Ethical Dilemma

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Ethical Dilemma 1
Human Resource Issues
There are many areas where ethical dilemmas arise. Here are five categories of common ethical dilemmas in business: 1. Human resource issues
2. Employee safety issues
3. Conflicts of interest
4. Customer confidence
5. Use of corporate resources
We shall discuss ethical dilemmas related to human resource issues here. Human resource issues
Human is the most important resource to an organization. Issues associated with human resources occur as a result of employees working together. These issues are by far the largest category of ethical dilemmas in business. The four main types of human resource issues are as follows: • Hiring and Termination Issues

Recruitment or hiring process is the first step in selecting human resource into an organization, and will significantly influence the successful performance of the organization. Ethics plays a very important role during the recruitment of new employees. Law and regulations dictate that we have to be ethical in hiring. However, ethical hiring practice goes beyond them as well. It has been widely reported by many researchers that ethical hiring practices actually result in better employees being recruited. It is therefore important that sound ethical rules are followed when hiring a new employee. It is of vital importance that candidates are to be selected based on merits. Applicants are to be hired based purely on merits such as knowledge, skills, and ability in accordance to the needs of the organization. If a company provides any special considerations, for example affirmative action, where certain groups are given special considerations, these considerations should be well stated in the company's policy statement. In any case, any preferential treatment should be one that is legally allowed. While preferential treatments to certain specific group may be allowed, there should be no discrimination to people from any other group due to race, religion, gender, marital or even pregnancy status. Consistency and objectivity during the recruitment process are very important. Criteria, including any changes in the criteria, used for evaluating candidates should be stated and explained to order to avoid unnecessary claim of biasness in the recruitment process. Objective evaluation results in the best employees being recruited while consistency ensures high morale among employees. When we recruit new employees, we should tell the applicants about the true state of the organization. We should not mislead the applicants. In particular, the applicants should be told all pertinent information, including those information that are not publicly known but that will materially affect the new employee's future employment prospect with the organization. We can learn from the case involving Phil McConkey. Phil McConkey was recruited but he was not aware that the company was in the process of being taken over by another entity. One year after joining the company he lost his job with he new company. He sued the company for with-holding important information from me during the recruitment process. He won the case and was awarded $10 million. We should never place misleading job advertisement in order to get applications if we are offering a job contract different from what we advertised for. For instance, if we want to engage independent contractors instead of normal salaried employment. The reason why we choose to engage independent contractors is that we do not have to be burdened with high salary cost for employees that are not competent, but we are willing to compensate employees according to performance. We should always state clearly our terms of employment. In any case, we do not want to be accused of any job scam. We have to be extra careful when we are recruiting employees from organizations that have material dealing with us include our suppliers, customers and competitors. If we are not careful ethical issues very damaging to us...
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