. 62). The Sarbanes-Oxley (SOX) Act was enacted in 2002 as Congressâ response to corporate scandals at Enron and WorldCom. Most of the Act focuses on financial reporting and internal control requirements for publicly traded companies, but Congress also included provisions to protect insiders who report questionable practices. âIn March 2014, the Supreme Court dramatically increased the number of companies that could be sued for retaliation against those who blow the whistle on securities fraudâ (Meinert, 2014, p. 60). According to Barnett (1992), âSome say that whistleblowers are noble characters, willing to sacrifice personally and professionally to expose organizational practices that are wasteful, fraudulent, or harmful to the public safety. Others suggest that whistleblowers are, by and large, disgruntled employees who maliciously and recklessly accuse individuals they feel have wronged them in order to attain their own selfish goals.â As such, HR managers and professionals need to focus on creating an ethical culture that promotes transparency and accountability and where whistle blowing is encouraged and rewarded when the information benefits the organization. Furthermore, a policy must be drafted that states the protocol for whistle blowing. Many organizations have invested in a third-party whistle-blowing hotline where employees can call anonymously and discuss their concerns. By having a whistle-blowing policy, all employees of an organization will know that their decisions may result in disciplinary actions and/or termination.
Drawing on the material in the background readings and doing additional research, please prepare a 3- to 4-page paper (not including the cover and reference pages) in which you:
Your paper will be evaluated on the following points:
References:
Meinert, D. (2014). Are you listening? HR Magazine, June 2014 Issue.
Barnett, T. (1992). Why Your Company Should Have A Whistleblowing Policy.Sam Advanced Management Journal, Autumn, 1992, pp. 37â42.
Negotiating
The art of negotiating is important for all employees and especially for HR managers and professionals. HR personnel are involved in many negotiations such as allocating salaries and bonuses, implementing policies, and determining procedures. There are two main methods of negotiating: (1) Distributive and (2) Integrative. Distributive bargaining is the approach to bargaining or negotiation that is used when the parties are trying to divide something upâdistribute something. It contrasts with integrative bargaining in which the parties are trying to make more of something. A practical example of distributing bargaining is when purchasing a vehicle from a dealership that is trying to profit as much as possible. In distributive bargaining, it's best to keep information to yourself while trying to get information out of the other party. An integrative bargaining situation occurs when it's possible to produce a greater outcome together than either party could reach on his or her own. During integrative bargaining, it is important to determine the priorities of all parties involved. As a practical example, when dealing with Labor Unions, it is recommended for managers to use an integrative bargaining approach, but unfortunately many managers use a distributive bargaining approach, which results in impasse, employee strikes, and wasting an organizationâs time and resources.
Negotiating Approaches
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