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Issues Between Organization and Individuals

The document discusses several topics related to organizational legitimacy and influence including: 1) A basic model of organizational legitimacy based on the type of employee conduct (on-the-job, off-the-job) and whether it is related to their job. Conduct that is on-the-job or job-related has higher organizational legitimacy. 2) Areas of legitimate organizational influence including job conduct, personal activities off the job, and off the job conduct, with job conduct having the highest legitimacy. 3) The limited power organizations have to regulate off-the-job employee conduct, with more support for influence over conduct more related to their job. Interpretations can be difficult in borderline situations.

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Delie Ann Velasco Mata
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59 views19 pages

Issues Between Organization and Individuals

The document discusses several topics related to organizational legitimacy and influence including: 1) A basic model of organizational legitimacy based on the type of employee conduct (on-the-job, off-the-job) and whether it is related to their job. Conduct that is on-the-job or job-related has higher organizational legitimacy. 2) Areas of legitimate organizational influence including job conduct, personal activities off the job, and off the job conduct, with job conduct having the highest legitimacy. 3) The limited power organizations have to regulate off-the-job employee conduct, with more support for influence over conduct more related to their job. Interpretations can be difficult in borderline situations.

Uploaded by

Delie Ann Velasco Mata
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
You are on page 1/ 19

ISSUES

BETWEEN
ORGANIZATION
KIMBERLY D. RAPTOS-

AND ALCORAN
DELIE ANN MATA
EXPLAIN THE BASIC MODEL OF
LEGITIMACY
OF ORGANIZATIONAL INFLUENCE
DISCUSS THE RIGHTS OF
PRIVACY
IDENTIFY BASIS FOR
DISCRIMINATION AT WORK
BASIC MODEL OF
LEGITIMACY OF
ORGANIZATIONAL
INFLUENCE
AREAS OF LEGITIMATE
ORGANIZATIONAL
INFLUENCE
As long as the parties agree on the legitimacy of influence,
each party should be satisfied with the power balance in the
relationship. However, if the organization and an individual
define the boundaries of influence differently, then
organizational conflict is likely to develop.
LEGITIMATE - CONFORMING TO THE
LAW/RULES
jOB CONDUCT
PERSONAL ACTIVITIES OFF THE JOB
OFF THE JOB CONDUCT
A model of legitimacy of
organizational influence
type of conduct
HIGH MODERA
LEGITIM TE
ON-THE- ACY LEGITIM
ACY

JOB
MODERA LOW
OFF-THE- TE LEGITIM
LEGITIM ACY
JOB ACY

JOB RELATED NOTJOB RELATED


Off The Job Conduct 
• The power of business to regulate employee conduct off
the job so very limited.
• The more job- related one's conduct is when off the job,
the more support there is for organizational influence on
the employee.
• Interpretations become difficult in some borderline
situations.
basis for discrimination
at work
L Y

N IO
NA IT
O L E

G
T I B I X O
L

LI
N A G IN S A G SE O C
A

RE
R I D I C R A
O R E
Discrimination in the workplace happens when a person or a group of
people is treated unfairly or unequally because of specific characteristics.
These protected characteristics include race, ethnicity, gender identity, age,
disability, sexual orientation, religious beliefs, or national origin.
Discrimination in the workplace can happen between coworkers, with job
applicants, or between employees and their employers. Whether on
purpose or by accident, discrimination, regardless of intention, is illegal.
Sexual harassment
1. Unwanted physical touching
2. sexual remarks and jokes
3. suggestive gestures.

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