Showing Page:
1/19
1
HRPP RESEARCH PAPER
Human Resource Policy Project Research Paper
Austin Rogers
Liberty University
Showing Page:
2/19
2
HRPP RESEARCH PAPER
Abstract
This research paper seeks to explore four distinct human resource policies, and to provide
reasoning why these policies should be included within a company’s human resource policy
manual. The research paper focuses on the company code of conduct, harassment policies,
benefits and total compensation plans, and training procedures and delivers the rationale for why
each facet should be included in a policy manual. This paper brings together research for each
distinct policy and incorporates it with the rationale for inclusion to illustrate why organizations
can benefit from ensuring these policies are clearly stated within the human resources policy
manual.
Showing Page:
3/19
3
HRPP RESEARCH PAPER
Human Resource Policy Project Research Paper
For every organization conducting business within any given industry, the human
resource policies that the organization chooses to implement and utilize can have a very
profound impact on every facet of organizational processes and the day to day interactions of
employees, managers, and executives. Human resources and the policies that it provides can
greatly “influence employees’ behavior, attitudes, and performance” while simultaneously
supporting the company in achieving strategic goals (Noe, Hollenbeck, Gerhart, & Wright,
2015). Distinct human resource policies such as an established code of conduct, harassment
procedures, the benefits and compensation employees receive, and proper training systems can
all serve to optimize organizational procedures and improve the quality and success of the
workplace. Having these distinct policies recorded in a human resource policy manual can allow
companies to clearly communicate policy to employees, and ensure that they are transparent and
very well understood.
Code of Conduct
The code of conduct that a small company incorporates into its human resource policy
manual can serve as an outline for what the company expects of employees in regard to their
behavior, decisions, and how they conduct themselves in the workplace. There has been some
debate as to what constitutes a code of conduct, but Statler and Oliver define the code as being “a
distinct and formal document containing a set of prescriptions developed by and for a company
to guide the present and future behaviors on multiple issues of at least its managers and
employees toward one another, the company, external stakeholders and/or society in general”
(2016). While codes of conduct for large corporations can often be very lengthy documents,
small businesses can have the advantage of keeping the code of conduct short and concise.
Showing Page:
4/19
4
HRPP RESEARCH PAPER
Companies with 15-25 employees can benefit from having every employee be in contact with
each other nearly every day, and can ensure ethical conduct and policies are understood and
reiterated face to face. While the close-knit environment of a small company can provide some
of the positive aspects a code of conduct is meant to give, companies of any size should still
incorporate the code of conduct into the human resource policy manual to ensure that employees
have a reference in writing as to what is expected of them.
Harassment
Harassment of any kind which occurs in the workplace is a very serious concern and one
of the biggest issues currently being talked about across industries on a national, and even
international scale. Being that harassment is such a hot-button issue and an extremely severe
offense, companies of any size must ensure that the human resource policies they have in place
do everything possible to deter harassment and enact consequences if incidents of harassment do
occur. Harassment in the workplace occurs in many different forms, and can be defined as being
any negative workplace interpersonal interaction that affects the terms, conditions, or
employment decisions related to an individual's job, or creates an intimidating, hostile, or
offensive working environment, but is not based on any legally protected characteristic” (Neall
& Tuckey, 2014). Furthermore, the United States Equal Employment Opportunity Commission
specifies when harassment becomes unlawful and asserts that such harassment is considered a
form of employment discrimination. Due to this, harassment in the workplace may be in
violation of many laws, including the Americans with Disabilities Act of 1990, the Age
Discrimination in Employment Act of 1967, and Title VII of the Civil Rights Act of 1964
(2018). Each of these pieces of legislation dictate that employers may not discriminate against
an individual based on race, color, religion, sex, nationality, age, or disabilities respectively.
Showing Page:
5/19
5
HRPP RESEARCH PAPER
Among the many forms of harassment in the workplace, sexual harassment may be the
most high profile and possibly the most prevalent. The number of complaints in relation to
sexual harassment have drastically increased in recent years, revealing sexual harassment in the
workplace as being a major problem throughout the country. For an organization, including
sexual harassment within the human resource policy manual is vital to protect employees.
According to research conducted by Lockhart, organizations should enact “tough policies that
are collaborative in nature, disseminated widely, and enforced fairly and equitably” and should
permeate throughout the entire company (2016). There are a multitude of cases which detail
sexual harassment suits and have set a precedent for how this issue would be treated and ruled on
in the future.
For example, the Bundy v. Jackson case dealt with quid pro quo sexual harassment,
meaning an occurrence where “some kind of benefit or punishment is made contingent on the
employee’s submitting or not submitting to sexual advances” (Noe et al., 2015). This case
entailed Sandra Bundy, a clerk working for the District of Columbia Department of Corrections,
consistently receiving sexual propositions from a coworker and subsequently two of her
supervisors. Bundy brought up these incidents with a higher supervisor, nothing was done, and
she was even passed up on promotions for unsubstantiated claims of poor job performance.
After a District Court found that the sexual harassment Bundy faced was a “normal condition of
employment,” the case went on to the United States Court of Appeals where it was eventually
decided that Bundy had indeed faced sexual harassment (Bundy v. Jackson, 641 F.2d934).
These cases can be related to what we are told in Ephesians 5:4 (English Standard
Version) which states “Let there be no filthiness nor foolish talk nor crude joking, which are out
of place, but instead let there be thanksgiving.” The laws and human resource policies in place
Showing Page:
6/19
6
HRPP RESEARCH PAPER
regarding sexual harassment, and harassment of any kind, fall in line with what the Bible tells us
in this verse, and in following the word of God we exemplify that these immoral acts of
harassment have no place in society.
Benefits
The benefits that an organization offers to employees can be an integral part of the
overall human resource policy. According to research conducted by Dunderdale, companies are
now “rethinking their existing reward and employee benefits strategies to ensure they offer the
most compelling employee health, protection and well-being benefits to recruit and retain the
best talent” (2018). Employers should ensure that a complete list of benefits be clearly stated
within the company’s human resource policy manual to ensure that employees understand
exactly what options they have, especially if the benefit is required to be provided by law. In
improving the level of understanding employees have regarding their benefits and the value they
hold, employers not only enable them to utilize their benefits more effectively but also receive a
return on the investment they have made in providing them. Furthermore, benefits and total
compensation plans can often be a contributing factor when “potential employees come to work
for a company, whether they stay, when they retire” and possibly even employee performance
(Noe et al., 2015).
One such benefit meant to ensure that an employee can obtain health care if needed is
paid sick leave. Paid sick leave is a benefit offered to a large portion of full time employees
working in the United States, with even a small percentage of part time employees receiving paid
sick leave. According to research conducted by DeRigne, Stoddard-Dare and Quinn has stated
that the possible benefits to an organization which widely provides paid sick leave can include
increased job stability, increased employee retention once returning after illness, injury, or the
Showing Page:
7/19
7
HRPP RESEARCH PAPER
birth of a child, higher levels of worker productivity, a lower number of employee errors, and a
decrease in workplace accidents or injuries among others (2016).
