In case an employee feels left out due to some problem, it may not work in the favor of the organization.Utilitarianism is the ethical theory that implies the focus on the consequences of the action. Another important factor is provision of a non-discriminatory work environment, which again may have costs engaged for diversity management and training.īy now it’s pretty clear that while working in an organization, we come across people with different backgrounds, cultural beliefs and we need to respect their beliefs. Fair Working ConditionsĬompanies are basically expected to provide fair working conditions for their employees in the business environment, but being answerable for employee treatment typically means higher labor costs and resource utilization.įair pay and benefits for work are more obvious factors of a fair workplace. HR must take precautions to eliminate any bias from the hiring and firing process by making sure such actions adhere to strict business criteria. Hiring and termination decisions must be made without regard to ethnicity, race, gender, sexual preference or religious beliefs. As training is a chance for development and broadened opportunities, employees who are left out of training may debate that they are not being given equal opportunities in the workplace. If the HR department selects who gets training, it can run into ethical issues. While there is nothing illegal about outsourcing labor, this issue has the potential to build a public relations problem if consumers object to using underpaid workers to save money. Ethics come into action when HR must select between outsourcing labor to countries with lower wages and harsh living conditions and paying competitive wages. HR must cope with conflicting needs to keep labor costs as low as possible and to invite fair wages. Human resources departments must handle a host of ethical and legal issues from the regulations of the EEOC to the principles and practices of organizations such as the Human Resource Management Institute.
This can become an ethical problem when the lower-paid employee learns of the discrepancy and questions whether it is based on characteristics such as gender and race. While these recommendations may be based on a salary range for each position, ethical dilemmas arise when it comes to compensating employees differently for the same skills.įor example, a highly sought-after executive may be able to negotiate a higher salary than someone who has been with the company for several years. To remain ethical, HR managers must abide with the job-related details and leave out knowledge of an employee's personal life. This specifically comes into play when the competing company calls for a reference on an employee.
Though a company culture may be friendly and open and motivates employees to freely discuss personal details and lifestyles, the HR manager has an ethical obligation to keep such matters private. Privacy is always a sensitive matter for an HR manager. However, simply abiding with Equal Employment Opportunity Commission (EEOC) guidelines does not guarantee ethical behavior.įor example, if an HR manager recommends a candidate in order to fill a quota, that decision is unethical, because it will remove other applicants that may be more qualified. The HR managers must regularly monitor the company's hiring practices to make sure there is no discrimination in the hiring process based on ethnicity, sexual orientation, race, religion and disability. HR managers can neglect the emotionalism of such situations by adhering strictly to the skill sets and other needs of the position, but there will always be a gray area where HR managers may scale how much each applicant wants and needs the job. In short, the ones left out will be affected by not getting the job, no matter how much they need it. By its very nature, screening leaves some people out and permits others to move forward. HR managers do much of the screening while the hiring process is still on. The following are some of the major ethical challenges an organization faces in ethical management − Harming Some While Benefitting Others Some of the major issues an organization deals with is handling ethical challenges in workforce diversity. As conflict arises, the HR manager must be adept at resolving conflicts between the demands of company culture and those of ethical behavior. In short, an organization's culture can be at odds with what's the best thing to do for HR managers. They must also keep an eye on diversity and equal opportunity as well as both traditional and legal hiring practices. Human resources managers strive to hire candidates who fit in with an organization's culture.
0 kommentar(er)
