...and Hiring My Name MGMT314 Management Ethics University Instructor Abstract Established morals identified by an organization is a vital step in the ethical decision-making process and ultimately its success. The development of a Code of Ethics is the pivotal point in establishing what an organization stands for ethically and morally. From business decisions to hiring processes, ethics will drive all of these decisions. There are multiple facets to the development of the Code of Ethics and there is not a one size fits all approach to the development process. Once the Code of Ethics has been identified a Code of Conduct must be established. Both of these aspects do not amount to anything if the people upholding the code choose to not act accordingly. A well-established Code of Ethics can build a strong workforce through advertisement and hiring. This paper explores the development of the Code of Ethics, Code of Conduct, and applicable hiring processes that guide a company’s vision and success. Ethical Decision Making and Hiring Every day there a businesses identified in the news that have been caught up in scandals. Those scandals are usually ethical violations such as misappropriation of funds, conflicts of interest, lapsed licensing, improper or fraudulent billing, sexual harassment, discrimination, safety violations, and poor work conditions. These incidents are direct violations of an organizations Code of Ethics. The Code of Ethics serves...
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...In today’s workplace it is important to understand how making an accurate hiring decision can affect the organization. With jobs becoming increasingly difficult to arrive at because of the economy, applicants for employment are willing to misrepresent their credentials in the application process. Managers are faced with ethical and legal aspects of hiring along with social issues that make ethically responsible management practices increasingly important. This paper will provide information about ethical and legal aspects associated with hiring and provide moral and ethical issues faced by managers. This paper will also describe the relationship between social issues and ethically responsible practices that relate to hiring. Moral and Ethical Issues Many people don’t understand the cost related to making a poor hiring decision. From productivity, customer service, and liability prospective have been widely studied and has been estimated to be three times the annual salary of the individual involved (Calvasina, Calvasina, & Calvasina 2008). Therefore, it is important for managers to make their decisions of an applicant based on skills as well as moral and ethical values. It is very difficult at times for managers because their responsibilities include not only hiring, but also promotion, conduct of employees, and motivation. But it is even more important that managers involved in hiring adhere to the laws who are written to protect applicants, and that they...
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...This article will explain the ethical issues that managers must abide by when hiring new employees. There are many issues that must be reviewed before a final decision is made. Managers should not discriminate against race, religion, sex, disabilities, marital status, or sexual orientation. There have been several companies that have had legal trouble because of their hiring ethics. Ethical issues are important in the workforce. Managers should be trained in ethics so that any ethical issues that may arise during the hiring process can be stopped from escalating and becoming an issue later on. The article will go into detail on what to do and what not to do when hiring. Ethical Issues in Hiring The main characteristics of a profitable and long lasting company are ethics and social responsibility. There are many companies that have stood the task of time, all being built on a strong ethical background. There have also been some companies that have shown some less than outstanding ethics and social responsibility, examples include Enron, ImClone, and Wal-Mart. Unethical behavior can be found in all aspects of a business, which may include insider trading, employee relations and unethical accounting practices. One issue that is surrounded by ethics and morals is employee hiring. When a company acquires new employees they need to make sure that they are facilitating the ethical behavior...
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...Discussion Board Forum Liberty University BUSI 642 Employment Cycle Taking on the responsibility of hiring a new worker is one of the many functions within the human resources field. I would approach hiring a new worker for my unit by following the establishment phase of the employment cycle. Based upon text published by Wiley and Sons, the establishment phase of the employment cycle consists of “identifying staffing needs, job analysis, recruitment, selection, employment arrangements and remuneration”. Considering that I have been given the task for conducting the recruitment and selection process; I would begin by determining what the company’s staffing needs are. Forecasting Labor Supply and Demand. Gomez-Mejia et.al (2016) discusses the human resources labor supply and demand. Labor supply is defined as “the availability of workers with the required skills to meet the firm’s labor demand. In other words the labor supply consists of the employees that already work for the company who have the capability to perform the job as outlined in the job description. Labor demand is defined as the amount of workers the company will need in the future to meet the needs of the company (Gomez-Mejia, Balkin, & Cardy, 2016, p. 155) .According to Lunenburg ( 2012) the planning function of the human resource management process consist of “defining an organization’s goals, establishing a strategy for achieving those goals, and developing a comprehensive set of plans to integrate...