Another example of a common benefit that should be included into an organization’s
human resource policy manual is the worker’s compensation policy. Worker’s compensation
policies are put in place in order to cover employees who have been injured or who have died on
the job. A primary reasoning for including worker’s compensation in the human resource policy
manual is due to this benefit having such a variation depending on the state in which the
employee is working. Considering the differences in worker’s compensation laws by state, it is
of paramount importance that a company includes the specific details of the worker’s
compensation plan to properly inform the employee of how much compensation they can
receive, what percentage they are covered at, and other state specific factors (Noe et al., 2015).
In Acts 20:35 (New International Version) we are told “In everything I did, I showed you
that by this kind of hard work we must help the weak, remembering the words the Lord Jesus
himself said: ‘It is more blessed to give than to receive.’” While benefits play a role in attracting
and retaining employees and give employers a return on their investments, the motivation behind
providing benefits can be linked to this verse. Considering individuals working in small
companies often become very close with each other, the benefits offered may begin to seem less
like a tool and more like a way to ensure employees receive assistance should they need it.
Training Opportunities and Expectations
The training opportunities and expectations of an organization are yet another valued
aspect of the company and are integral pieces in regard to the overall success of the company.
Training in general has been defined as being a “planned effort to facilitate the learning of job-
Showing Page:
8/19
8
HRPP RESEARCH PAPER
related knowledge, skills, and behavior by employees” (Noe et al., 2015). Ensuring that
employees have adequate training is integral for the success of the company, and research has
shown that even having trained or educated owners and managers can result in a concise
outperforming of the competition (Alasadi & Al Sabbagh, 2015). Though training is often
thought of as being focused on job-related skills, training programs can also serve to inform
employees on company policies such as safety protocols, harassment, and discrimination
policies. Furthermore, research conducted by Patterson has shown that if organizations are
unable to sufficiently train on both skills and policies, they can “suffer an avoidable defeat in the
form of the considerable defense costs and negative publicity that often attend harassment
lawsuits” (2017). In Proverbs 22:3 (ESV) we are told that “The prudent sees danger and hides
himself, but the simple go on and suffer for it.” Companies that can properly and efficiently
train employees on every aspect of organizational policy and job skills may see greater success
and avoid negative outcomes, which is why including these aspects in the human resource policy
manual can aid in making sure these training systems resonate with employees.
Conclusion
The policies that an organization’s human resources department chooses to utilize can
have a profound impact on the direction the company will go, and the success of the company
overall. By ensuring that every policy is included within the human resource policy manual, the
company can ensure that each employee has access to the implemented policies and a point of
reference for any occurrence where it is needed or continued training takes place. The code of
conduct, harassment policies, benefits, and training procedures are all vital facets of the
organizational makeup, and require sufficient understanding in order to provide the best result
for both the employee and the organization overall.
Showing Page:
9/19
9
HRPP RESEARCH PAPER
Annotated Bibliography
Alasadi, R., & Al Sabbagh, H. (2015). The role of training in small business performance.
International Journal of Information, Business and Management, 7,1. 293-311.
Retrieved from
http://liberty.summon.serialssolutions.com/#!/search?bookMark=ePnHCXMwXV3BCsI
wDC0yD1M_IqDXwczatTuL4lF0B2-
j7RoQphP0_zHFTdFbD6GHBF7zwmveTCTMW8NEpMivR1QOnhM-M13OKoxims-
fRlOZokwFcj7g2HcBeoJ68EWAyw1OV9t1MOq_4fAV0i_ElLg4jJ_1bltv9tngG5DdlWZ
q5Vodt9LJkskNeamIAvcFGAgNw4wz1FqnPbfSRU5MuZmFoM0DBqusqmS0z1q-
rx3BuRnq-mjWcXmLlnGWOhervyjr4nTCP3_CXujXTHw
The authors of this article were seeking to provide some insight on the widespread impact
that training can have in regard to the success of a small business, and study a multitude
of training areas to determine which are most important to small business success. The
study was tasked with the purpose of aiding training providers with not only increasing
the quality of the training being provided, but also to tailor training practices to develop
skills specific to the individual company. The article found that while effective
management was a key contributor to success, a very small percentage of managers
actually received management training. Furthermore, research had shown that small and
medium sized companies may pay less attention to training practices and feel that it is
less important than other aspects of the business. The study went on to find that the
results of further research has shown that owners and managers who were more
adequately trained outperformed their untrained counterparts.
Showing Page:
10/19
10
HRPP RESEARCH PAPER
DeRigne, L., Stoddard-Dare, P., & Quinn, L. (2016). Workers without paid sick leave less
likely to take time off for illness or injury compared to those with paid sick leave. Health
Affairs, 35, 520-527. Retrieved from
http://liberty.summon.serialssolutions.com/#!/search?bookMark=ePnHCXMwXV3BasM
wDDWjg63rRwh2zubMcZyey8oGhRaa0mNxHIlkCQss2aB_PylNL70YH-
yHweahJ1vPczVj3YrqcoFonHut2qHyNNpl2hcxG7kTC9MkYQ2ks5mkQFjIvLnYPlwZ
NHVOP6qzpIs5BoJjPVTd7wA7X5ewr0MDG_R_yG3fw6ZusD1D3kHuGwQpnIAtEay7
H_hsW-EL2HL3-
4vXCKvpYfc4vup6HMFvkRfqnnjzmZ8P6_d89RFN_xJEgeVSHBXkCqZ-
u0Ty6RKt1GdaX6ZZWWTiyEWBTAhZ6a01pEkUk0WOi2S2JhvMk3q-
4F7Z_zQdnP4Uc7SbSKZWm38QR15L
The authors of this article sought to study the benefits that an organization provides to its
employees, specifically placing their focus on paid sick leave and the importance it can
have for employees. This study looked to observe any differences in health related
behaviors between individuals working in the United States whose employer provided
paid sick leave and those who do not have paid sick leave. The resulting research
provided information showing that a multitude of employees who did not receive any
paid sick leave were attending work with illnesses, and were also three times more likely
to go without needed medical care for themselves and their family members as well. The
study also provides some insight into the demographics of the population involved,
showing paid sick leave disparities between ethnicity, wage, type of employer, along with
other factors. Lastly, the study looks into the impact that insurance coverage, or lack
thereof, has on an employees ability to receive paid sick leave.
