Essays on HRMs Contribution to Organizations and Society - Kantian Ethics Coursework

Download full paperFile format: .doc, available for editing

The paper ' HRM’ s Contribution to Organizations and Society - Kantian Ethics" is a good example of human resources coursework. Human resource management is the main driver of the direction which any organization is heading (Brown, Mehta & Armenaks 2011, p. 315). It is a responsibility that requires coordinating the human resource with the facilities of the organization or company in order to achieve the goals of such an organization or company. However, in the process of facilitating and enacting these goals, the human resource management is torn to make decisions based on conflicting issues between the real system of the organization and ethics to be considered while handling the human resource.

The current context of organization processes is of complex societies which are culturally and morally diverse. HRM aims to ensure certain policies and objectives are met by the entire system through manipulating the human resource. On the other hand, the human resource may be having an interest that either conforms or do not conform to these policies. Ethically, individuals need to be treated in a way that they feel comfortable.

Kantian observes that ethics should be given priority in any organization. This essay seeks to explain how human resource management relates to ethical issues based on Kantian ethics. The essay starts by discussing human ethics from a Kantian point of view. It then discusses in details how HRM conforms or fails to conform to these ethics. Summary of Background Briefing Whenever human beings are interacting in order to achieve a certain objective amongst them, what matters most to the kind of relationship they are going to have is the ethics that are portrayed by both parties.

Kantian observes that human beings need to be treated with humanity totally (Kramar, Bartram, & De, 2011, p. 23). There is an exceptional value of the life of human being which makes them deserve moral respect meaning that there is a need to observe morality from a personal perspective point of view. In this case, Kantian argues that treating human beings merely with the aim of achieving personal objectives such as getting money violates humanity and should not be avoided at all cost.

Furthermore, the dignity of the human being is dependent on how a person is treated by others. To achieve this dignity optimally, the self-interest of the organization or human beings should be based on concern for all the people in the environment. Another key element in Kant’ s notion of moral is intentionality (Kramar, Bartram, & De, 2011, p. 24). Whenever poor consequences are observed as a result of an act, then that act is considered to be immoral. However, if the outcome of the act leads to good results then that act is considered to be a good one.

There are business practices that promote this line of argument which are; avoid and prevent harming others, respecting other people’ s rights, helping those in need, obeying the law, keeping the promises of the contract, being fair and encouraging other people to follow moral principles. The business environment should always and intentionally seek to promote ethical issues within its structure and while relating with other institutions. Why HRM is unethical Human Resource Management is a task that aims to ensure that all the human person in the organization collectively coordinates in order to achieve the objective of the organization (Goodstein 2000, p.

815). Therefore, in managing the human resource, the management comes up with ways of utilizing their human personnel, building up an effective system that achieves reasonably good results. In fact, the main measure of the effectiveness of the human resource management system is the level of results that the overall organization achieves. However, in course of implementing this system, HRM may time be stretched to force some staffs to do more than they are supposed to or through some unbearable conditions (Shaw, & Barry, 2010, p.

45). It is at this moment that the role of HRM may be seen as unethical. While relating with other persons, one should ensure that he or she fully respects the other person, not because he or she wants to gain from the other person out of this respect but because every human being deserves that respect. However, what matters most in the eyes of the HRM system is the achievement of goals (Brown, Mehta & Armenaks 2011, p. 316).

In fact, if the goals are not achieved then the organization might perish. In some situations, the employees may have to be pushed to the limits in order to make the results optimum. This is against Kantian ethics who explains that all human beings need to be treated with humanity regardless of the environment or situation that surrounds them. Some of the environment that surrounds the work environment is not to the interest of the employees but are made to work under those conditions since the human resource could not offer better conditions.

References

Brown, D. (2003). From Cinderella to CSR, People Management, Vol. 9, No. 16, p. 21.

Brown S, Mehta, A & Armenaks, A, 2011, ‘Organizational Culture: Assessment and Transformation’, Journal of Change Management, Vol. 11, no.3, pp. 305-328.

Crowe, R. (2002). No Scruples, London: Spiro Press.

Forsgren, M & Hagstrom, P 2007, ‘Ignorant and impatient internationalization? The Uppsala

model and internationalization patterns for Internet-related firms’, Critical Perspectives on International Business, Vol. 3, no. 3, pp. 291-305.

Goodstein, J.D. 2000. Moral compromise and personal integrity: exploring the ethical issues of deciding together in organisations’ business, Ethics Quarterly, Vol. 10, No. 4, pp. 805–819.

Herrera, R, Duncan, A, Green, M, Ree, M & Skaggs, L 2011, ‘ The relationship between attitudes toward diversity management in Southwest USA and the GLOBE study cultural preferences’, The International Journal of Human Resource Management, Vol. 22, no.12, pp. 2629-2646.

Klikauer, T. 2010. Critical Management Ethics, Basingstoke (UK): Palgrave.

Kramar, R., Bartram, T. & De Cieri, H. 2011, Human Resource Management in Australia-Strategy, People, and Performance (4th ed.), Sydney: McGraw-Hill

Shaw, W. & Barry, V 2010. Moral Issues in Business, Belmont: Wadsworth.

Velasques, M. G. 2012. Business Ethics – Concepts and Cases (7th ed.), Boston: Pearson.

Download full paperFile format: .doc, available for editing
Contact Us