Organizational Behavior Note: Chapter 1 individuals in an organizational unit

1. Meaning of compliance

Compliance is the dependence on a certain type of rules that reject the idea of independence.

As an individual is deeply involved in organizational unit life and becomes a kind of psychological dependence, people tend to follow the values of the organization for unknown reasons and obey the behavior requirements of the Organization.

People always want to treat themselves as mature people. However, large organizations only require people to obey various rules and regulations, so they do not have to doubt them. Disagreements between expectations and reality will inevitably lead to conflicts and setbacks.

Valid scope of organizational influence

All organizations must formulate certain policies and put forward various requirements for achieving their own goals. Once an organization and an individual disagree when determining the boundaries of valid influence, it is likely to cause an organizational conflict and be sufficient to interfere with the effective operation of the organization's work. If management personnel think that private phone control is legal and people think that it is an individual's right to handle private phone calls, there will be a conflict.

The organizational influence of the scope of work transactions is easily recognized, such as office cleaning and working hours.

Private activities outside of work hours should have a small organizational influence, which is easy to recognize.

Processing of transactions other than the working hours that affect the company's reputation. If you are wearing a work suit, the performance of attending the banquet at night is poor.

Valid organization Influence Model

Transaction type	Work-related	Irrelevant to work
Within working hours	High Legality	Moderate legitimacy
Not working hours	Moderate legitimacy	Low Legality

It is difficult to distinguish between moderate legitimacy events. For example, if you play cards at lunch time, you can agree to them for productive enterprises, but for bank cashiers, you should stop them.

The more work-related non-work matters are, the more easily the impact of the organization on employees is supported. For example, when angry workers wait for work and management personnel exit the factory gate to attack management personnel, they should be disciplined. Because it is closely related to work.

Ii. Personal Rights

The basic meaning of personal rights refers to the organization's involvement in private life or unauthorized disclosure of private secrets.

Employees, customers and others should confirm that their religious and political beliefs and social beliefs belong to private rights, and the organization has no right to listen or comment.

Only when the work content proves very clear and the preventive responsibility for the consequences is borne by the employer can some exceptions be barely allowed, such as a bank cashier who is heavily involved in gambling.

Policies related to private rights

• Only quasi-replication is required to save some useful private-related information. outdated information should be destroyed after a certain period of time.
• Note that you are not allowed to establish a private data system that is not known to the individual employee.
• Assume the delegated responsibility. The data custodian is responsible for ensuring the security of the relevant private data when entrusted.
• Private secrets must be disclosed only to persons who are required to understand such secrets. Under normal circumstances, only information outside the organization is disclosed if the employee's individual consent is obtained.
• Applicable procedures. In the event of an error, the employee is able to check the record and raise a question.
• Psychological protection. Employees' private secrets should not be attacked or exposed unless they have prior consent or have certain mandatory reasons.

Monitoring Device

Monitoring devices should not be set up in the employee's private premises, such as the dressing room, for employees' psychological protection. Unless the employee is notified in advance or for reasons of a forced task, such as a video of a bank robbery.

Lie Detector

A lie detector can only be detected with the individual consent of the employee. However, a denial of detection may lead to suspicion, which means that the chances of obtaining and maintaining a position are reduced.

Iii. Discipline

Discipline is a management action that strengthens organizational standards.

Preventive discipline

Preventive discipline is a measure used to encourage employees to abide by standards and regulations to prevent violations. Its fundamental purpose is to encourage people to consciously abide by them.

Management departments have the responsibility to create an organizational atmosphere for implementing preventive discipline. Once such an atmosphere is formed, various standards set by the Organization will become widely known and widely recognized.

If an employee does not know what the standard is, his/her behavior may be erratic due to lack of specifications, or he/she may lose the right direction.

Employees are more willing to maintain the standards they participate in, and are more willing to maintain the standards set by positive rather than negative expressions. For example, it is better to say "security first" instead of "never careless ".

People always want to understand the reasons for standards and feel that implementation is meaningful.

Corrective discipline

Corrective discipline is a disciplinary measure taken for violation of regulations. The purpose is to reform the violators, punish them by, and maintain consistent and effective collective activity norms.

The executive discipline is positive. It aims to educate and help the violators to correct their mistakes.

The final measure of discipline execution is dismissal, that is, the violation of discipline is caused to leave the company. It is impractical to think that dismissal of an employee indicates that the manager is incompetent. Sometimes it is an effective disciplinary measure to let some people leave the company. As an organization, it is limited for the employees who are difficult to change.

The positive aspect of corrective discipline is the ability to transform employees in violation of discipline and protect the interests of others. The negative aspect is that punishment may result in spiritual resistance, resignation, absence from work, and management alienation.

Fulfillment of due procedures

• The employee's personal role in violation of discipline and negligence cannot be inferred without further proof.
• Obeying justice and justice allows others to explain violations under certain circumstances.
• When executing the rectification discipline for violations of discipline, it shall be fair and reasonable.

Hot furnace rules

The hot furnace rule is used to describe the effect characteristics of immediately scaling down a hot furnace when executing discipline. That is to say, the execution discipline should go through in advance, follow the same law, and be consistent with each other.

Pre-warning requires all personnel to complete the rules.

When there is a ban, people will closely associate violations with severe punishments in their minds, so as to put an end to or greatly reduce violations of discipline.

Consistency requires equality before discipline, no discrimination, and consistency. If there is a big difference in the plot, it is also necessary to follow the specific circumstances. For example, an employee who is conscious is late due to a traffic jam is different from an employee who is deliberately late.

Disciplinary actions are not affected by individual factors.

Discipline for promoting progress

The discipline that promotes progress is the heavy penalty imposed on the offenders. The goal is to give employees the opportunity to correct themselves before using severe punitive measures, and also give managers time to work with workers to help them correct mistakes.

Verbal criticism by management personnel-> written notification stored in files-> 1-3 days suspension punishment-> more than one week suspension punishment-> negligence dismissal

Consulting discipline

The basic idea of consulting discipline is that a person's negligence can be corrected through positive and constructive methods without penalty.

If an employee violates the rules for the first time, he or she only has a private conversation between the Administrator and the employee.

The second time, we will further submit the discussion to the management personnel, focusing on correcting incorrect behaviors.

For the third time, the staff of the functional department should consult with the on-site management personnel to determine the cause of the employee's mistakes.

Within a reasonable period of time, for example, one year or fourth negligence, the competent personnel shall make the final consultation and revoke the current job. And inform the staff that there will be no chance of correction in the future.

The key to the consulting method is to conduct it in sequence to encourage organizations to expect behaviors and avoid punitive actions. We want to do this instead of doing it.

The consulting method can maintain employees' self-image and dignity, and maintain positive and constructive partnerships between managers and employees.

Iv. Responsibilities of individuals to the Organization

Employment is a kind of mutual social interaction. An employee invests in the Organization as a member and expects a favorable reward. At the same time, the Organization invests in the individual and expects a return that is beneficial to the Organization.

When the benefit is higher than the cost, the above employment relationship is a beneficial relationship for both parties.

If either party fails to take responsibility for the other party's needs, the consequence is that the relationship between the two parties tends to collapse.

Social transactions require a sense of shared responsibility between organizations and individuals. However, such responsibility cannot be extended to support illegal activities and all kinds of violations of social norms or personal conscience.