This paper will discuss the discharge from employment of a suspected wrongdoer, focusing on the difference between private versus public sectors. First, employment “at-will” as it relates to private organizations will be defined. The research presented will lead to discussion of the public policy exception, which is the most commonly accepted limitation to the employment “at-will” standard (Fahleson, 1993). This paper will also examine public employers who are governed by a stricter standard in
these being public, private, non-governmental and international organizations. They survive because they are contracted to or employed people from different cultural diversity and professions. Besides that, some are profit making and others non-profit making organizations and they all in the end have an obligation to remunerate, provide benefits, an assurance of job security to employees and provide a conducive environment for productivity. Depending on the employer-employee relations, positive or
The Right to Hire the Right to Fire Public industries and private industries hire individuals in a similar fashion; however, there is a stark difference between them when it comes to letting an individual go from the company. Interestingly, a public company in most states can fire an individual for any reason or even no reason at all; contradictory to this, a public company must have a valid reason to let an employee go (Aamodt, 2015). While it may seem strange that a public company can hire just
is to protect the employee. The management team needs to make sure she/he is treating the employee fairly, needs to provide a good work environment. If management fails to do a good job and the employee feels discriminated, treated unfairly, feels discontent for different reason, management does not want the union to get involved, they feel respect for unions and will do whatever it takes to make their team happy. This is why so many companies have employee parties, employee recognitions, etc.
a popular platform for communicating. Everyone from the government, to businesses, unions and individuals are finding social media to be an effective tool not just for communicating, but also for informing, promoting and organizing. In the public sector, social media has become an important open government tool for communicative exchange with the public it serves (Mergel, 2010). On social media platforms individuals are able express their thoughts, ideas, feeling and concerns about anything and
As part of the constitutional ratification process that saw the formation of the United States the Bill of Rights were drafted to pacify opposition to the adoption process. The most fundamental rights we as Americans identify as intrinsic to our everyday lives and defendable by law were set forth, and are continuously defended by concerns regarding the First Amendment. Although the Jefferson authored preamble of the US Constitution outlines basic fundamental liberties like life, liberty, and the
Globalization Globalization is the tendency of the organization to expand the business into new market abroad. It has facilitated trade without borders. Globalization of markets and manufacturing has vastly increased international competition. In global competition, some firms are doing well while others are failed. Those firms who have been successful have highly focused on their human resources activities in selection, training and compensation policy. Due to this fact many firms are paying their
the public sector on social media. This has led to disciplinary action, and the demand for employees to resign. The solid stream of high-profile cases relating to the public sector shows the importance of cutesy, and repercussions of the electronic footprint on the Internet. The
plan." Employee development and training is another vital responsibility of HR personnel. HR is responsible for researching an organization's training needs, and for initiating and evaluating employee development programs designed to address those needs. These training programs can range from orientation programs, which are designed to make new hires comfortable to the company, to ambitious education programs intended to familiarize workers with a new software system. "After getting the right talent
difference of pay and reward system in public and private sector. Few organizations of public and private sector have been analyzed . Article covers These aspects:- ➢ Need of better pay and reward system for the progress and performance of public organization ➢ Identification of existing problems in pay and reward system of public sector. ➢ Application of important rules and procedures of successful private organizations on public sector.