THE ETHICAL CONTEXT OF HRM - BLOG 10

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ETHICS IN HUMAN RESOURCE MANAGEMENT

(Source: hbr.org, 2016)

Paying attention to business ethics is an important part of any business owner or manager's job. The human resources function deals with a variety of ethical challenges; being the department that deals directly with people employed by a company, HR includes numerous ethical pitfalls that can damage a company's reputation or financial sustainability if not handled properly. Understanding the importance of ethics in human resources is crucial for any business owner, whether in a local startup or a multinational powerhouse.

(Source: youtube, 2013)

HR managers’ role in the ethical conduct within an organization can feed in at various points:

  • in the nurturing of an ethical organizational culture;
  • in the recruitment of staff who will set the ethical tone of the organization and uphold its values and ethical climate;
  • in the resolution of ethical conflict when it occurs; and
  • in dealing with the aftermath of an ethical conflict.
(Source: businessjargons, n.d.)


Understanding ethics in HRM through different lenses.


Christy and Brown (2009), says that a business has a wider responsibility to the society in which it operates and that the task of a manager must recognize additional duties associated with the needs and claims of various stakeholder groups. The organizational purpose relates directly to ethics in HRM because organizations can be taken to employ people primarily in order to pursue the purpose of that organization. Guest (1998) have suggested in their various works that HRM practice objectifies individuals; suppress resistance and confrontation and creates a new reality through its rhetoric and manipulative tendencies.

Appelbaum et al., (2005), are of the view that ethical climate directly influences the corporate culture of organizations, and in turn, profoundly influences the disposition of HR practitioners to ethical issues in the workplace. Appelbaum, Deguire & Lay, 2005), suggest that one important factor that may influence ethical behavior of employees is the ethical climate of an organization. One of the ways the HR department can support ethical management for their company is through the maintenance of a code of ethics (Fisher & Lovell 2009).

Meanwhile, Stewart and Rigg (2011), see ethics as ‘the study of right and wrong as well as to a specification of what is right and what is wrong’. According to Human resource management systems are expected to communicate ethical values and so improve company performance (Collins & Clark 2003).


HRM can provide general training (employee growth) on how to apply ethical frameworks to resolve problems (Wiley 2000). Employee developmental needs are evaluated and addressed, by an organization with good management practice. Developing in this instance means increasing the capacity to perform through training, giving assignments that introduce new skills or higher levels of responsibility, improving work processes, or other methods (Wiley 2000).



(Source: brainyquote, n.d.)


References:


Appelbaum, S. H., Deguire, K. J., & Lay. M. (2005). The relationship of ethical climate to deviant work behavior. Corporate Governance, 5(4).



Christy, C., & Brown, E. (2009). Ethics and diversity in human resource management, in C. Rayner and Derek Adam – Smith, Leading and managing people, 2nd ed. London: CIPD, 66 – 85.

Collins, C., & Clark, K., (2003). Strategic human resource practices, top management team social networks, and firm performance: The role of human resource practices in creating organizational competitive advantage. Academy of Management Journal, 46 (6).

Fisher, C., & Lovell, A., (2009). Business Ethics and Values: Individual, Corporate and International Perspectives, (3rd ed.). Edinburgh Gate, England: Pearson Education Ltd.

Guest, D. (1997). Human resource management and performance: a review and research agenda. The International Journal of Human Resource Management, 8(3).

Stewart, J., and Rigg, C. (2011). Learning and talent development. London: CIPD.

Wiley, C., (2000). Ethical standards for human resource management professionals: A comparative analysis of five major codes. Journal of Business Ethics, 25 (2).

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