Showing Page:
11/19
11
HRPP RESEARCH PAPER
Dunderdale, N. (2018). How the employee benefits market is going digital. Strategic HR
Review, 17, 33-38. Retrieved from
http://liberty.summon.serialssolutions.com/#!/search?bookMark=ePnHCXMwbV1NC8I
wDB2ioOKPKHgurl_behZlZz_Oxazt2EEmTPDvm2zdQfCe9JDSlzya5G2zJfLWkKUfw
bw6XOsL_f9LwkNa376gEUVTcUwUyJY2QpeGY1qs1glANW0Q32Si7j8MiyAWkvQt
A3z9sXsP7DkOBLNuYG2PAM9815LCxi5bRbwzhNX7-XQ71jzJCfCGug-5QbKH-
TVYCFijSw1FsKqJ4FVhFZioBIDKvYpWPpAUaBGIXqhCgCy9bUhZfT-
dO4O2S_c9uLHVQVNPCVrlk9Wc5txr2hvhxno7rxwGxAnpKCCOAkK6zJNLmgn-
5_ETQvUFJqdhKQ
The authors of this article were seeking to investigate the concept of implementing and
utilizing digital methods to improve an organization’s employee benefits system in order
to better serve employees by fostering innovation and transforming current policies. The
study found that companies are rethinking strategies to improve their employee benefits
system by bringing together a lucrative health, protection, and well-being package to
offer employees, along with introducing a digital means to allow employees to better
understand and interact with their benefits package. These researchers found that if an
organization was able to introduce a digital platform from which to launch and manage
an employee benefits package, the entire benefits system may be managed and
administered more efficiently. The implementation and utilization of a digital platform
could allow all important benefit information to be kept up to date and could ensure that
organizations can obtain information which would provide an all-encompassing look into
the entire program.
Showing Page:
12/19
12
HRPP RESEARCH PAPER
Hill, R., & Rapp, J. (2014). Codes of ethical conduct: A bottom-up approach. Journal of
Business Ethics, 123, 621-630. Retrieved from
http://liberty.summon.serialssolutions.com/#!/search?bookMark=ePnHCXMwdV1Na8Q
gEA1LF7qlf6Eg9JxFjeZjb2lo6Q_onsWNelqawO7_p2-
cJHvqRRDeKIwyb0R981I84dwai-UCkX-
pgZZLKiOgqWl2JGHaUFGBDselTXrbPG8RFCx-KI7DFOJNTEnkp9_-
Kobpl0RQT6IXH9P9jiBynkW_aG-
_FvuEFUNQPX99_gzf5VJMoBx1U9sy6kuyPiUdxra7IGkJyEQQJeoQQPpmVLFTUSpf
1zZgJ_okUyt9VL4dtY2aimq987hryHbLat8cOJl-Y0tL4oOKUSvJuZlVI9xDH5jc4eAJR-
5wuWI726xXsZsNAMYxHgzjTLYAvvoHz9A8bM8bjztzSLB6Y6v87PIxhZFVpZBU_
QHE1Xqz
The authors of this article sought to provide some insight into the most effective way to
develop and implement a comprehensive code of conduct within an organization. This
study brings forth the notion that organizations should consider utilizing a multi-stage
process that begins with the lower level employees and builds up to encompass the entire
company, thus resulting in a dynamic and employee driven code of conduct that
incorporates every aspect of the organization as a whole. The authors make the point that
no matter what type of code of conduct an organization uses, it must have support from
every level in order for it to be successful. With the suggested model of code of conduct
implementation put to use, every employee has been given a chance to give their input for
what they feel the code of conduct policy should entail and know that it is being
acknowledged in the creation of an all-encompassing system.
Showing Page:
13/19
13
HRPP RESEARCH PAPER
Lockhart, L. (2016). Sexual harassment in the workplace. Nursing Made Incredibly Easy, 14.
Retrieved from
http://liberty.summon.serialssolutions.com/#!/search?bookMark=ePnHCXMwRV1NC8I
wDC2i4NePGN471i778ioTL3pRz6VbVxBBBQ_-fV_WOW-
9tBAakvdI8rIUU_DWTgz6nqyPqOLTsY4DGgV8pZhLSUXsqglrmWZa8hbvKZ-
JZKbKfD4yJiTLhdice_XhiBWMg1ZldHtEwEfR2Lu0FjOP70JEve7ry-
4gh00CslV4XDq4XWu1Vy3lFj7cVY5K13lgpcrlPs860lYnuik8JS5tEAUqsipxgPcWHD
FdiW1495e7zCuIQZixiKsMrDR_K01vpXFc0qZw-fPkCvj73jfAmzDoyE1lwEAZ-
yvQlxomvUEdv2l-Vt8
The author of this article was seeking to bring awareness to the issue of sexual
harassment in the work place, bringing to light the many possible ways it can occur and
that sexual harassment is a problem that employees from every demographic can and do
face. This article places its focus mainly on sexual harassment in hospitals, but also
provides information in regard to the sexual harassment problem that applies to any
industry throughout the global business climate. The article addresses the need for a zero
tolerance policy in the work place which is uniform throughout the organization and
enforced fairly no matter the status of those involved. Furthermore, the article goes on to
highlight the importance of having every level of the organization’s employees be
educated on what can constitute sexual harassment and a hostile work environment, while
ensuring that if an incident occurs that it is reported immediately as to keep all employees
safe.
McDonald, P., & Charlesworth, S. (2016). Workplace sexual harassment at the margins. Work,
Employment & Society, 30, 118-134. Retrieved from
Showing Page:
14/19
14
HRPP RESEARCH PAPER
http://liberty.summon.serialssolutions.com/#!/search?bookMark=ePnHCXMwfZ1NCsIw
EIWDVPDvEAF3QrFNYtOsRfEAisuSpulOEOv98U3SiAi67jSUhszraybfLFgG3-
rZe0dwCxEPlJaSyCUQ0Ek472OwDoXIAgmPSqN0MUsJVEDG5mxzTYVJfAj0YU4E
48iq5PbJ8X3Eb_ZBv2VXbNpjspBPL8fDeX_Kxz4CuYOh0LnoRO2VhVPx3lYSDkA6a
WTtrGtb07UEVOn6Ha65Tui-
1r7AsrOVcUrigWlPeh3HTdm6GSd6aKhZN1ykEupvlIbwK0W0sCUrYlRSweYesRJNm
cjbX--LOrrHW6jU7GPQX_Ev0M1pZw
The authors of this article sought to place their focus on the growing problem of sexual
harassment in the work place, and while addressing the prevalence, prevention, and
harassment itself, this study focuses on some of the more uncommon sources of sexual
harassment. While stating that sexual harassment occurring in the work place is more
often committed by men towards women, the authors of this article seek to better
understand instances of sexual harassment that occurs between two men, two women, or
occurrences of women sexually harassing men. This study brings forth research which
shows examples of atypical cases of sexual harassment in the work place often being
neglected, as they may not receive the same level of attention as traditional cases. The
article expands on insights gained through researching these atypical cases of work place
sexual harassment by stating that focusing on organizational and work group dynamics
could provide a more comprehensive understanding of the problem.
