...ETHICAL ISSUES OF HUMAN RESOURCE MANAGEMENT IN HEALTH CARE MANAGMENT HIRA TOOR HCAD 660 11/01/2015 TURN-IT-IN SCORE: 13% Total paper content: 18 pages Abstract This paper deals with ethical issues encountered by human resource managers in various healthcare settings. The ethical problems that the paper highlights includes issues related to overworked employees, employee discrimination, disabled worker disparities, age-related employee discrimination, difficulties in maintaining employee relations, problems with downsizing workforce, workplace bullying, conflict of interest and compliance issues. The research paper also gives recommendations on how to maintain an ethical environment by: hiring of adequate staff, conducting fair employment testing, rewarding disabled employees, educating on age-discrimination, creating a diverse workforce, communicating to build employee relationships, executing a strategic plan to mitigate bullying and presenting fair judgments. The paper also address issues associated with ethics of flu shots, employment hurdles of medical marijuana patients, inequality of women’s compensation and safety hazards of employees. In conclusion, my personal experience with ethical issues at laurel regional hospital is discussed. Introduction: The human resource department is the heart of every healthcare organization. The human resource functions deals with variety of ethical challenges on daily basis. Human resource includes...
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...The ethical dimension of human resource management Human Resource Management Journal London 2000 --------------------------------------------------------------------------- Authors: Diana Winstanley Authors: Jean Woodall Volume: 10 Issue: 2 Pagination: 5-20 ISSN: 09545395 Subject Terms: Studies Human resource management Business ethics Classification Codes: 9175: Western Europe 9140: Statistical data 6100: Human resource planning 2400: Public relations Geographic Names: United Kingdom UK Abstract: The relative absence of debate about ethical issues within the area of human resource management is addressed. IT is argued that ethics is not about taking statements of morality at face value; it is a critical and challenging tool. The discussion starts with what should be familiar terrain: ethical arguments that uphold a managerialist position, such as ethical individualism, utilitarianism, and "Rawlsian" justice. Other theories are then introduced that broaden the field of ethical concern in an endeavor to be more socially inclusive: stakeholding and discourse theory. Copyright Eclipse Group Ltd. 2000 Full Text: Until very recently the field of business...
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...Over the last few years, there has been a growing interest in cooperate ethical performance. Some reasons for this trend include the increasing lack of confidence regarding corporate activities, the growing emphasis on quality of life issues, a wave of recent cooperate scandals at prominent firms, globalization of organizations and the introduction of a strategic approach. In all of this, HR professionals and in some companies, ethics officers have and continue to play a vital role in ethics for human resource management. Research suggests that successful ethics management depends more on employees' perceptions of fairness, ethical leadership at all levels, and the alignment of multiple formal and informal cultural systems to support ethical conduct than it does on formal ethics programmes. HR professionals must play a key role in ethics management using HR systems to invoke fairness and ensure organizational harmony. Definitions Ethics as defined by the Webster Dictionary is a branch of philosophy dealing with values relating to human conduct with respect to the rightness or wrongness of certain action. A useful definition advanced by the writer is that ethics is a standard of right and wrong driven to an extent by what humans ought to do, usually in terms of rights, benefits to society, fairness or specific virtues. The Role of the Ethics Officer Typically an ethics officer is responsible for developing an organization's ethics policies, creating communication related...
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...Assignment #1 Ethical Issues in HRM Strategies You have just been hired to consult with a new client organization. This organization is similar to others for whom you have served in an HRM consulting role and experiences many of the same problems and situations that the other organizations have had. You have a wealth of knowledge about other organizations’ HRM strategies. Describe your approach to this new client in terms of relying upon knowledge you have gained working with other similar situation. 1. Identify the issues of overlap in the new client organization with others that you have had as client. 2. Explain the ethical dilemma(s) that may arise if you use your expert knowledge of other organizational HRM strategies with the new client. 3. Discuss your approach to customizing HRM strategy to business strategies. 4. Emphasize the importance of establishing HRM strategies to improve a competitive advantage. Issues of overlap in a new client organization. According to Stewart & Brown (2012) good human resource management practices help successful organizations meet the needs of their employees, customers owners and society. .A company must have a strategic plan to for dealing with important changes that are likely to occur both in the marketplace and among its workforce. Employee productivity increases when organizations hire and motivate employees effectively. Good human resource practices create more satisfied employees who in turn...
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...CHAPTER 2 Ethics and Human Resource Management By Amanda Rose Chapter outline Standards, values, morals and ethics have become increasingly complex in a postmodern society where absolutes have given way to tolerance and ambiguity. This particularly affects managers in HR, where decisions will affect people’s jobs and their future employment. This chapter explores some of the ethical dilemmas encountered in the workplace, discussing ethical behaviour and values that relate to HR. It looks at relevant ethical tools, such as utilitarianism and relativism in order to examine current practices in the workplace and their links to corporate social responsibility. Learning outcomes By the end of this chapter, you should be able to: u u u u Critically explore and evaluate the ethical nature of human resource management; Identify and define current ethical and moral issues confronting HR managers; Compare, contrast and critically appraise a range of approaches to ethical analysis; Critically appraise the relevance and usefulness of philosophical analysis to HR practice. Introduction Human Resource Management is a business function that is concerned with managing relations between groups of people in their capacity as employees, employers and managers. Inevitably, this process may raise questions about what the respective responsibilities and rights of each party are in this relationship, and about what constitutes fair treatment. These questions are ethical in nature, and this...
