Ethics in Human Resource Management

ethics in piece Resource ManagementThis report primarily focuses on providing a critical analysis of ethics and HRM. It further shows the issues to be considered to checker fairness and nicety in the race relationship. It examines that how budges in the nature of the turn over argon causing disorder. The focal point of this report is to examine the real causes of filtrate and sickness in the piece of work and evaluation of their solutions.Through entire plain and findings, it is concluded that although the neuters in the nature of work cause stress and unsoundness, still these stub be durationdicated by adopting appropriate measures akin unspoilt wariness style, training, mentoring, health and caoutchouc measures, planning and time focal point.IntroductionHuman Resource Management is the systematic and effective guidance of people to achieve the desired objectives. To gain a st setgic edge, it is very(prenominal) serious to manage the people imagerys produ ctively. This depart help to attain the strategic aims as easily as the satisfaction of the individual employee acquires. all(prenominal)(a) the Human Resource practices argon based on honor adequate to(p) foundation. It is the responsibility of the employers to swan health and guard duty of their employers in the workplace.The main objective of this report is to stick out a critical analysis of ethics and HRM and examine the real causes of illness in the workplace and gauge their solutions.This report helps in under taking a search in analyzing the ethics to be used in HRM for ensuring employee health and safety. Thus, it mainly focuses on finding the causes that sum up illness in the workplace and it proposes various slipway to obviate illness. muchoer, workplaces culture should be actual in such a way that it should allow flexibility, security, autonomy, recognition, alliance and involvement to employees in order to create a stress free atmosphere.Ethics and HRMAc cording to Winstanley, Woodall and Heery (1996), Ethics is a special branch of philosophy that focuses on the questions colligate to morality, that is concepts such as advantageously and lousy, salutary and wrong fairness and righteousness. Business ethics deals with the degree and extent of morality to be used in craft (George Zoe, 2010). Morals, standards, values and ethics confound becoming much complex in the present mod society and the concept of absolutes is taken away by ambiguity. As per Pitt (2007), Human Relations Management is refer with a variety of respectable issues to be dealt with for making ratiocinations related to handicraftes. Before making the decisions, the various alternatives give to the fatalitys of the business must be checked and their effects on the lives of the employees must be considered. straight off the relationship betwixt ethics and HRM is becoming a major issue to be taken c be of. A signifi corporationt turning point has been e xperienced by ethics and Human Resource Management.The business ethics mainly put attention on the mixer and ecological responsibilities of the companies within the society. Ethics ar now becoming one of the most grievous internal concerns for the companies. Previously, the interests of the employees were non taken into consideration further now it has incur one of the main responsibilities of the family to ethically manage its human resources (Christian Andra, 2009). Now its the era of ethical leadership. Acts of its employees towards a business perspective to his moral character is a litmus test.Relationship between business and its employees is based on manipulation contract. The principle of ethical selection is followed by an ethical nerve for hiring prospective employees. As per this principle an organization should only hire a person who is expected to channel the maximum towards increasing the long-term value of the business (Glenn, 2001). According to this princi ple, meanss like gender, age, nationality and religion argon non relevant for hiring a person.The ethical issues which ar reflected in the case areSafety and health such(prenominal) of the work in the industries and companies is hazardous. All this is because of the use of heavy technology. Nowadays there is much use of machineries and utmost temperature based production soures. In addition, there is more than dependence on chemical compounds. All these aspects amplify injuries, illnesses and apoplexys in the workplace. For instance, the job of a bullfighter or bomb disposal expert (De Cieri Kramar, 2008). New sources of accidents and illnesses are increasing day by day. Risk is present in every job but its absolute frequency differs from job to job.Face to face ethics These types of ethics arise due to human element in the activities in the workplace. No work is possible without employees.Corporate policy ethics The use of more technology in the workplace has replaced t he elbow grease in the workplace. This has made hundreds of persons jobless. The managers are responsible for making policies and their successful implementation. The ethical content of these policies has massive wallop throughout the company. It should be such that it locoweed be able to communicate right signals to every person in the company (Shuttleworth, 2004).Employee Relations Its the duty of the HR manager to maintain objectivity in hiring, discipline, promotion, training, retention, termination