Neall, A., & Tuckey, M. (2014). A methodological review of research on the antecedents and
consequences of workplace harassment. Journal of Occupational and Organizational
Psychology, 87, 225-257. Retrieved from
http://liberty.summon.serialssolutions.com/#!/search?bookMark=ePnHCXMwfV3LasM
Showing Page:
15/19
15
HRPP RESEARCH PAPER
wEBQhgaTNRyzkVuoS2bJrH0NpKb2kh_YskpXUnuqAyP931mubnnoxMoxs0GNnBK
vZG7PEuTUadQIdkmb6_vJgS_D4wmzKvXMFVlG9FA-
8ZrDHbNdz6IS43Rh_IC2fPG1_0msc1CcaLXC-
qf8hKCSS33OUO60Z7UD8JwdZ8HN2E4n_sTpdbs0qYW4Rfj9fnj-
eXoux7EDBINOusBU3p1BG13FKDAERLbu2azlgQyZX4z06DvuGz2cXuwRCtiEK19f
hMTaxujU7_e4U3P24LrIHv4IfoZmkGPO9ooQJ_FhyEo8sh_L8dbrm7A8VBEANQpHq
C3cKn9jTX9SOws8yHuPsh3EG2Cp40Nv_IP3b8fiufX4Bh1GD2w
The authors of this article were seeking to shed some light on the problem of work place
harassment in general, and wanted to advance the current knowledge on harassment in
the work place to gain a better understanding of causes and effects of the issue. This
study took into account incidents of bullying, supervisors abusing their authority,
victimizing employees, and many other forms of harassment in the work place in order to
analyze each instance to understand the methods behind the acts of harassment along
with the existing research on the subject. The authors suggest that in order for further
research on harassment in the work place to occur, a more diverse collection and analysis
of data needs to take place that can lead to an all-encompassing guide leading to the
recognition of key threats of harassment in the work place and threats to the validity of
harassment research as well.
Solis, R. (2017). Employee training strategies for today’s workforce. Strategic HR Review, 16,
250-254. Retrieved from
http://liberty.summon.serialssolutions.com/#!/search?bookMark=ePnHCXMw42JgAfZb
U5lA-xBNLXSBtQGwS8RpaGJuqgus-
Showing Page:
16/19
16
HRPP RESEARCH PAPER
yw4oKWkCeiYcE4GI9i9tgqwGxEUiktgZyQoAJttCiWg1STqxQqgZUpAPqhKYE0Dxg
yw8FR2cw1x9tCFFaHx0NAvjgddpQXsSxsagS4hIkYVALVuNVs
The author of this article sought to investigate the level of effectiveness that introducing
new learning methods have within an organization, looking more specifically at how the
emergence of online learning methods have affected how organizations go about training
their employees. The article focuses on the progression from the formal nature of early
training methods to the more modern techniques that came about as technology continued
to advance, resulting in a more personalized training experience often given to employees
in a digital format. The article promotes the idea that organizations could introduce a
mobile training experience which could be conducted on devices such as laptops or
smartphones, given the widespread use of these devices in the daily life of most of the
population. Furthermore, the article stresses how vital it is for any organization to ensure
that the training methods they employ are able to adapt to a constantly changing and
globalizing business landscape.
Statler, M., & Oliver, D. (2014). The moral of the story: Re-framing ethical codes of conduct as
narrative processes. Journal of Business Ethics, 136, 1, 89-100. Retrieved from
http://liberty.summon.serialssolutions.com/#!/search?bookMark=ePnHCXMwdV1NT8M
wDI0Qk_jYj7DEOVJSZ2nLDVUgLnAYcI6yJeG2Tuv_l3he2sGFWw_vVZVr2bHsPN-
pa9StWc0NxHpLDWkZNavTkm-1uRIJ01aWCvQoly7S2-
7mEkGRxW_VFoaiN7mnTmMhHIfoQ_rOj7TNupxQ_h--
6TwUDsAwpjwJbBgPopNKcaL3eKri2TTP3OdprVYFfxWB9-vl-
XN41fPCAb3HKaTVKfpdyvDgtMnOMG9MaaPvsrcxWk59x26X7d73sS8ueR-
bYlLXIc0U9tHIioSH-
Showing Page:
17/19
17
HRPP RESEARCH PAPER
t4lrIfZI6Zg5c4nM6oPoGxFLYkwHKuyRPjVEBaTBZgsiMmCrPTiylnatX84Am0E-
1SdrXKO-Kh7pf9hNTLZVamW8XTm8A_RXX8c
The authors of this article were seeking to study the code of conduct an organization
implements and how it works to manage and reduce instances of employee misconduct,
fiscal mismanagement, fraud, conflict of interest, waste, and other negative occurrences.
This study also looks into recent research regarding the complexities that codes of
conduct can entail. The study also delves into the specific content of the organization’s
code of conduct, and then places a specific focus on the importance of the quality of
communication that takes place in regard to the details of the code of conduct and
ensuring that every employee understands what the code entails. The article also brings
to light how significant it can be for those in the position to ensure the quality and
effectiveness of a company’s code of conduct do so, and to guarantee that the code of
conduct is ethically and morally sound as well.
Wang, Q., Bowling, N., Qi-tao, T., Alarcon, G., & Ho, K. (2018). Workplace harassment
intensity and revenge: Mediation and moderation effects. Journal of Business Ethics,
151, 213-234. Retrieved from
http://liberty.summon.serialssolutions.com/#!/search?bookMark=ePnHCXMwdV09a8Q
wDDVHD669-
xGGzoY6yme342jJ0KkEbjR2zr41NF367_tkJenUIUOSJ5soRrKQ9fSkHhC3RrUkEKVK
DW4ZMWtt4L3JFDumMG24qUCHcGmj3i4PmwWFF39UH9f1ZJLu_ZcXlkq9nOz-
_tGItPUn0xzd46vOref5U_Lj3EdMboUEeD6pfcL_hMkd3t-GS2-
WVgNmtF1TGeiz7epIlnwbQqQRuyJsTlJII9U2RF9YQAjv6mZMqfRcT2o77xEfVT7Q
Showing Page:
18/19
18
HRPP RESEARCH PAPER
UT3LsKs9d8tSmF2Rc2HVC3FhkBXU6gHdJJQS7o88mHXl-
NgV68pxFyUjMmuedpOB626d4C1fWQJ4-gcv0ILHPsuqlDmmW6Jfqvt-Pw
The authors of this article were seeking to address the issue of harassment in the work
place, which has become a very prominent problem in the business climate of today. The
article looked to provide some insight into not only initial acts of harassment in the work
place, but the possibility of retaliatory actions after incidents of harassment have
occurred. Also, the article provides a multitude of examples of categories directly related
to work place harassment and revenge actions that could be subjects of future research to
gain a more detailed understanding of how to prevent harassment from taking place on
the job. Furthermore, this study also details the emotions involved with harassment in the
work place and revenge actions to better understand the likelihood that an individual
could mediate the situation, or may have an outburst and react differently. Along with
emotions, the research looks at the cognitive actions involved with harassment and
revenge to better understand the actions that intertwine and result in negative actions in
the work place.