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...Overlap An area of overlap for a Human Resources consulting include the area of employment laws based in Title VII of the 1964 Civil Rights Act as amended. HR consultants serving as strategic partners are giving access to sensitive information consequently, the client expects the consultant to act professionally and ethically concerning distribution of information that is the property of the client (Stewart, 2011). When an HR consultant departs one client and joins another client it is understood that the knowledge acquired at the previous company is not only sensitive, it is also valuable if shared with the new client. It is worth mentioning that all information is not sensitive. For instance if the overlap is an issue such as workplace violence and the HR consultant devised a training module that reduced the occurrence of violence by 20%, then this information can be rightly shared with the new client. Conversely, if the HR consultant was present during strategic planning session with the previous client and learned information that would give the new client a competitive edge, doing so would be an ethical violation and could led to criminal prosecution. Overlapping issues require the HR professional to use good judgment in addition to following the ethical guidelines outlined by the Society of Human Resource Management (SHRM code of Ethics). SHRM requires all of its members and highly recommends all nonmembers to follow the ethical guidelines posted on the SHRM website...
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...Chapter 01 Managing Human Resources True / False Questions 1. Managers and economists traditionally have seen human resource management as a source of value to their organizations. True False 2. The concept of "human resource management" implies that employees are interchangeable, easily replaced assets that must be managed like any other physical asset. True False 3. Human resources cannot be imitated. True False 4. No two human resource departments will have precisely the same roles and responsibilities. True False 5. Today, greater concern for innovation and quality has shifted the trend in job design to an increased use of narrowly defined jobs. True False 6. An organization makes selection decisions in order to add employees to its workforce, as well as to transfer existing employees to new positions. True False 7. In the context of performance management, when the person evaluating performance is not familiar with the details of the job, outcomes tend to be easier to evaluate than specific behaviors. True False 8. The pay and benefits that employees earn play an important role in motivating them, except when rewards such as bonuses are linked to the individual's or group's achievements. True False 9. Maintaining positive employee relations includes preparing and distributing employee handbooks that detail company policies and, in large organizations, company...
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...Ortiz Luz Human Resources Management Human resource management (HRM) can be defined as Personnel Administration, and is connected with human and industrial relations. HRM is used to describe a wide range of procedures and techniques used by corporate management. HRM is used to process and analyses an organization’s human resource needs under changing conditions and includes developing personnel policies appropriate to the long-term effectiveness of the organization. It also is the process of designing and maintaining an environment in which individuals, working together in groups, efficiently accomplish selected aims. The most important thing why companies should have Human Resources Management? Is because Technology, Trends and Challenges in Human Resources and Human Resource Ethics. Technological advancements have improved the ways we communicate, revolutionized how we learn, and expanded our capabilities. Whether it is the invention of a new machine, moderations to an existing one, or the discovery of a new application for an existing technology, the field is forever growing and expanding. In the early stages, it may seem like more of a hassle than it's worth to keep up with these changing trends. It always proves worthwhile in the end, however, as new technologies bring both increased proficiency and productivity. Mikes state that” As increased proficiency and productivity are main goals of any human resources personnel, it's no wonder technological advancements are...
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...Systems in Human Resource Management Abstract Retention systems is one of the most important components of a staffing system within an organization. Human Resources is responsible for obtaining human capital in order for an organization to obtain and maintain productivity and profits. Human capital is a major expense and investment within organizations. If the organization is unable to retain its workers, the organization nets substantial losses on each employee it is not able to retain. Losses presents themselves not only in production costs, but training and development dollars invested in the employees as well, in addition to recruitment and hiring costs. My literature review will introduce and evaluate common types of retention systems used by staffing systems and their effectiveness in the workplace. Author of “An Analysis of Human Resource Information Systems impact on Employees”, Kelly O. Weeks describes the overall basic benefits of Human Resource Information Systems. She states in her article “systems give the organization the ability to consistently develop and manage employees based on the value of an individual's contribution”. The article also describes the various ways in which HR systems can improve job productivity by cutting repetitive work, and increasing the speed in which manual processes are managed. This article provides a basic general educational foundation and working knowledge of various Human Resource Management Systems, and Human Resources systemic...