and compensation (Ken Joanne, 2010). All this lies at the core of human resources. HR should trade name it sure that the company policies should follow anti-discrimination legislature and polices of the integrity of performance reviews to make sure that the evaluation process remains fair with all the jobs (Ken Joanne, 2010).Communication some other duty of the HR Department is to keep assured everyone in the organization on relating to the various legal and ethical issues. HR prepares various communication vehicles to apprise employees of the companys code of ethics and no-tolerance policies such as documents, seminars, and informal meetings (Hughes Bozionelos, 2007). Increase in competition, locally or globally, need that organizations should be more adaptable, flexible, agile, and customer focused to succeed (Markiewicz, 2007).And with this change in the environment the human resource professional needs to be a strategic partner, an employee sponsor or advocate and moreover, a change mentor within the organization. Grove (2009) suggests that in order to succeed a business driven HR function with a thorough understanding of the organizations big picture may be more important to be able to influence decisions and policies.In general, todays human resource managers focus is on strategic force play retention and developing talent (Teasdale, 2006).A youthful study (Grove 2009) found that human resource professionals, coaches, counselors, mentors, and sequence planners will help to motivate organizations members and their loyalty.Human Resources Manager will in addition promote and fight for values, ethics, beliefs, and spiritualty within their organizations in the management of workplace diversity, specifically.Insecurity and attempt Another ethical issue that is represent in the case is insecurity and risk present in the job. This has arisen because of the changes in the macro-economic environment and mass un-employment (Makin Winder, 2009). All this happens because of business restructuring and stripping out of the costs due to redundancy, outsourcing, contingent contracts and systems of rewards in the employment (Grawitch, Trares Kohler, 2007). Another snarly element of the shift to greater risk and insecurity for workers is that what is happening when other stakeholders gain to act on the same insulation from risk (Rodney, Matrina Anne, 2008). Undoubtedly, a key element of economic life in recent years has been a transplant of risk from those who finance business i.e. banks, institutional investors, shareholders, taxpayers and the Treasury to those in stipendiary employment (Teasdale, 2006).The moral question here is whether this shift is fair, or compatible with the rules of distributive justice.It could be suggested that the transfer is unfair because the investors are in a stronger position to risk-sharing by employees and that this has happened, crudely, it is the exploitation of the change in the bargain power by the strongest party in industrial relations (Teasdale, 2006).Surveillance and control It is major ethical concern these days. The right of the employing agency to enter into the subjectivity of the worker to control and manipulate, is taken for guaranteed (Pitt, 2007).Whether the use of psychometric tests for selection or promotion of employees, culture change programs that seek to challenge assumptions on the job or competence-based HRM, which seeks to promote compliancewit h attitudes and behavior, the assumption is that it is lawful for the employer to trespass on workers autonomy.Such misconduct will never be complete, but the fashion for a large complex HRM is to invade privacy of employees. While reinvigorated forms of work organization can be effective in increasing productivity, but possible unfortunate effects on the welfare of workers should be considered when evaluating these initiatives (Christian Andra, 2009).A wide range of human relations management activities is concerned with various ethical issues, both on the part of upper-level for management of business and management decisions of low-level regarding treatment of the individual employees (Winstanley, Woodall Heery, 1996). This can be devastating to individual employees and the communities in which they live.Managing decisions must be honestly done by taking into account all the factors, including social responsibility as closely as stockholder concerns. HR manager should consi der various options for business needs and take the decision that is best for company and employees as well as it will open an impact on employees live. Issues involve in considering rights, responsibilities, fairness and justice in the employment relationshipthither are more issues which are needed to be considered to have good and faithful employment relationship as it has impact on the whole society and economy as a whole.Good Faith there should be compulsory relationship between employer and employee. Good faith means to deal with honestly, openly and without misleading each other. It in like manner requires parties to actively and constructively creating and maintaining a productive relationship (Glenn Klaas, 2001).Such behavior makes maven. Workers with positive relationships are more likely to enjoy the benefits of sustainable, decent work.Employers in any case benefit productive employee. On the other hand, an employment relationship may be restoreed