For this assignment, you are required to create a compare/contrast matrix in Excel. You will analyze the factors that contribute to the development of two organizations time/attendance. Then, you will determine how the final policy ensures the goals are carried out throughout an organization. You must choose an organization that is grounded versus virtual.
Your spreadsheet should address the following:
Definition of attendance for the company (e.g., shifts, days, or weekly work hours)
Method for tracking attendance (e.g., payroll timekeeping system or digital time card)
List of approved absences and required documentation
Difference between an approved, paid absence vs. an unexcused absence
When disciplinary action is taken
Procedure for requesting absences
Length: May vary depending on the content
References: Include a minimum of 3 scholarly resources.
Your chart should demonstrate thoughtful consideration of the ideas and concepts presented in the course and provide new thoughts and insights relating directly to this topic. Your response should reflect scholarly writing and current APA standards.
Info:
Company leaders have the opportunity every day to do something toward helping the organization overcome challenges. The process of developing policy is an activity that generally involves the discussion of information about challenges that require recommendations towards improving them (Shanker,2013). Policies often serve as a reference for a particular type of action by members within an organization toward the attainment of a particular goal. They are specific instructions of how, when, and who is required to do something (Petaschnick, 2016).
Policies are often needed when new laws/regulations exist, questions are constantly being asked about the issue, frequent mistakes are being made, and frustrations exist pertaining to an issue or too many interpretations of the action to consider (Hart, 2005). Policy development follows a process towards completion based on the outcome desired by the organization. Policy development involves identifying a need, gathering information, drafting, consulting, and reviewing prior to implementation. It is a process of attempting to determine how to address an organizational issue to improve operations. Policy development refers to the planning and guidelines that influence execution. The development is often conducted by key stakeholders within the organization.
There are different types of policies within organizations. Some common types are discipline, attendance, drug and alcohol abuse, and pay (Williams, Abbott, & Heery, 2011). Functional policies are broad enough to address all aspects of the issue, not just parts of it. Once approved, it is distributed through appropriate company channels either in written form or mass email. This communication effort is to ensure receipt and compliance by all of those affected by it and its related procedures. In addition to the requirements of the policy itself, the document should include a clearly identified statement of the policy’s purpose. This will enable those who have to comply with the new or revised rules for justification of the new requirement.
What is often avoided in policy are absolutes such as always and never, negative phrasing, harsh, personal, and vague language that could be considered condescending or judgmental (White, 2010). For example, employees may not exceed the allotted break time. Violators will be strictly disciplined. These absolutes can be considered negative, vague, unclear, and harsh by employees and defeats the purpose of developing the policy.
References
Hart, G. J. S. (2005). Creating “living” policies and procedures. Intercom, 52(9), 16–18.
Petaschnick, J. (2016). By the book: Creating policy. Health Care Collector: The Monthly Newsletter for Health Care Collectors, 30(5), 2.
Shanker, S. (2013). Great policies & procedures for your organization. Nonprofit World, 31(5), 14–15.
The fundamental values that drive HR policy at Procter & Gamble: Key role of integrity, trust and respect for others. (2011). Human Resource Management International Digest, 19(3), 10.
White N. (2010). Compliance matters. Make it a policy: the keys to creating a comprehensive policy and procedure manual. PT in Motion, 2(9), 54–57.
Williams, S., Abbott, B., & Heery, E. (2011). Civil regulation and HRM: The impact of civil society organizations on the policies and practices of employers. Human Resource Management Journal, 21(1), 45–59.
Info Continued
Creating a New Policy
In order for policies to be effective, they need to address real needs within the company and be presented in a way that employees can easily follow to produce productive results. Therefore, the policies should be clear and consistent. The absence of clear policies can lead to inconsistent decision making.
Considering organizational leaders (managers/supervisors) policies provide useful and necessary assistance in their absence. The manager cannot be everywhere all the time to ensure their staff is implementing their required tasks correctly and responsibly. Policy in the absence of direct guidance provides standards that apply to everyone and guides actions.
The policy should also ensure there are reasonable exceptions for conditions beyond an employee’s control or occasional lapses in judgment to deviate from. A policy should provide a clear understanding of what is to be accomplished, and how it fits within the company’s overall culture and standards to ensure they are agreeing with the company’s broader goals and mission.
Today, society is faced with many challenges due to the changes in the way we live following the Industrial Age. The Information Age has changed the social life of society. This has required a change in how society does things. The development of new policies aids in this process (e.g., the impact of social media and the challenges it has brought along with it).
Consider how “privacy” is now a big topic in society as information sharing has posed detrimental effects. Negative effects can consist of stolen identity, unwanted distribution of private information on predator sites, inappropriate information and other content that one would like to remain private (Keith & Steinberg, 2017). This has required the development of new policies that was not needed prior to the Information Age. These policies enable society and organizations to function in a civilized manner.
References
Arnesen, D. W., & Weis, W. L. (2007). Developing an effective company policy for employee Internet and email use. Journal of Organizational Culture, Communications and Conflict, 11(2), 53.
Dress and grooming policies: Set limits, but avoid discrimination. (2011). HR Specialist: North Carolina Employment Law, 5(6), 6.
Keith, B. E., & Steinberg, S. (2017). Parental sharing on the internet: Child privacy in the age of social media and the pediatrician’s role. JAMA Pediatrics, 171(5), 413–414.
Welebir, B., & Kleiner, B. (2005). How to write a proper Internet usage policy. Management Research News, 28, (2/3), pp.80-87.
Additional Resources:
Bednar, J. (2019). Many workplaces are opting for more casual dress codes. BusinessWest, 35(24), 37–42.
Deschenaux, J. (2012). Workplace dress, grooming codes may raise legal issues. HR Magazine, 57(11), 18.
Hall, J. (2013). Get the balance right when applying a dress code. Caterer & Hotelkeeper, 203(4763), 44.
Monty, J. M. (2006). Designing a dress code. Employee Relations Law Journal, 32(2), 51–60.
Palmer, K. (2018). How to define a dress code at work. People Management, 50.
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