HR Policies Regarding Workplace Behavior - Term Paper Example

? Workplace Behavior Regulation Inserts His/Her Inserts Grade Inserts Introduction Considering the issues of the workplace behavior regulations, there is a necessity to give the precise frames of the workplace behavior definition. In accordance with the businessdictionary.com (2013), it is a set of actions, as well as interactions that affects the effectiveness of the overall performance of the organization. Therefore, the employer can be highly concerned with the aspects of behavior regulation, and the key aim of the paper is to review HR policies associated with the effective workplace behavior regulations, involving non-smoking policies as well. As a rule, workplace ethics are often regarded as an integral part of the workplace behavior, therefore, all the aspects of the HR policies should be reviewed from the perspective of the overall atmosphere improvement in the company, as well as the overall performance efficiency growth. Workplace Behavior and Ethics As it is stated in the research by Covey (2000), the conflict causing behavior is rather contagious, since the entire personnel may become contaminated with the improper behavior. This incurs additional (and often, hidden) costs for the company, while the destructive behavior, such as rudeness, gossiping, incessant complaining, ignoring etc., causes losses in productivity and efficiency. In accordance with the research by Lord et.al. (2002), it should be emphasized that behavior and ethics are the essential aspects of employment, since both assist in the company’s attempts to improve the profitability. This is explained by the statement that all the employees have different moral values, ethical backgrounds, behavioral norms etc, while the key employer’s task is to harmonize the cooperation of these people by setting rules and regulations that are intended to adjust certain compromises. In general, every company has a specific set of rules that are not associated with the general working procedures directly. These rules are intended to specify which behavior is acceptable, and which is not, and are mainly associated with harassment, language, smoking and eating at working place, as well as working attire. Some of these rules are stipulated by the domestic legislation, while the others originate from the corporate traditions and HR experience. As for the smoking regulations, it should be emphasized that these rules are intended to maximize comfort for all the employees and customers of the company, as well as for improving the fire safety measures. In this case, a compromise is set between a company and all the employees who smoke, since the company agrees to allocate a specific area for smoking, or implement control systems (in case of non-smoking policy), while smokers agree not to smoke in the areas where smoking is forbidden. Ethical behavior, generally, involves various aspects: Integrity. As a rule, this aspect is mainly required for the positions with high financial or any other material responsibility; however, most companies encourage integrity for the entire personnel. In accordance with the research by Estlund (2003), high integrity promotes the absence of gossips and sneakiness among employees. Accountability. In fact, it is often included into the list of unspoken requirements for any worker, since employees are obliged to take responsibility for the particular set of actions. However, most managerial and executive positions have this requirement listed in the job descriptions. Additionally, this involves coming in time, putting honest efforts while performing the job, etc. Teamwork. Actually, this is not an obligatory ethical requirement, nevertheless, employees interact with each other, and hence, this interaction should not be discouraging for the overall organizational performance. This means that personal dislike should be set aside, as the team will have to concentrate on reaching the corporate goal. Commitment. Similarly to previous aspects, this one is not regarded as an obligatory, nevertheless, most employers look for the people who are able to work with dedication. Loyalty and ability to make dedicated efforts are viewed among contagious features, which means, these people can stimulate and inspire others to work with commitment. Considering these aspects, most policies and regulations are created with the aim to prevent conflicts, and improve the overall performance of the company. In the light of this statement, it should be emphasized that companies are generally aimed at avoiding destructive conflicts; therefore, workplace behavior regulation is mainly associated with compromises. Conflicts often appear to be contagious (Chenier, 1998), which means that the entire team will be involved into the conflict step by step. Consequently, instead of working jointly for reaching the goal, the company will be doomed for resolving the conflict instead of improving efficiency. Therefore, the workplace behavior policies should be intended at finding and resolving conflicts in advance. The key aims of the workplace behavior regulations are generally associated with the conflict management, and may be either reactive or proactive, while the sources of the conflicts are mainly rooted in the need for respect, control, or recognition. (Chenier, 1998) When these needs are not satisfied, conflict, or difficult behavior arises (Chenier, 1998). HR policies, called for regulating workplace behavior, should be directed at creating the