if it is based on distrust and there is doubt or wish of communication.Workplace health and safety The purpose of workplace health and safety is to protect the health and safety of health and safety of all in a workplace (Markiewicz, 2007). Grawitch, Trares and Kohler state that Effective management of health and safety in the workplace is not only good business, but it is a requirement under the law. Employers have an obligation to ensure that the way in which business is conducted has no adverse effects on health and safety of themselves, their workers or anyone who enters the workplace. The occupational health and safety plan need not be complicated.It should be simple, practical and halcyon to implement.As a result of the implementation of health and safety of the business processes can also benefit from significant productivity gains and cost savings (Makin Winder, 2009).Occupational health and safety is a discipline with broad scope, with many niche areas.In its broadest sense, it is div erted towards promoting and maintaining the eminentest degree of strong-arm, noetic and social well-being of workers in all occupations preventing workers from the adverse health effects caused by their working conditions protection of workers in their employment from risks resulting from factors adverse to health (George Zoe, 2010). In other words, the occupational safety and health include social, rational and physical well-being of workers, which is the whole person. On the other hand, poor working conditions can also affect workers living environment.This means that occupational hazards can have harmful effects on workers, their families and others in the community of interests and the natural environment around the workplace.It has been estimated that the indirect costs of an accident or illness can be four to ten times greater than direct costs, or even more. Occupational disease or accident can have so many indirect costs for employees that are often challenging to measu re them.One of the most obvious indirect costs is the human misery caused to families of workers, which cannot be counterbalance with money (Ken Joanne, 2010).Management Commitment Strong management commitment and involvement of employees are necessary for a successful health and workplace safety program.Effective management addresses all work-related risks, not just those covered by the standards of government, and communicate with employees (Rodney, Matrina Anne, 2008). Workers in every profession can be faced with a multitude of risks in the workplace.Business addresses health and safety in a wide range of risks in the workplace accident prevention in the most insidious dangers, including toxic fumes, dust, noise, heat, stress, etc. The prevention of occupational diseases and accidents shouldbe the goal of occupational safety and health programs instead of trying to solve the problems after they have already veritable (Teasdale, 2006).Changes in the nature of workThere has be en a dramatic change and growth in the workplaces. The workplaces have gone through a remarkable revolution over the last two decades as a result of globalization, democratization and innovations i.e. both technical and creative. The swift growth has brought momentous changes in the structure of the labor market and in the organization of the work resulting in changes both within and outside the framework of the employment relationship. The type of employments has been changed now. Workers are now more engaged and employed in atypical, conditional and contingent employment relationships like casual employment, use of contract work, and the rise of the use of vague and disguised employment (Hughes Bozionelos, 2007). The work environment is now changing fastly. The employment is now becoming unstable, less secure and more concentrated. The trend of the collective bargaining has now been shifted towards individual negotiations (Shuttleworth, 2004). All these factors are resulting caus ing the employee to be sick as a result of more work pressure, less secured job and more responsibilities.The trend is shifting towards privatization and the seniors who are more experienced are being replaced by the freshers or the younger graduates who are less experienced and they are more often engaged in the employment that is non-permanent ( Markiewicz, 2007). In the real terms, the average rate of the pay is also decreasing, or its standing still from the last five years (Markiewicz, 2007). For instance, in the media industry, all these changes have resulted in having a negative effect on the editorial contents quality and as its consequence it is jeopardizing the mapping of the media as a watchdog for the society and it at last puts effects on the mental health of the employees as well (George Zoe, 2010).Moreover, more layoffs, longer working hours are there. There is overleap of physical activities and poor seating as well. These factors are the biggest sources of stres s.Real causes of illness in the workplace and evaluation of their solutionsThere are many real causes of illness of workers in the workplace. Some of them can beWorkload The very first cause of illness in the workplace can be the increasing workload on the part of employees. It is causing stress. Employees are often found in stress when the workload is too high or too less. Its the responsibility of the manager to divide the work properly