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Flexibility is rare on the job. Most organizations what you to adhere to there schedule no matter the circumstances. Makes employees feel under appreciated.
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As employees every one has the right and duties to perform in the organisation, what is stipulated in the contract, on no account should either an HR manager or employee be obliged of duties not stated in the contract.
Both employer and employee must recognise that with RIGHTS comes RESPONSIBILITIES.
Every business has a responsibility to ensure it follows the relevant rules and regulations. If you are an employer, make sure you do everything you can to get it right. Equally, as an employee, you should also be aware of your own responsibilities, as well what your rights are and what your employer should be doing with regard to, for example, pay, contracts, time off and working hours.
How do we address effectively a scenario wherein the employee's loyalty is torn between the company's goals/objectives and his personal needs and beliefs? How to come out with a win-win result?
Everyone has rights and duties not only in life and country but also in organizations and business. In the HR context there must be fit between the organizations strategy and its HR strategy for it to be ethical. Individual and organizational goals need to be harmonized. At the same, in a country that constitution, rules and laws, and rights are must be fit the citizen’s culture, religion and environment.
An harmonization should be between organization and employees rights and duties
Sure rights goes with responsibilities
Rights and Duties at Work Module is not loading as such the course is incomplete. Can I get some assistance in having it completed.
In the HR context there must be a fit between the organisation's strategy and its HR strategy for it to be ethical. Individual and organisational goals need to be harmonised.
This requires a two-way relationship between the individual and the organisation, expressed through a combination of rights, duties, obligations and loyalty.
Duties, rights and obligations are not givens - individuals will have other loyalties which may come into conflict with those to the organisation. For example, professionals may perceive their duty to be to their patient, client or student rather than to the organisation. They may also believe that they have professional duties to colleagues and to the profession as a whole rather than to the specific organisation that they happen to be working for.
Rights at work expected by employees might include:
the right to be treated fairly and honestly
the right to be treated as an individual, with roles recognised and adequate training provided
the right to be given feedback on performance at work and the opportunity to improve skills
the right to be paid a fair and equitable rate in relation to skills, the labour market and the financial position of the firm
no restrictions on rights as a citizen
the right to have health and safety protected
the right to a personal life outside work
the right to take part in activities which are of benefit to society
the rights to work, and to free association and to strike
The relationship cannot be all one way. In return for certain rights organisations would expect employees to fulfil certain duties, which might include:
the duty of loyalty
the duty to give ‘a fair day's work for a fair day's pay’
the duty to strike only as a measure of last resort
a duty to contribute to the best of their ability to the organisation's goals
a duty to work flexibly, using their skills to the full
a duty to accept personal responsibility for developing skills to increase their effectiveness
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