The paper “ Ethical Challenge for Human Resources Management and Employment Relations Professionals” is a thrilling example of the literature review on human resources. An organization consists of a group of individuals who work together to achieve a common purpose. Since these individuals have different backgrounds, there is a need for the organization to have an HR department that takes into consideration their needs and problems in ensuring they are motivated toward the achievement of organizational objectives. Professional HR/ER, therefore, constitutes to the execution of all activities and practices by trained individuals such as communicating and executing HR decisions; shaping, redirecting and altering the employees’ lives; making hiring, promotion and rewarding decisions; making firing as well as laying-off decisions and many others with the intention of improving the organizational performance (Jackson, Schuler & Werner, 2011; Palmer & Finney, 2004).
In conducting these activities, HRM/ER professionals often find themselves in difficult situations that require them to systematically analyze the ethical dilemmas associated with these situations in attempts to arrive at an appropriate decision. For instance, laying-off employees harm the targeted individuals, and may as well undermine the energy and commitment of the survivors. Although HR practice may devastate one while it inspires the other, HRM/ER professionals have to accomplish them for the greater good of what it is intended to serve.
However, the HRM/ER professionals must understand the underlying ethical problem; and evaluate the values, assumptions, and judgments associated with it before acting (Pride, Hughes & Kapoor, 2011). Managers should understand what is good and bad (or right and wrong) in human conduct when making ethical decisions in a business context (referred to as business ethics).
They should consider the trade-off between hindering one party and advancing organizational interests in order to make an appropriate decision.
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