References
Bundy v. Jackson, 641 F.2d934 (D.C. Cir. 1981). Retrieved from
https://law.justia.com/cases/federal/appellate-courts/F2/641/934/25673/
Noe, R., Hollenbeck, J., Gerhart, B., & Wright, P. (2015). Human resource management:
Gaining a competitive advantage. New York, NY: McGraw-Hill Education.
Patterson, G. (2017). Inadequate employee training may cause even the best employers to suffer
an upset. Institute for Applied Management & Law. Retrieved from
Showing Page:
19/19
19
HRPP RESEARCH PAPER
https://iaml.com/blog/inadequate-employee-training-may-cause-even-best-employers-
suffer-upset

Unformatted Attachment Preview

1 HRPP RESEARCH PAPER Human Resource Policy Project – Research Paper Austin Rogers Liberty University 2 HRPP RESEARCH PAPER Abstract This research paper seeks to explore four distinct human resource policies, and to provide reasoning why these policies should be included within a company’s human resource policy manual. The research paper focuses on the company code of conduct, harassment policies, benefits and total compensation plans, and training procedures and delivers the rationale for why each facet should be included in a policy manual. This paper brings together research for each distinct policy and incorporates it with the rationale for inclusion to illustrate why organizations can benefit from ensuring these policies are clearly stated within the human resources policy manual. 3 HRPP RESEARCH PAPER Human Resource Policy Project – Research Paper For every organization conducting business within any given industry, the human resource policies that the organization chooses to implement and utilize can have a very profound impact on every facet of organizational processes and the day to day interactions of employees, managers, and executives. Human resources and the policies that it provides can greatly “influence employees’ behavior, attitudes, and performance” while simultaneously supporting the company in achieving strategic goals (Noe, Hollenbeck, Gerhart, & Wright, 2015). Distinct human resource policies such as an established code of conduct, harassment procedures, the benefits and compensation employees receive, and proper training systems can all serve to optimize organizational procedures and improve the quality and success of the workplace. Having these distinct policies recorded in a human resource policy manual can allow companies to clearly communicate policy to employees, and ensure that they are transparent and very well understood. Code of Conduct The code of conduct that a small company incorporates into its human resource policy manual can serve as an outline for what the company expects of employees in regard to their behavior, decisions, and how they conduct themselves in the workplace. There has been some debate as to what constitutes a code of conduct, but Statler and Oliver define the code as being “a distinct and formal document containing a set of prescriptions developed by and for a company to guide the present and future behaviors on multiple issues of at least its managers and employees toward one another, the company, external stakeholders and/or society in general” (2016). While codes of conduct for large corporations can often be very lengthy documents, small businesses can have the advantage of keeping the code of conduct short and concise. 4 HRPP RESEARCH PAPER Companies with 15-25 employees can benefit from having every employee be in contact with each other nearly every day, and can ensure ethical conduct and policies are understood and reiterated face to face. While the close-knit environment of a small company can provide some of the positive aspects a code of conduct is meant to give, companies of any size should still incorporate the code of conduct into the human resource policy manual to ensure that employees have a reference in writing as to what is expected of them. Harassment Harassment of any kind which occurs in the workplace is a very serious concern and one of the biggest issues currently being talked about across industries on a national, and even international scale. Being that harassment is such a hot-button issue and an extremely severe offense, companies of any size must ensure that the human resource policies they have in place do everything possible to deter harassment and enact consequences if incidents of harassment do occur. Harassment in the workplace occurs in many different forms, and can be defined as being “any negative workplace interpersonal interaction that affects the terms, conditions, or employment decisions related to an individual's job, or creates an intimidating, hostile, or offensive working environment, but is not based on any legally protected characteristic” (Neall & Tuckey, 2014). Furthermore, the United States Equal Employment Opportunity Commission specifies when harassment becomes unlawful and asserts that such harassment is considered a form of employment discrimination. Due to this, harassment in the workplace may be in violation of many laws, including the Americans with Disabilities Act of 1990, the Age Discrimination in Employment Act of 1967, and Title VII of the Civil Rights Act of 1964 (2018). Each of these pieces of legislation dictate that employers may not discriminate against an individual based on race, color, religion, sex, nationality, age, or disabilities respectively. 5 HRPP RESEARCH PAPER Among the many forms of harassment in the workplace, sexual harassment may be the most high profile and possibly the most prevalent. The number of complaints in relation to sexual harassment have drastically increased in recent years, revealing sexual harassment in the workplace as being a major problem throughout the country. For an organization, including sexual harassment within the human resource policy manual is vital to protect employees. According to research conducted by Lockhart, organizations should enact “tough policies that are collaborative in nature, disseminated widely, and enforced fairly and equitably” and should permeate throughout the entire company (2016). There are a multitude of cases which detail sexual harassment suits and have set a precedent for how this issue would be treated and ruled on in the future. For example, the Bundy v. Jackson case dealt with quid pro quo sexual harassment, meaning an occurrence where “some kind of benefit or punishment is made contingent on the employee’s submitting or not submitting to sexual advances” (Noe et al., 2015). This case entailed Sandra Bundy, a clerk working for the District of Columbia Department of Corrections, consistently receiving sexual propositions from a coworker and subsequently two of her supervisors. Bundy brought up these incidents with a higher supervisor, nothing was done, and she was even passed up on promotions for unsubstantiated claims of poor job performance. After a District Court found that the sexual harassment Bundy faced was a “normal condition of employment,” the case went on to the United States Court of Appeals where it was eventually decided that Bundy had indeed faced sexual harassment (Bundy v. Jackson, 641 F.2d934). These cases can be related to what we are told in Ephesians 5:4 (English Standard Version) which states “Let there be no filthiness nor foolish talk nor crude joking, which are out of place, but instead let there be thanksgiving.” The laws and human resource policies in place 6 HRPP RESEARCH