among employees based on the priorities (Makin Winder, 2009). Targets should be challenging but should be kept realistic. Before making a shift in the responsibilities, its impact should be known in advance. Furthermore, the cost resulting from the stress must be taken into consideration (Teasdale, 2006). More care to be taken when increasing the workload of any worker or when there is a need to hire more people. Moreover, there should be a balanced workload with control over the tasks to be performed.Persuasive uncertainty When the workers are co nfronted by new rules, requirements and the procedures, there will be an increase in the level of illness. Its the duty of the manager to check whats going on at unbroken intervals and obtain each piece of information to the staff (Grawitch, Trares Kohler, 2007). In this way, stress can be controlled and this will ultimately result in increasing the productivity. In some companies, the manager writes out the new information in a memo so that it can be conveyed to the employees and the facts can be reviewed (Grove, 2009). Moreover, information effrontery in this way is notifyd by the staff members. This will help in reducing mental illness.apprehension and unfairness Mistrust and unfairness can also be the cause of illness in the workplace. These will keep everyone in the workplace on the edge, create bad attitudes, and will decrease productivity (Pitt, 2007). fault can be avoided through an open line of communication and by knowing what and how the staff members are thinking a bout the decisions. Its managers duty to consistently build trust and treat everyone equally. This helps in reducing illness in the workplace.Lack of control The employees should be given an opportunity to say regarding the things those affect them as if they have no say, and and so there will be more chances of workplace illness. All the employees should be given a sense of being in control. The managers should involve employees in both operating as well as administrative decisions. And the frontline employees must know what they are talking about. All this will result in increasing productivity and reducing the stress levels. The managers who are efficient and effective understand that controlling stress and illness are leadership responsibilities and these are as important as any other management functions (Glenn Klaas, 2001).Lack of communication When the communication system is not good, this will result in overleap of understanding, bad performance and less productivity wit h stress (Rodney, Matrina Anne, 2008). The communication system should be two way so that the employees can be able to receive full information and give suggestions and in this way, there will be no stress.No appreciation Lack of appreciation will also lead towards illness in the workplace. If the employees do not get feedback on what they are doing, not being appreciated for good performance, they will feel mentally stressed and this can be one of the causes of illness (George Zoe, 2010). To overcome this, the managers should appreciate the good work from time to time. This will create a feeling among the employees that are valuable for the company and they will feel happy and stress free.Poor relationships Poor relationships with colleagues can also be the factor of illness. If the employees are treated with discrimination then there can be chances of stress.Unclear policies and no sense of direction If the policies are not clear to the employees and they are not in the written form, then these can cause stress among employees. The policies should be enforced properly and communicated in a clear way. The policies can be reinforced in a number of ways from time to time like memos, personal meetings, bare boards, articles, small group discussions, etc. the employees should be informed about the business direction and the significant changes (Grawitch, Trares Kohler, 2007). contributory factors with regard to sickness There are many factors causing sickness among the people. The reasons can be weariness or unappreciation or they can have the travel difficulties. For instance, a person who is suffering from diarrhea or dysuria is very unlikely to come to work from home if he has to drive for 50 miles to get there, whereas another(prenominal) person who is working from home or working in an office which is close to toilet may continue the work for long (Hughes Bozionelos, 2007). Moreover, the workers who are positively motivated they can simply take easy an d simple remedies. If there is a bullying environment in the workplace or the manager is over-enthusiastic, then taking sick leave for a minor illness thinking that the power balance has become unequal in the favor of manager? Other sources of workplace illness can be layoffs, absenteeism, alcoholism, lack of motivation, bad decisions, petty internal policies, harassment, lack of equipment, lack of autonomy, etc.Ways to reduce illness in the workplacePreparing Education Programs To overcome illness, the employees should be educated about the causes, symptoms and treatment and it should be ensured that all the individuals should have early treatment. Employers can provide assistance by ensuring that every person in the organization from the precede down has received full information about all the issues related to mental health and illness (Christian Andra, 2009). Stress management training and