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...1) When should employers reassess the assessment methods they use in hiring? Assessment methods should be reevaluated if organizations desired goals and expected outcomes of hires are not achieved. Business and staffing strategies will differ and may require multiple methods of assessing to accomplish staffing objectives. Methods provide effective and/or efficient means to identify applicants/candidates ability to be a successful hire. Factors employers should consider in determining if assessment methods may require evaluation; • High employee turnover rates • Poor performance related to new hires • Low applicant rates • Declines in organizational productivity • Screening of applicants effectively • Identification of competencies requirements (Person-job fit) • Identify development needs and/or capacity to obtain knowledge • Organization and cultural fit (Person-organizational fit) • Talent and HR philosophy alignment to business strategy • Other attributes; personality, attitude, motivations, teamwork and interests (Person–group fit) and (Person-vocation fit) • Validity/reliability and accuracy of method to achieve staffing goals • Minimize adverse impact, ethical and legal concerns • Maximize ROI/costs of hiring • Candidates reaction (fair, consistent and objective) Source: Strategic Staffing 2nd edition – Phillips and Gully. Chapter 9 Assessing External Candidates page 233- 240 2) Discuss the advantages and disadvantages of both structured...
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...Abstract The articles, “What is business ethics?” by Peter Drucker and “The Social Responsibility of Business is to Increase its Profits” by Milton Friedman are about Business ethics and social responsibility to society at large. While both authors agree that we should have ethics in the business world, they argue that society holds corporations and ordinary individuals to different set of standards. Keywords: Social Responsibilities and Business Ethics In order to exam the assigned articles, it was important to understand the true definition of what is meant by social responsibility and business ethics to better understand whether Drucker and Friedman fully exploited ethics as we understand it in the business world today. Equally important was to examine the backgrounds of Milton Friedman and Peter Drucker. According to Wikipedia, Social responsibility is defined as an ethical ideology or theory that an entity, be it an organization or individual, has an obligation to act to benefit the society at large. According to Wikipedia, Business ethics (also known as corporate ethics) is defined as a form of applied ethics or professional ethics that examines ethical principles and moral or ethical problems that arise in a business environment. It applies to all aspect of business conduct and is relevant to the conduct of individual and business organizations as a whole. Based on Woopidoo “Milton Friedman (born July 31, 1912), won The Bank of Sweden Prize in Economic Sciences...
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...they need to have an effective recruitment and selection protocol; a good selection is paramount in the hiring process. It’s the difference between a good hard-working employee and an employee who may not uphold the ideas of the company. A good selection process can reduce the number of applications one may have to choose from. The three selection tools that would be considered for a hiring program at a supermarket would be employment history, interview process and background check. A supermarket employee must be considerate and helpful to the many people they serve. Employment history can usually be determined through the application process. It shows the person responsible for hiring the types of jobs the applicant has held in the past, the length of employment, the reasons why they are no longer employed, and how often the applicant has moved from one job to another. Since there’s usually a high turnover in this industry, most hiring managers would like to reduce the number of employees that leave and may be able to monitor this through the employment history process. It gives one an insight as to the type of job duties the applicant has been responsible for in the past, if they are qualified, and may be able to aid in determining what position within the supermarket they would be best fitted for. The interview process is another very important step in the hiring process; it allows the interviewer to become acquainted with...