PAPER regarding sexual harassment, and harassment of any kind, fall in line with what the Bible tells us in this verse, and in following the word of God we exemplify that these immoral acts of harassment have no place in society. Benefits The benefits that an organization offers to employees can be an integral part of the overall human resource policy. According to research conducted by Dunderdale, companies are now “rethinking their existing reward and employee benefits strategies to ensure they offer the most compelling employee health, protection and well-being benefits to recruit and retain the best talent” (2018). Employers should ensure that a complete list of benefits be clearly stated within the company’s human resource policy manual to ensure that employees understand exactly what options they have, especially if the benefit is required to be provided by law. In improving the level of understanding employees have regarding their benefits and the value they hold, employers not only enable them to utilize their benefits more effectively but also receive a return on the investment they have made in providing them. Furthermore, benefits and total compensation plans can often be a contributing factor when “potential employees come to work for a company, whether they stay, when they retire” and possibly even employee performance (Noe et al., 2015). One such benefit meant to ensure that an employee can obtain health care if needed is paid sick leave. Paid sick leave is a benefit offered to a large portion of full time employees working in the United States, with even a small percentage of part time employees receiving paid sick leave. According to research conducted by DeRigne, Stoddard-Dare and Quinn has stated that the possible benefits to an organization which widely provides paid sick leave can include increased job stability, increased employee retention once returning after illness, injury, or the 7 HRPP RESEARCH PAPER birth of a child, higher levels of worker productivity, a lower number of employee errors, and a decrease in workplace accidents or injuries among others (2016). Another example of a common benefit that should be included into an organization’s human resource policy manual is the worker’s compensation policy. Worker’s compensation policies are put in place in order to cover employees who have been injured or who have died on the job. A primary reasoning for including worker’s compensation in the human resource policy manual is due to this benefit having such a variation depending on the state in which the employee is working. Considering the differences in worker’s compensation laws by state, it is of paramount importance that a company includes the specific details of the worker’s compensation plan to properly inform the employee of how much compensation they can receive, what percentage they are covered at, and other state specific factors (Noe et al., 2015). In Acts 20:35 (New International Version) we are told “In everything I did, I showed you that by this kind of hard work we must help the weak, remembering the words the Lord Jesus himself said: ‘It is more blessed to give than to receive.’” While benefits play a role in attracting and retaining employees and give employers a return on their investments, the motivation behind providing benefits can be linked to this verse. Considering individuals working in small companies often become very close with each other, the benefits offered may begin to seem less like a tool and more like a way to ensure employees receive assistance should they need it. Training Opportunities and Expectations The training opportunities and expectations of an organization are yet another valued aspect of the company and are integral pieces in regard to the overall success of the company. Training in general has been defined as being a “planned effort to facilitate the learning of job- 8 HRPP RESEARCH PAPER related knowledge, skills, and behavior by employees” (Noe et al., 2015). Ensuring that employees have adequate training is integral for the success of the company, and research has shown that even having trained or educated owners and managers can result in a concise outperforming of the competition (Alasadi & Al Sabbagh, 2015). Though training is often thought of as being focused on job-related skills, training programs can also serve to inform employees on company policies such as safety protocols, harassment, and discrimination policies. Furthermore, research conducted by Patterson has shown that if organizations are unable to sufficiently train on both skills and policies, they can “suffer an avoidable defeat in the form of the considerable defense costs and negative publicity that often attend harassment lawsuits” (2017). In Proverbs 22:3 (ESV) we are told that “The prudent sees danger and hides himself, but the simple go on and suffer for it.” Companies that can properly and efficiently train employees on every aspect of organizational policy and job skills may see greater success and avoid negative outcomes, which is why including these aspects in the human resource policy manual can aid in making sure these training systems resonate with employees. Conclusion The policies that an organization’s human resources department chooses to utilize can have a profound impact on the direction the company will go, and the success of the company overall. By ensuring that every policy is included within the human resource policy manual, the company can ensure that each employee has access to the implemented policies and a point of reference for any occurrence where it is needed or continued training takes place. The code of conduct, harassment policies, benefits, and training procedures are all vital facets of the organizational makeup, and require sufficient understanding in order to provide the best result for both the employee and the organization overall. 9 HRPP RESEARCH PAPER Annotated Bibliography Alasadi, R., & Al Sabbagh, H. (2015). The role of training in small business performance. International Journal of Information, Business and Management, 7,1. 293-311. Retrieved from http://liberty.summon.serialssolutions.com/#!/search?bookMark=ePnHCXMwXV3BCsI wDC0yD1M_IqDXwczatTuL4lF0B2j7RoQphP0_zHFTdFbD6GHBF7zwmveTCTMW8NEpMivR1QOnhM-M13OKoximsfRlOZokwFcj7g2HcBeoJ68EWAyw1OV9t1MOq_4fAV0i_ElLg4jJ_1bltv9tngG5DdlWZ q5Vodt9LJkskNeamIAvcFGAgNw4wz1FqnPbfSRU5MuZmFoM0DBqusqmS0z1qrx3BuRnq-mjWcXmLlnGWOhervyjr4nTCP3_CXujXTHw The authors of this article were seeking to provide some insight on the widespread impact that training can have in regard to the success of a small business, and study a multitude of training areas to determine which are most important to small business success. The study was tasked with the purpose of aiding training providers with not only increasing the quality of the training being provided, but also to tailor training practices to develop skills specific to the individual company. The article found that while effective management was a key contributor to success, a very small percentage of managers actually received management training. Furthermore, research had shown that small and medium sized companies may pay less attention to training practices and feel that it is less important than other aspects of the business. The study went on to find that the results of further research has shown that owners and managers who were more adequately trained outperformed their untrained counterparts. 