manifest for changing the behavioral patterns of the personnel. Instead of ignoring the problem, and deepening the conflict, the regulations should be aimed at curing the negative consequences, as well as preventing similar problems in future. Regulation Practices Considering the actual workplace behavior regulation practices, the smoking policies should be reviewed as the brightest instance of resolving conflicts between relaxed atmosphere and working efficiency, as well as between smokers and non-smokers. In accordance with the research by Park et.al (2011, p. 213), the following statement should be emphasized: Workplace health promotion aims to increase awareness of health risks, motivate behavior change, and foster a healthy work environment through activities such as fitness programs, health risk assessments, screenings and preventive care, weight management programs, work-life balance programs, and smoking control programs. Workplace health promotion literature has shown that these programs have positive effects, such as reduced health care and disability costs, reduced turnover, and increased morale and productivity. Therefore, non-smoking policies, as health regulation practices, are intended at improving the overall working potential of the employees. In case, the non-smoking rules are intended for reducing the overall time spent for smoking breaks, the key aim of the company is to increase the productivity of the personnel. Hence, in order to consider whether e-cigarettes should be allowed, various regulation aspects need to be reviewed: Smoke-free areas E-cigarette Non-smoking policy Most companies prohibit smoking in the working areas in accordance with the fire safety rules. Additionally the working area should be totally smoke free within the federal buildings, in accordance with federal laws1. In such a case, smoke free areas are defined. Additionally, since tobacco smoke is regarded as an irritant, the companies often arrange smoke free-areas in order to let each employee arrange a smoking break individually, without distracting other workers. In case a company does not have an opportunity to arrange a special smoking area for the employees, or smoking is undesirable due to any particular objective reasons (fire safety regulations, allergic reactions of some employees, absence of proper ventilation systems, etc.) the company may allow e-cigarettes. E-cigarettes may be allowed as a health regulation initiative as a compromise for those employees, who do not wish to give up smoking. If the work of a company is strictly regulated, requires strict concentration and any breaks are impermissible, the non-smoking policy can be implemented. On the other hand, if the employees spend too much time for smoking breaks, which violates the overall productivity, non-smoking policy is one of the most evident solutions. The given solutions are reviewed from the perspective of the general situations, and can be applied regardless of the behavior styles of the separate employees. Therefore, workplace behavior policies can be applied in accordance with the styles defined by Covey (2000). Behavior Style Solutions Commanders Require strict regulations and straight-out rules and definitions. In most cases compromises are impermissible when regulating commander’s behavior. Drifters They also require definite solutions, and solid rules, however, some compromises are affordable for avoiding extensive pressing on a drifter. Attackers While compromises are not affordable with an attacker, there is a need to convince him/her in the necessity of policy. Otherwise, his/her discontent can demoralize the entire team. Pleasers As a rule, they do not require rules. Properly grounded request will suffice. Performers If the initiative is provided by a superior, it will be done. Avoiders They may be allowed some compromises; however, any deviations from the original regulation should be removed after a certain period. Analytics Properly grounded policy is essential for making any analytic obey. Conclusion Workplace behavior regulation is often regarded as the vital part of the proper managerial strategy; however, ethical issues of the regulation policies also require attention. Therefore, any HR regulation initiative may be regarded from two different perspectives, and the key aims often depend on the actual viewpoint. Hence, as for the non-smoking policy, it may be viewed either from the practical angle, as a tool of improving the working efficiency, or from the ethical angle, as a health care initiative. Reference List Businessdictionary.com (2013) retrieved November 22, 2013, from: http://www.businessdictionary.com/definition/workplace-behavior.html Chenier, E. (1998). The Workplace: A Battleground for Violence. Public Personnel Management, 557. Covey, A. (2000). The Workplace Law Advisor: From Harassment and Discrimination Policies to Hiring and Firing Guidelines: What Every Manager and Employee Needs to Know. Cambridge, MA: Perseus Publishing. Estlund, C. (2003). Working Together: How Workplace Bonds Strengthen a Diverse Democracy. New York: Oxford University Press. Lord, R. G., Klimoski, R. J., & Kanfer, R. (Eds.). (2002). Emotions in the Workplace: Understanding the Structure and Role of Emotions in Organizational Behavior. San Francisco: Jossey-Bass. Park, H. S., Dalsey, E., Yun, D., Guan, X., Cherry, J., & Lee, S. A. (2011). Employee Responses to the Implementation of a Smoke Free Workforce Policy: An Interview Study. International Journal of Management, 28(1), 40 Read More