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...Recruits 2011120259 정유진 1. What are the key decision points used by S.G. Cowen in making hiring decisions? What is your evaluation of the process used by the firm? Key decision points: Paying more attention to the next 15 universities in the top 25 - They used to compete with big firms like JP Morgan and Goldman for recruiting new employees, but it was hard to get the best students from the best schools. Because competitors got most of the best students with huge recruiting budgets, brand names and much larger hiring needs. So they decided to extend candidate schools’ boundary to compete big, giant competitors. They could even find good candidates who have high loyalty, commitment, and cultural fits from next 15 universities. In the process of campus recruiting - Rae tries to match up alumni with their own school and also reduced the time and effort on making presentations and focused on the informative talk with applicants. So it helps for applicant better understanding of what really have to do in that job position and can get real advice. Super Saturday – I think the purpose of it is good, but it is a little wasting process. Actually it costs a lot and takes too long so bankers are usually tired and distracted when final decision making. So I suggest it should be more simple and less exhausting process for example, just using the weekday’s dinner time not to sacrifice bankers’ Saturday that discourage them to assess candidates. 2. What is your evaluation of the criteria...
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...Southwood Schools: A Case Study in Recruitment and Selection 16 February 2016 University of Maryland University College Abstract The selection and hiring of a new employee can be a daunting task for any organization. Every company wants the best of the best; new candidates that strive to perform their job with passion, while bringing value to the company, the team, and themselves. With effective recruitment efforts, many hopeful candidates are now at your reach. But how do you choose the right person for the job? Choosing the most effective selection method (or combination of methods) can help an organization differentiate between the good candidates from the great candidates. This paper provides a comprehensive list of different selection methods, their definitions, and their advantages and disadvantages. Understanding the different options and comparing them can help an organization specify the selection methods best suited for them. Different Selection Methods Selection Method | Definition | Advantages | Disadvantages | Application Form | An application form is a form or series of forms filled out by an applicant as a process of informing a company they are interested in a position that is being announced. | * Traditional way that applicants express interest in a position that most candidates are familiar with. * Can be used to provide skills, abilities, knowledge, and experience for that particular position, instead of their entire history (like...
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...for airing grievances has heightened this situation, as celebrities and many other patrons have taken to Twitter to express their disapproval of Uber’s business practices. Uber’s growth as a business has been great, but ultimately the business growth will be stunted as their reputation in the marketplace is becoming tarnished. R E C O M M E N D A T I O N S Article 11, titled “Unfair Business Practices” discusses the idea of entitlement as it relates to company perks and benefits for employees. Some of the points discussed in this article also can be related to customer entitlements. The article asks the questions: What do people deserve? When do they deserve it? Why do they deserve it? What does it mean to deserve anything? Uber should be thinking about these questions as they relate to their own customer’s experiences, and foundationally, what they think about their customers and how they should be treated. A suggested action to help the facilitation of this discussion would be to hold an executive round-table meeting where leaders of the organization can get together for the exclusive purpose of answering those core questions. The results will shape the foundation of...
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...employees worldwide, has emphasized ethics in interesting ways. Until a few years ago, Cisco did ethics training and enforcement like many other firms by using organization-required sessions and procedures. However, Cisco now uses a constantly available ethics program through its firm communications, Internet, and even television programs similar to American Idol. To conduct its ethics awareness, Cisco enables employees worldwide to view the Ethics Idol via television on its intranet. Cartoon individuals present different ethical situations and then have “judges” give decisions. Employees vote on the best answer to each situation. More than 10,000Cisco employees participate voluntarily in these network analyses. Many employees look at the Ethics Idol after work rather than during business hours. After the employees vote, Cisco’s ethics office professionals then give the best answer linked to Cisco company standards and compliance requirements. Using these creative and entertaining means has enhanced awareness of ethical issues throughout the fi rm. A new ethics document has been updated regularly, and more than 90% of Cisco employees have become certified in reviewing the code of the fi rm. Merging ethics issues, technology, and regular interactive training has led to ethical understanding and behavior by Cisco employees. Other firms have similar programs, but Cisco’s efforts are a model of ethical training and engagement. This creative ethics program is an expansion of Cisco’s...