10 HRPP RESEARCH PAPER DeRigne, L., Stoddard-Dare, P., & Quinn, L. (2016). Workers without paid sick leave less likely to take time off for illness or injury compared to those with paid sick leave. Health Affairs, 35, 520-527. Retrieved from http://liberty.summon.serialssolutions.com/#!/search?bookMark=ePnHCXMwXV3BasM wDDWjg63rRwh2zubMcZyey8oGhRaa0mNxHIlkCQss2aB_PylNL70YHyHweahJ1vPczVj3YrqcoFonHut2qHyNNpl2hcxG7kTC9MkYQ2ks5mkQFjIvLnYPlwZ NHVOP6qzpIs5BoJjPVTd7wA7X5ewr0MDG_R_yG3fw6ZusD1D3kHuGwQpnIAtEay7 H_hsW-EL2HL34vXCKvpYfc4vup6HMFvkRfqnnjzmZ8P6_d89RFN_xJEgeVSHBXkCqZu0Ty6RKt1GdaX6ZZWWTiyEWBTAhZ6a01pEkUk0WOi2S2JhvMk3q4F7Z_zQdnP4Uc7SbSKZWm38QR15L The authors of this article sought to study the benefits that an organization provides to its employees, specifically placing their focus on paid sick leave and the importance it can have for employees. This study looked to observe any differences in health related behaviors between individuals working in the United States whose employer provided paid sick leave and those who do not have paid sick leave. The resulting research provided information showing that a multitude of employees who did not receive any paid sick leave were attending work with illnesses, and were also three times more likely to go without needed medical care for themselves and their family members as well. The study also provides some insight into the demographics of the population involved, showing paid sick leave disparities between ethnicity, wage, type of employer, along with other factors. Lastly, the study looks into the impact that insurance coverage, or lack thereof, has on an employee’s ability to receive paid sick leave. 11 HRPP RESEARCH PAPER Dunderdale, N. (2018). How the employee benefits market is going digital. Strategic HR Review, 17, 33-38. Retrieved from http://liberty.summon.serialssolutions.com/#!/search?bookMark=ePnHCXMwbV1NC8I wDB2ioOKPKHgurl_behZlZz_Oxazt2EEmTPDvm2zdQfCe9JDSlzya5G2zJfLWkKUfw bw6XOsL_f9LwkNa376gEUVTcUwUyJY2QpeGY1qs1glANW0Q32Si7j8MiyAWkvQt A3z9sXsP7DkOBLNuYG2PAM9815LCxi5bRbwzhNX7-XQ71jzJCfCGug-5QbKHTVYCFijSw1FsKqJ4FVhFZioBIDKvYpWPpAUaBGIXqhCgCy9bUhZfTdO4O2S_c9uLHVQVNPCVrlk9Wc5txr2hvhxno7rxwGxAnpKCCOAkK6zJNLmgn5_ETQvUFJqdhKQ The authors of this article were seeking to investigate the concept of implementing and utilizing digital methods to improve an organization’s employee benefits system in order to better serve employees by fostering innovation and transforming current policies. The study found that companies are rethinking strategies to improve their employee benefits system by bringing together a lucrative health, protection, and well-being package to offer employees, along with introducing a digital means to allow employees to better understand and interact with their benefits package. These researchers found that if an organization was able to introduce a digital platform from which to launch and manage an employee benefits package, the entire benefits system may be managed and administered more efficiently. The implementation and utilization of a digital platform could allow all important benefit information to be kept up to date and could ensure that organizations can obtain information which would provide an all-encompassing look into the entire program. 12 HRPP RESEARCH PAPER Hill, R., & Rapp, J. (2014). Codes of ethical conduct: A bottom-up approach. Journal of Business Ethics, 123, 621-630. Retrieved from http://liberty.summon.serialssolutions.com/#!/search?bookMark=ePnHCXMwdV1Na8Q gEA1LF7qlf6Eg9JxFjeZjb2lo6Q_onsWNelqawO7_p2cJHvqRRDeKIwyb0R981I84dwai-UCkXpgZZLKiOgqWl2JGHaUFGBDselTXrbPG8RFCx-KI7DFOJNTEnkp9_Kobpl0RQT6IXH9P9jiBynkW_aG_FvuEFUNQPX99_gzf5VJMoBx1U9sy6kuyPiUdxra7IGkJyEQQJeoQQPpmVLFTUSpf 1zZgJ_okUyt9VL4dtY2aimq987hryHbLat8cOJl-Y0tL4oOKUSvJuZlVI9xDH5jc4eAJR5wuWI726xXsZsNAMYxHgzjTLYAvvoHz9A8bM8bjztzSLB6Y6v87PIxhZFVpZBU_ QHE1Xqz The authors of this article sought to provide some insight into the most effective way to develop and implement a comprehensive code of conduct within an organization. This study brings forth the notion that organizations should consider utilizing a multi-stage process that begins with the lower level employees and builds up to encompass the entire company, thus resulting in a dynamic and employee driven code of conduct that incorporates every aspect of the organization as a whole. The authors make the point that no matter what type of code of conduct an organization uses, it must have support from every level in order for it to be successful. With the suggested model of code of conduct implementation put to use, every employee has been given a chance to give their input for what they feel the code of conduct policy should entail and know that it is being acknowledged in the creation of an all-encompassing system. 13 HRPP RESEARCH PAPER Lockhart, L. (2016). Sexual harassment in the workplace. Nursing Made Incredibly Easy, 14. Retrieved from http://liberty.summon.serialssolutions.com/#!/search?bookMark=ePnHCXMwRV1NC8I wDC2i4NePGN471i778ioTL3pRz6VbVxBBBQ_-fV_WOW9tBAakvdI8rIUU_DWTgz6nqyPqOLTsY4DGgV8pZhLSUXsqglrmWZa8hbvKZJZKbKfD4yJiTLhdice_XhiBWMg1ZldHtEwEfR2Lu0FjOP70JEve7ry4gh00CslV4XDq4XWu1Vy3lFj7cVY5K13lgpcrlPs860lYnuik8JS5tEAUqsipxgPcWHD FdiW1495e7zCuIQZixiKsMrDR_K01vpXFc0qZw-fPkCvj73jfAmzDoyE1lwEAZyvQlxomvUEdv2l-Vt8 The author of this article was seeking to bring awareness to the issue of sexual harassment in the work place, bringing to light the many possible ways it can occur and that sexual harassment is a problem that employees from every demographic can and do face. This article places its focus mainly on sexual harassment in hospitals, but also provides information in regard to the sexual harassment problem that applies to any industry throughout the global business climate. The article addresses the need for a zero tolerance policy in the work place which is uniform throughout the organization and enforced fairly no matter the status of those involved. Furthermore, the article goes on to highlight the importance of having every level of the organization’s employees be educated on what can constitute sexual harassment and a hostile work environment, while ensuring that if an incident occurs that it is reported immediately as to keep all employees safe. McDonald, P., & Charlesworth, S. (2016). Workplace sexual harassment at the margins. Work, Employment & Society, 30, 118-134. Retrieved from 14 HRPP RESEARCH PAPER http://liberty.summon.serialssolutions.com/#!/search?bookMark=ePnHCXMwfZ1NCsIw EIWDVPDvEAF3QrFNYtOsRfEAisuSpulOEOv98U3SiAi67jSUhszraybfLFgG3rZe0dwCxEPlJaSyCUQ0Ek472OwDoXIAgmPSqN0MUsJVEDG5mxzTYVJfAj0YU4E 48iq5PbJ8X3Eb_ZBv2VXbNpjspBPL8fDeX_Kxz4CuYOh0LnoRO2VhVPx3lYSDkA6a WTtrGtb07UEVOn6Ha65Tui1r7AsrOVcUrigWlPeh3HTdm6GSd6aKhZN1ykEupvlIbwK0W0sCUrYlRSweYesRJNm cjbX--LOrrHW6jU7GPQX_Ev0M1pZw The authors of this article sought to place their focus on the growing problem of sexual harassment in the work place, and while addressing the prevalence, prevention, and harassment itself, this study focuses on some of the more uncommon sources of sexual harassment. While stating that sexual harassment occurring in the work place is more often committed by men towards women, the authors of this article seek to better understand instances of sexual harassment that occurs between two men, two women, or occurrences of women sexually harassing men. This study brings forth research which shows examples of atypical cases of sexual harassment in the work place often being neglected, as they may not receive the same level of attention as traditional cases. The article expands on insights gained through researching these atypical cases of work place sexual harassment by stating that focusing on organizational and work group dynamics could provide a more comprehensive understanding of the problem. Neall, A., & Tuckey, M. (2014). A methodological review of research on the antecedents and consequences of workplace harassment. Journal of Occupational and Organizational Psychology, 87, 225-257. Retrieved from http://liberty.summon.serialssolutions.com/#!