What are your own limits concerning questionable language, jokes, or forwarding e-mails? Do you have the same standards in the workplace? What are your views of those whose standards are either more or less tolerant of questionable language or jokes? How might these differences in perspective cause problems?
Workplace security focuses on protecting the employer’s property, inventory, data, and productivity. Employee theft, excessive time spent surfing the Internet, revealing trade secrets to competition, online gambling, viewing online pornography, sending offensive or harassing e-mails, or using the company’s customer database for personal gain could damage the company. But how far can this protection extend? Shouldn’t we consider employees’ rights, too? How do we create a balance?
What is your opinion of labor unions?
What can organizations do to make sure their hiring officials are not using data collection to discriminate against applicant’s, but rather hiring them based on skills?
Do you think there will ever be equal employment in the workforce?
How far can employers stretch the “green jobs” label before it loses legitimacy? Does Starbucks or McDonald’s policy of rewarding their coffee suppliers who use sustainable growing practices mean that they are green employers? How “green” do they need to be? Is the Society of Human Resource Management adequate by defining “green jobs” as those that meet the need for environmentally responsible production and work processes and the development of green goods and services? This includes “reducing pollution or waste, reducing energy usage, and reducing use of limited natural resources.
Employment branding makes the company name stand out when applicants are researching employers. Essentially, it’s about marketing the company as an attractive employer in the same way that consumer products and services such as cars, beverages, and hotels have distinctive brand images. Identify other employers in your area that seem to have an “employment brand.” Does that image help to recruit workers?
Should companies use stress interviews? Should interviewers be permitted to assess professionalism, confidence, and how one reacts to the everyday nuisances of work by putting applicants into a confrontational scenario? Does becoming angry in an interview indicate a propensity toward outbursts or violence under work stress? Should HRM advocate the use of an activity that could possibly slip out of control?
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