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...position would be saving money on hiring costs. It is expensive to post job positions, interview possible employees, and put newly hired employees through training processes. Another advantage of promoting within rather than looking external would be the quality of performance. The current employee already has a proven performance record with the company and knows the company’s culture and beliefs. So, hiring internally would also save time from having to teach the external manager what the company is about and how they run. The last advantage of promoting within is that there will be a boost in morale in the workplace. If you are offering a promotion, employees will be motivated and excited to work harder to attain the position. The first disadvantage to promoting within is that there is a decrease in work performance once the decision has been made. Before making the decision, employees will work their hardest to achieve the position. But, once someone has been picked, it is possible that the rest of the employees will get their feelings hurt leading to poor work performance and job dissatisfaction. Another disadvantage to promoting from within would be that you get stale ideas from current employees. These employees have been with the company and lack a fresh perspective from the outside world. The last disadvantage to promoting from within is that you only have a certain amount of candidates to choose from. The first advantage to hiring a manager externally is that...
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...Healthcare Workplaces Share Best Practices | Hospital Management & Administration Developing a Culture-Based Workforce: Top Healthcare Workplaces Share Best Practices Written by Heather Punke | March 22, 2013 There no doubt are many factors that go into making a hospital or health system a great place to work, but one of the fundamentals is hiring and retaining excellent, motivated employees. Employees who enjoy coming to work and interacting with patients, visitors and each other help perpetuate a positive workplace culture and make a hospital or health system a great place to be for everyone. The following are five best practices for building up a culturally unified, team-oriented employee base. 1. Establish an employee culture and hire based on fit. When a hospital or health system brings on new employees, ensuring they fit culturally is just as important as making sure they have the clinical or technical competency necessary to succeed in an organization. Therefore, it makes sense for hospitals and systems to vocalize their values and incorporate culture into the interviewing process. "We hire for attitude and how they fit, not just that they have experience or a certain license," says Vic Buzachero, corporate senior vice president for innovation, human resources and performance management at Scripps Health in San Diego. Scripps' culture is driven by its values of respect, quality and efficiency, according to Mr. Buzachero. When Toledo, Ohio-based ProMedica developed...
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...Section 1: Introduction In marketing, issues such as price discrimination, cheating of customers, bribes, dishonest advertising, price collusion posed by competitors, overselling and unfairness to employees especially in prejudiced hiring and unfair remuneration, all present big ethical problems in business. These discrepancies are bound to happen since they occur during interactions among humans which is inevitable in marketing. The issue then is how to manage them and suppress them and their accrued consequences. A researcher is mandated to get accurate and reliable information from the respondents. They are at times lured into deceiving the respondents into not what the actual research actually entails. The act of lying or even cheating is ethically unacceptable. On the other hand, they may be too considerate about the interests of the respondents, thus collecting insufficient information that is not fit for the research. In this case it will be unethical in that they did not accomplish what they were mandated to do. •Section 2: Analysis of the situation Methodology In order to curb the problem of unethical behavior in marketing, we need to identify the major setbacks and situations during which ethics are not adhered to. With these then we can identify possible solutions for every one of it. The first one to consider is the credibility of a marketing research. The integrity of a research is usually hampered by activities such as deliberate withholding of information...
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...1. Introduction The discussion between promoters of best practice and best fit approaches has sparked widespread controversy in the human resource management (HRM) area. The topic has gained much scholarly attention because it not only addresses a theoretical controversy but also possesses a high degree of practical managerial significance. The essay has the aim to analyse best practice and best fit approaches in HRM of a multinational enterprise. The reader receives insight into Lincoln Electric's organization through a case-study analysis of practical HR approaches serving as a basis for developing practical managerial implications in the last part of the paper. 2. Critical evaluation of "best practice" and "best fit" practices in HRM 2.1 Best practice approach The best practice approach claims that certain bundles of HR activities exist which universally support companies in reaching a competitive advantage regardless of the organizational setting or industry (Redman and Wilkinson 2009). Best practice models imply a close connection between HR practices and organizational performance and are often associated with high commitment management (Paauwe & Boselie 2003). Empirical research in the best-practice field shows similar groups of HR polices which are especially suitable for maximizing performance irrespective of market and product strategies (Peffer 1998, Guest 2000). Best practice bundles of activities are characterized as mutually compatible HR activities...
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