seca group7 thereignofzerotolerance
TRANSCRIPT
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THE REIGN OF ZERO TOLERANCE
A Sindhuja (12PGP001)
Aditi Bajpai(12PGP005)
Apurva Bajaj(12PGP010)
Kumar Saurabh(12PGP022)
Saurav Mondal(12PGP042)
Pulak Jain(12PGP113)
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STEP1 CASE SUMMARY
STEP2 ISSUES
STEP3 ALTERNATIVES
STEP4 BEST SOLUTION FOR EACH ISSUE
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CASE SUMMARY: CHARACTERS
Simon Pemberton: Employee at Applied Devices, Inc.Sallie Tillotson: HR Manager at AD
Gottfried Harberg: ADs chief scientist
Don Hardee: ADs CEO
Martin Ledecky: Teaches at Amman University, Jordan.Acquaintance of Simon and Gottfried
Shirlee North: Head HR
Melissa Dresser : Shirlee Norths second in Command
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ZERO TOLERANCE POLICY
Initially, it covered only weapon and drug possession.
Possession of alcohol or showing signs ofintoxication while at work
Misappropriating company property, regardless ofvalue.
Incurring unauthorized expenses above $100
Engaging in unauthorized e-mailing and Internet use
FAILURE TO WHICH WILL LEAD TO IMMEDIATE
TERMINATION!!
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MONITORING
More than eight hours online per week, identified an
employee as suspect and precipitated spotmonitoring of Web sites visited.
If 25% or more were found to be unrelated to the
employees duties, then e-mail would be monitored,
too.
The auditing of all e-mails sent to employees of
competitor companies.
The auditing of all e-mails with destinationscarrying a foreign suffix.
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STEP1 CASE SUMMARY
STEP2 ISSUES
STEP3 ALTERNATIVES
STEP4 BEST SOLUTION FOR EACH ISSUE
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ISSUES
No proper communication of rules of zero tolerancepolicy and no prior warning of offense.
No proper investigation done and opportunity given
to Simon to justify his actions. Policies started encroaching on personal space of
the employees e.g.. smoking, personal relationships.
Internet usage and other restrictions decrease the
creativity of the employees, de-motivation,
dissatisfaction.
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ISSUES CONTD
Six Sigma was not properly adopted as HR policy as itinvolved lot of statistics but ignored theorganisational behaviour and emotional part of
human behaviour.
With such strict policies the recruitment processbecomes difficult.
There was no proper committee for firing an
employee.
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STEP1 CASE SUMMARY
STEP2 ISSUES
STEP3 ALTERNATIVES
STEP4 BEST SOLUTION FOR EACH ISSUE
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Issue: No proper communication of rules of zero
tolerance policy and no prior warning of offense.
Solution :The policies should be explained in detail
during induction program. Present working employees
also should have interactive session with HR team.
PROS
People will understand the
dos & donts better
The documents will not bemerely handouts or formal
documents
CONS
Tough to remember all
policies
Over emphasis on zerotolerance policies may lead
to impact dilution
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Issue: Internet usage and other restrictions
decrease the creativity of the employees, de-
motivation, dissatisfaction.
Solution :Separate kiosks/computers for personal usage
in canteen
PROS
Improve IT infrastructure
Blogs/helpful sites can be
accessed
CONS
Security and hacking issues
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Issue: No proper investigation done and no opportunity
given to Simon to justify his actions.
Solution 1: The nature of offence, previous record of
the employee and intent should be taken into
account.
Solution 2: The committee for framing rules and
monitoring the behaviour should not include only HR
Manager but other department heads. Also include
employee union.
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Solution 1: The nature of offence, previous record of
the employee and intent should be taken into account.
PROS
Removes embarrassment
Might save the employee
Warns others but moralenot lost
CONS
Reactive in approach
Verifying the intent is
difficult Previous records might
mislead
Encourages wrong practices
in case of wrong judgment
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Solution 2: The committee for framing rules and
monitoring the behaviour should not include only HR
Manager but other department heads. Employee union
also to be involved.
PROS
Pro-active in approach
Thinking long-term
Confidence among
employees
Employee representation in
making policies
Needs of all departments
known-creativity, etc.
CONS
Employee unions support
employees HR team would become
weak
More time
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Issue: Encroachment of personal space
Solution1 : Make separate zones for smoking,
meeting relatives and provisions for recreational
rooms .
Solution 2: Put restriction on the sites which can bebrowsed. Create a separate channel for employees to
share videos, photos, personal information etc
among themselves and a list of some approved e-
mail ids outside the office
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Solution1 : Make separate zones for smoking, meeting
relatives and provision for recreational rooms.
PROS
People will not indulge
unnecessary browsing
through their officecomputers.
By having separate zone for
smoking there will be no
harm done to other
employees
CONS
Employees may start
spending more time in the
caf. High investment
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Solution 2: Put restriction on the sites which can be
browsed. Create a separate channel for employees to
share videos, photos, personal information etc among
themselves and a list of some approved e-mail ids
outside the office .
PROS
Employees can share among
themselves and company
will be able to monitor it.
Proper demarcation of
official and personal
channels.
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Issue: Six Sigma was not properly adopted as HR policy as it
involved lot of statistics but ignored the organisational
behaviour and emotional part of human behaviour.
Solution: Rather than directly punishing them for violationof any rule employees should be put through counselling or
employee assistance programmes first.
PROS
Detects the problems from theroot and helps to identify theprimary reason behind theunexpected behaviours ofemployee.
Make employees motivated tocomply with the regulationsrather than forcing them to doso.
CONS
Employees may not be willingto go through counselingsessions to maintainconfidentiality of personalproblems.
Additional costs. Employees may take violation
of regulation as granted tosome extent.
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STEP1 CASE SUMMARY
STEP2 ISSUES
STEP3ALTERNATIVES
STEP4 BEST SOLUTION FOR EACH ISSUE
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BEST SOLUTION
ISSUES
Encroachment of personal
space
No proper communication
Decrease in the creativity
No proper investigation
done
Six Sigma was not properlyadopted
SOLUTION
Put restriction on sites and
create separate channels
Policies to be explained
Separate kiosks
Committee with other
department employees
Employees to be counseled
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REFERENCES
Brevelle, D. L. (Spring 2006). Zero-Tolerance
Policies: When Are They Right. Employment
Relations Today, DOI 10.1002/ert.
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THANK YOU
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