/search?bookMark=ePnHCXMwfV3LasM 15 HRPP RESEARCH PAPER wEBQhgaTNRyzkVuoS2bJrH0NpKb2kh_YskpXUnuqAyP931mubnnoxMoxs0GNnBK vZG7PEuTUadQIdkmb6_vJgS_D4wmzKvXMFVlG9FA8ZrDHbNdz6IS43Rh_IC2fPG1_0msc1CcaLXCqf8hKCSS33OUO60Z7UD8JwdZ8HN2E4n_sTpdbs0qYW4Rfj9fnjeXoux7EDBINOusBU3p1BG13FKDAERLbu2azlgQyZX4z06DvuGz2cXuwRCtiEK19f hMTaxujU7_e4U3P24LrIHv4IfoZmkGPO9ooQJ_FhyEo8sh_L8dbrm7A8VBEANQpHq C3cKn9jTX9SOws8yHuPsh3EG2Cp40Nv_IP3b8fiufX4Bh1GD2w The authors of this article were seeking to shed some light on the problem of work place harassment in general, and wanted to advance the current knowledge on harassment in the work place to gain a better understanding of causes and effects of the issue. This study took into account incidents of bullying, supervisors abusing their authority, victimizing employees, and many other forms of harassment in the work place in order to analyze each instance to understand the methods behind the acts of harassment along with the existing research on the subject. The authors suggest that in order for further research on harassment in the work place to occur, a more diverse collection and analysis of data needs to take place that can lead to an all-encompassing guide leading to the recognition of key threats of harassment in the work place and threats to the validity of harassment research as well. Solis, R. (2017). Employee training strategies for today’s workforce. Strategic HR Review, 16, 250-254. Retrieved from http://liberty.summon.serialssolutions.com/#!/search?bookMark=ePnHCXMw42JgAfZb U5lA-xBNLXSBtQGwS8RpaGJuqgus- 16 HRPP RESEARCH PAPER yw4oKWkCeiYcE4GI9i9tgqwGxEUiktgZyQoAJttCiWg1STqxQqgZUpAPqhKYE0Dxg yw8FR2cw1x9tCFFaHx0NAvjgddpQXsSxsagS4hIkYVALVuNVs The author of this article sought to investigate the level of effectiveness that introducing new learning methods have within an organization, looking more specifically at how the emergence of online learning methods have affected how organizations go about training their employees. The article focuses on the progression from the formal nature of early training methods to the more modern techniques that came about as technology continued to advance, resulting in a more personalized training experience often given to employees in a digital format. The article promotes the idea that organizations could introduce a mobile training experience which could be conducted on devices such as laptops or smartphones, given the widespread use of these devices in the daily life of most of the population. Furthermore, the article stresses how vital it is for any organization to ensure that the training methods they employ are able to adapt to a constantly changing and globalizing business landscape. Statler, M., & Oliver, D. (2014). The moral of the story: Re-framing ethical codes of conduct as narrative processes. Journal of Business Ethics, 136, 1, 89-100. Retrieved from http://liberty.summon.serialssolutions.com/#!/search?bookMark=ePnHCXMwdV1NT8M wDI0Qk_jYj7DEOVJSZ2nLDVUgLnAYcI6yJeG2Tuv_l3he2sGFWw_vVZVr2bHsPNpa9StWc0NxHpLDWkZNavTkm-1uRIJ01aWCvQoly7S27mEkGRxW_VFoaiN7mnTmMhHIfoQ_rOj7TNupxQ_h-6TwUDsAwpjwJbBgPopNKcaL3eKri2TTP3OdprVYFfxWB9-vlXN41fPCAb3HKaTVKfpdyvDgtMnOMG9MaaPvsrcxWk59x26X7d73sS8ueRbYlLXIc0U9tHIioSH- 17 HRPP RESEARCH PAPER t4lrIfZI6Zg5c4nM6oPoGxFLYkwHKuyRPjVEBaTBZgsiMmCrPTiylnatX84Am0E1SdrXKO-Kh7pf9hNTLZVamW8XTm8A_RXX8c The authors of this article were seeking to study the code of conduct an organization implements and how it works to manage and reduce instances of employee misconduct, fiscal mismanagement, fraud, conflict of interest, waste, and other negative occurrences. This study also looks into recent research regarding the complexities that codes of conduct can entail. The study also delves into the specific content of the organization’s code of conduct, and then places a specific focus on the importance of the quality of communication that takes place in regard to the details of the code of conduct and ensuring that every employee understands what the code entails. The article also brings to light how significant it can be for those in the position to ensure the quality and effectiveness of a company’s code of conduct do so, and to guarantee that the code of conduct is ethically and morally sound as well. Wang, Q., Bowling, N., Qi-tao, T., Alarcon, G., & Ho, K. (2018). Workplace harassment intensity and revenge: Mediation and moderation effects. Journal of Business Ethics, 151, 213-234. Retrieved from http://liberty.summon.serialssolutions.com/#!/search?bookMark=ePnHCXMwdV09a8Q wDDVHD669xGGzoY6yme342jJ0KkEbjR2zr41NF367_tkJenUIUOSJ5soRrKQ9fSkHhC3RrUkEKVK DW4ZMWtt4L3JFDumMG24qUCHcGmj3i4PmwWFF39UH9f1ZJLu_ZcXlkq9nOz_tGItPUn0xzd46vOref5U_Lj3EdMboUEeD6pfcL_hMkd3t-GS2WVgNmtF1TGeiz7epIlnwbQqQRuyJsTlJII9U2RF9YQAjv6mZMqfRcT2o77xEfVT7Q 18 HRPP RESEARCH PAPER UT3LsKs9d8tSmF2Rc2HVC3FhkBXU6gHdJJQS7o88mHXlNgV68pxFyUjMmuedpOB626d4C1fWQJ4-gcv0ILHPsuqlDmmW6Jfqvt-Pw The authors of this article were seeking to address the issue of harassment in the work place, which has become a very prominent problem in the business climate of today. The article looked to provide some insight into not only initial acts of harassment in the work place, but the possibility of retaliatory actions after incidents of harassment have occurred. Also, the article provides a multitude of examples of categories directly related to work place harassment and revenge actions that could be subjects of future research to gain a more detailed understanding of how to prevent harassment from taking place on the job. Furthermore, this study also details the emotions involved with harassment in the work place and revenge actions to better understand the likelihood that an individual could mediate the situation, or may have an outburst and react differently. Along with emotions, the research looks at the cognitive actions involved with harassment and revenge to better understand the actions that intertwine and result in negative actions in the work place. References Bundy v. Jackson, 641 F.2d934 (D.C. Cir. 1981). Retrieved from https://law.justia.com/cases/federal/appellate-courts/F2/641/934/25673/ Noe, R., Hollenbeck, J., Gerhart, B., & Wright, P. (2015). Human resource management: Gaining a competitive advantage. New York, NY: McGraw-Hill Education. Patterson, G. (2017). Inadequate employee training may cause even the best employers to suffer an upset. Institute for Applied Management & Law. Retrieved from 19 HRPP RESEARCH PAPER https://iaml.com/blog/inadequate-employee-training-may-cause-even-best-employerssuffer-upset Name: Description: ...
User generated content is uploaded by users for the purposes of learning and should be used following Studypool's honor code & terms of service.
Studypool
4.7
Trustpilot
4.5
Sitejabber
4.4