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...Study In Ethics: Human Resources In human resources, professionals face ethical decisions on an every day basis. Many times, these involve issues that conflict with company policies and procedures or what they think is morally correct. With this said, the board of directors or management may desire to change the way a company is ran and change employee benefits to achieve an organizational objective that may create an ethical issue. This is why it is the responsibility of HR professionals to make ethical decisions and provide guidance to the entire organization. The human resource department is usually considered as specialists that are involved in training, compensation, and employee benefits (Society for Human Resource Management, 2008). It has only been recently that organizations have begun relying on HR professionals to help guide and prepare their employees. This increased involvement helps the HR department monitor ethical actions of the employees. It enables them to see the actual challenges the organization may face and helps them to provide ethical solutions to fix them. With this case study, the board of directors want to save money by “taking away” from the employees. XYZ Company is a manufacturing company that recently went through an IPO when deciding to expand the business and move into a broader market (Thenor-Martin, 2013). When proposing the cost saving measures, Mary, the HR director, noticed they were on the extreme side. Management expects her to...
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...Over the years, the role of Human Resources has expanded drastically. When I joined the United States Army back in 1990, my job title was Personnel Actions Specialist. Halfway through my career the title changed to Personnel Admin Supervisor. By the time I retired, the same job was called Human Resources Manager. I eventually learned that “Human Resources” meant something very different in the civilian sector. Be that as it may, just as the Human Resources field had undergone tremendous transition during my 20 years as a soldier, its civilian counterpart seemed to have transitioned even more. Now, HR departments are beginning to have more influence in steering the organization towards its goals. The HR department has a more strategic function in organizations nowadays. This is in stark contrast to its beginning stages when its roles were more clerical in nature. As corporate scandals and corruption have become more high profile over the years, the role and responsibility of Human Resources in an organizations ethics have become increasingly important. The Human Resources Department can be seen as “gatekeepers” since they are the ones recruiting, making initial contact via job fairs, internet job postings and resume reviews. There is some degree of truth in a statement made by Jack Welch that says “The team that fields the best players wins”. Part of recruiting the best players is ensuring that they will operate with the highest ethical standards. Can the HR department...
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...moral and ethical choices. Our main goals as a company are to assist non-profit organizations become more efficient and achieve their organizational goals. It is important to us to always provide the best information and resources to our consulting clients. We realize that we are a member of the business community and we strive to improve the environment for everyone. Values and Code of Conduct Our commitment to excellence is guided by the following values: Trustworthiness – It is of the upmost importance to us to always be trusted by our clients and the community that we serve, and we know that trust must be earned through strong communication and consistent service. We encourage an open forum of communication among our employees and between our company and our clients. Respect – We will respect the rights of our employees and clients at all times. Responsibility – We have a great responsibility to the community in which we are located. We place value in making socially responsible decisions and hope to be an asset to our community. We will always work to better the community members to improve life and business for everyone. Fairness – Above all, we want our dealings with employees and clients to always be fair. We will not practice any intimidation or bully techniques to get our way. Ethics Training and Communication We pledge to adopt these values and code of conduct as company standard throughout the entire organization. All members of our management team will...
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...pillars: (1) the moral character of the leader, (2) the ethical values embedded in the leader’s vision, articulation, and program which followers either embrace or reject, and (3) the morality of the processes of social ethical choice and action that leaders and followers engage in and collectively pursue. Research suggests that successful ethics management depends less on formal ethics programs and more on employees' fairness perceptions, ethical leadership at all levels, and the alignment of multiple formal and informal cultural systems to support ethical conduct. To the extent that Human Resource systems invoke fairness evaluations, Human Resource managers design leadership training, and Human Resource systems help to create and maintain organizational culture, Human Resource professionals must play a key role in ethics management. Research has found that employees' perceptions of fairness are equally or more important than other factors in terms of their influence on ethics-related outcomes. Fair treatment is so important because employees who perceive unfair treatment will rebalance the scales of justice by harming the organization. Employees who perceive fair treatment, on the other hand, will reciprocate by going above and beyond the call of duty to help management (by reporting ethical problems, for example). To ensure that employees feel they are treated fairly, it is important to design Human Resource systems and interventions with perceived fairness as a key...
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...Research Quarterly Published by the Society for Human Resource Management Business Ethics: The Role of Culture and Values for an Ethical Workplace FOURTH QUARTER–2009 Whether in domestic or global companies, ultimately, the commitment to business ethics and the foundation is built through organizational culture, with ethical values reflected in the workplace. Business Ethics: The Role of Culture and Values for an Ethical Workplace Abstract An ethical workplace is established through an organization’s culture, values and leadership. To promote ethical behavior, human resource professionals, people managers and senior management need to be knowledgeable about business ethics—from leadership, codes of conduct and related legislation to compliance training, ethical decisionmaking, and cultural and generational differences around ethics. Transparency, fairness and communication are key for establishing and maintaining an ethical workplace. Introduction In the business world today, issues of trust, respect, fairness, equity and transparency are gaining more attention. Business ethics includes organizational values, guidelines and codes, legal compliance, risk management, and individual and group behavior within the workplace. Effective leadership, with open dialogue and thoughtful deliberation, develops the foundation of an ethical workplace, is woven into the fabric of the organizational culture and is mirrored in ethical decision-making. Toward this end, all organizational...
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...| | |Ethical Issues in HRM Strategy | | | |Raynor | | | |Dr. Morgan | | | |HRM 530 – Strategic Human Resource Management | | | |October 28, 2012 | | ...
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