The text espouses on the ethical values set in the HR or Human Resource occupation. It addresses the ethical dilemmas within this field including how professionals deal with these challenges. Finally, the paper addresses the Value of Kantianism and Utilitarianism.
I anticipate a career in Human Resource Management. HRM entails different ethical values that every professional within the field must adhere to establish credibility and respect within the community, the organization, and the position. According to Giacalone and Thomson (2006), one can apply the ethical standards to influence the selection and recruitment process, attain organizational goals, and help in the course of making decisions. Therefore, the human resource managers have a significant ethical, legal, and moral responsibility.
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First, HR managers should follow their professional responsibility. According to Harzing (2010), this suggests that HRM practitioners should present integrity as their first value within the work environment just like the other jobs. HR managers have to apply ethical decision-making procedure, follow the law, positively influence their organizations, and advocate for employees to follow the same path. Therefore, they are required to pledge to high moral responsibility and ethical standards.
Second, HRM should improve the moral and ethical models within a business. The HR managers must be good leaders since a wrong and poor decision may affect the entire organization. For the HRM to negotiate various decisions they make, they should be just, familiar, and fair with the basic moral ethics, values, and justice. Social justice ought to be the focus in a decision-making process. An HR manager should be able to support a human decision made for instance the affirmative deed.
Another important ethical standard is the conflict of interest. HRM should discourage Favoritism and Nepotism at all costs. Finally, HR personnel should privately use the data acquired in his or her practice. According to Briscoe and Randall (2004), an HR manager should apply his or her good leadership values to overcome that dilemma that is associated with the conflict of interest. They should not consider an employee for a position because of the relationship they share. Rather an HR professional ought to uphold every set policy and procedure involved.
HR managers face various dilemmas within the work environment. First, is the problem of privacy. Normally, in this regard, Human Resource managers face three challenges. An HRM may be needed to track employees , computer files, their phone calls and emails, which infringes the worker’s privacy. Second, is testing the staff for HIV/AIDS before employing them because HIV is a public health challenge. Therefore, forcefully dealing with an employee’s status is a challenge. The third challenge is whistle blowing or reporting mistakes. It includes public disclosure of an ex-staff or existing member of the staff for any illegal or immoral practice, which involves their employers. Employers do not expect employees to talk ill of one another rather they should maintain a high loyalty level. Nonetheless, when it gets to a point where the actions of a business are harmful to the society, it is good to report. Therefore, HR managers find themselves in the tight spot dealing with such an issue.
Another ethical challenge includes issues of employment. Therefore, the HRM is likely to face more challenges that are ethical. It may be because of the pressure of employing a friend, a relative or an executive (Rossouw, 2010). Another challenge is employees who possess fake credentials as well as an individual who has lied concerning his or her academic credentials or career experience even though they are excellent performers. Lastly, there is the challenge of employment discrimination due to religion, race, sex, or gender. Not every company should discriminate its staff for promotions, training, or appraisal. An ethical dilemma will develop since there is pressure from the organizational managers requiring the HRM to protect the company at the expense of a person who is in the discriminated group.
The professional code provides precise guidelines and measures, which managers ought to follow and address the challenges. For the challenge of privacy, mainly workers living with the HIV/AIDS, their data is coded to prevent leaking the information. Additionally, they should be offered health care and safety from stigmatization. A formulated HR policy stipulates what the HRM should follow under Policies, which address the discrimination issue and general employee management.
The challenge in this idea is at the post-conventional level because abstract values and principals define the manager's moral sense. They believe at some times that, some regulations are unjust. Therefore, they should be disregarded . The dilemma exists in the top-level management and the line level managers (Gibbs, 2013). Kohlberg specified a moral code that could maintain this to familiarity, and that was that there should exist the recognition of the difference between bad and good and respect for the rules of the right code of conduct (Gibbs, 2013). Therefore, the psychological nature should be in a way that it gears towards creating better results.
The Kantian Ethics ought to be applied to tackle the ethical dilemmas since it forms the ideological duty theory that examines the moral rightness of an action without considering the consequence. He proposed that only the responsibility and the rules be enough to govern people's actions. It is termed as deontological because deontology is the normative ethical seat that the judges of morality entertain (Onora, 2013). The theory holds that an action is either just or unjust.
References
Briscoe, D. R., and Randall S. S. (2004). I nternational human resource management : Policy and practice for the global enterprise . Psychology Press .
Giacalone, R. A., and Thompson, K. R. (2006). "Business ethics and social responsibility education: Shifting the worldview." Academy of Management Learning & Education : 266-277.
Gibbs, J. C. (2013). Moral development and reality: Beyond the theories of Kohlberg, Hoffman, and Haidt . Oxford University Press, 2013.
Harzing, A. W., and Pinnington, A. (2010). I nternational human resource management . Sage .
Onora, O. (2013) Acting on principle: An essay on Kantian ethics . Cambridge University Press , 2013.