counseling services should be use in the workplace to eradicate stress. This will help the employees in better management of work during pressure. This will help them to learn techniques like time management, leadership skills, assertiveness, relaxation, etc. The employee must learn how to relax in case of stress.Mentoring Mentoring can also be very helpful to reduce stress and illness in the workplace. This will help to create strong bonds among colleagues and they can share their work related skills (Ken Joanne, 2010). This can help to create awareness among employees related to the diversity which is very helpful to reduce stress. This will make the employees more confident as they can get to know more things which they previously dont know. Moreover, it will promote team spirit.Encourage exercise Another way to keep employees healthy and fit is to encourage exercise. Employers should encourage their employees to keep physically fit. Doing exercise and taking a healthy and balanced diet will help employees to have more stamina and expertness in the office (Markie wicz, 2007). Exercises can be of various types. For instance, tennis, ballroom dancing, swimming, jogging, cycling, etc. All these will not only promote fitness but also help to get relief from counter stress. The workplace should be clean for the wellbeing of the employees and the overall mental attitude of the employees. The employees should talk with each other so that they can discuss their problems and can reduce stress.Duties of employers towards employees To reduce stress and illness, it is the duty of the employer to treat each employee equally. apiece and every employee should be involved in decision making so that they can feel that they are part of the organization (Grawitch, Trares Kohler, 2007). Each employee should be well trained. The managers need to behave proactively to handle stress. They should be able to understand the signs and symptoms of stress. Employers should provide proper health and wellness programs to reduce stress in the workplace and to ensure heal th and safety. There should be no bullying and harassment in the workplace.Workplace culture The organizations need to set proper organization culture to reduce levels of stress in the workplace. Workplaces culture should be developed in such a way that it should be allow flexibility, security, autonomy, recognition, involution, involvement, etc (Teasdale, 2006). All these factors are very important for a stable workplace and industrial relations. Consequently, there will be more employee satisfaction with more productivity.Management style Management style plays a vital enjoyment in ensuring good work environment. The management style should be such that gives encouragement to employees so that they can discuss problems with the managers freely. They should be provided with regular feedbacks and should be given freedom to express their ideas (Rodney, Matrina Anne, 2008).Planning and time management Stress and illnesses can also arise from lack of proper planning. To get relief f rom stress, the employees should make a proper planning so that they can make work life balance (Hughes Bozionelos, 2007).In-depth training for managers Further in-depth training for managers is essential.Themanagerial consumption may be one of the most stressful jobs within an organization.Managers are often exposed to many competing pressures and demands.Managers who are skilled in managing the pressure not only are more effective role models, but also better able to recognize common signs and symptoms stress-related psychological disorders, to make confident risk assessment of staff and providing appropriate support (Glenn Klaas, 2001).ConclusionEventually, ethics play a vital role in HRM. The management should consider ethical issues relating to health and safety of employees. There has been a vivid change and growth in the workplaces. The changes in the workplace are causing the employee to be sick as a result of more work pressure, less secured job and more responsibilities . Lack of communication, more workload, lack of appreciation, lack of autonomy are the another biggest sources of stress. Companies are dealing with these sources to eliminate stress in a prudential way but still there is need for more improvements.Employers should provide proper health and wellness programs so that they could reduce stress in the workplace and to ensure health and safety and moreover, a good communication with their employees in order to have deep understanding with each other. Consequently, there will be more employee satisfaction with more productivity.RecommendationsThrough entire study and findings, the following recommendations are madeThere should be a balanced workload with control over the tasks to be performed.Employers should provide proper health and wellness programs to reduce stress in the workplace and to ensure health and safety.There should be no bullying and harassment in the workplace.Stress management training and counseling services should be i mplemented in the workplace to eradicate stress.The employees should talk with each other so that they can discuss their problems and can reduce stress.The employees should be provided with regular feedbacks and should be given freedom to express their ideas.There should be flexibility, security, autonomy, participation and involvement in the organizations culture.