Ethical Dilemmas in Human Resource Management: An Analysis

Policy: Human Resource Management Eric Menefee Liberty University PADM-704 November 5, 2023

Abstract Ethics is a manner of existence, in addition to a collection of beliefs. This is a methodology of looking at life that encourages morality, transparency, accountability, and authenticity. Living by morally-accepted guidelines and principles is the fundamental idea. According to Scripture, they ought to conduct people the way you want to be treated in Luke 6:31. Making the correct choice in light of your beliefs, beliefs, and expectations is the primary goal of morality. According to research by Fefe (2017); Fefecontends that moral conundrums are ambiguous and arbitrary. Consequently, it is insufficient to just ask a few inquiries when faced with a moral or ethical dilemma in employee relations. Therefore, we shall examine a number of issues that stem from a philosophical grounding in employment within this study. I. The Introduction A. Most people define a moral quandary as a conflict-producing scenario. Whenever a number of individuals may have opposing viewpoints, principles, or inclinations, this might happen. One instance might be the requirement to fire a portion of current staff in order to stay out of debt. This isn't necessarily simple to assess a circumstance that leads to confrontation. Whenever there aren't insufficient guidelines dictating which behaviors are ethically acceptable or inappropriate, or whatever should be done in a certain circumstance, a scenario occurs. Such informational gap may be harmful and lead to issues for all parties engaged throughout the dispute.

B. To prevent or reduce problems with ethics in the job environment and in a person's private life, it becomes crucial to possess a thorough understanding of the issue that is producing the disagreement as well as its root causes. It's also critical to determine how much the parties to the disagreement possess the background information necessary to evaluate the circumstances and reach a wise choice. C. In order to prevent legal complications, this study suggests that discussing every working scenario is essential. Whenever any of the moral quandary or situations listed below occur during employment, human resources professionals have to know where they stand in the organization and what their duties are. Moral Concerns in HR Administration II. Specialists in human resources may encounter moral conundrums (Sinha, n.d). A. Choosing candidates for employees need to be done with no taking into account a candidate's age, ethnic background, sexual preference, or convictions about religion. n.d. (“Tutorial Point"). The Holy Scriptures say, "Oh, my brothers and sisters, do not demonstrate discrimination" (James2:1). 1. Irrespective of a candidate's credentials, human resources professionals may feel compelled when selecting an acquaintance or family (Sinha, n. d).

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2. Human resources managers may discover themself excluding candidates having distinct sex identities or views on religion while merely recruiting those who fit their predetermined criteria. B. Human Resource Management might want to put greater resources in ensuring that hiring and firing practices adhere to strict supervisory guidelines in order to eliminate any forms of prejudice. 1. Personnel needs to have their performance assessed only based on how well they qualify for the specific role or structure of work. In Romans 2:11; the Bible states “of God, "...God bears no favoritism." As a result, human resources professionals need to avoid showing preference. 2. Human Resources managers can ignore the sentimentality of these situations by strictly adhering with the skill sets and prerequisites for the role. When everything is taken into account, there will frequently be an unclear scenario wherein human resources professionals can adjust the quantity that each prospect requires to fulfill their position, corresponding to study findings from Tutorials Point, n.d. HR professionals must offer every employee the same opportunity. C. It is important for human resources professionals to understand that adhering to the Equal Employment Opportunity Commission's guidelines alone does not ensure exemplary conduct.

1. It needs to be remembered that moral judgment pertains to a variety of other situations versus existing in a vacuum. Therefore, acceptable or unacceptable conduct could or could n't be tolerated depending on the specifics of the situation. It implies that various morals might be appropriate in various situations. 2. Human Resources morality should be utilized in a variety of situations involving many persons or items. It is important to keep in mind that someone with integrity may act variously depending on the scenario and the environment. But no matter their character, everyone has to act morally when there are no restrictions or objects. III. Human Resources administrators will probably run into moral conundrums about equitable employment circumstances that prohibit discrimination of whatever sort. A. Workplaces that do not experience inappropriate conduct need to be where employees labor. 1. Regarding those working in human resources, gender-based assault within the workplace presents a frequent moral conundrum. Sexually explicit conduct includes any unwelcome, improper erotic methods, requests for intercourse in exchange, and any verbal or tactile acts driven by a sexual urge which have an effect on a worker's capacity to do their job, their utilization of advantages, or their standing in workplaces.

B. Permission represents one among the roughest scenarios to handle when it comes to addressing employment harassment involving sexuality. A company is unable to ascertain if consent was actually granted. Consequently, a staff member could continue to be liable for harassing another person even if they maintain their innocence and failed to provide their authorization. 1. Furthermore, since a company cannot ascertain when permission was legitimate, regardless of cases where an employee gives their assent, the issue could be seen as something of a "grey zone." Moreover, the company might not have the ability to demonstrate whether permission was granted. C. Organizations have no way of being able to compel their staff members to divulge offensive remarks or actions, despite the fact many of them promote it. 1. It also suggests that numerous employees might keep quiet about sex discrimination since they fear retaliation from their employers or coworkers. Additionally, because harassment based on gender is stigmatized, some workers might be reluctant about disclosing it to their company. That's the reason a lot of workers might not speak up or file a complaint. Consequently, a considerable portion of the workforce might continue to suffer harm. Furthermore, as previously mentioned,

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inappropriate conduct can be a delicate matter and result in mentally and emotional strain. 2. Workers might not complete their tasks because they are afraid of facing allegations of sexually harassing others. Many workers might subsequently experience remorse or embarrassment. Employee engagement could drop when faced with such a situation. Certain staff members may additionally fear that if they receive false accusations of being subjected to sexual assault, their professional reputation could be destroyed. A scenario comparable to this can be observed in the Holy Bible scriptures (Geniais Thirty-Nine), when Potiphar's spouse accuses Joseph of verbally and assaulting her husband on multiple occasions, leading to Joseph's imprisonment. IV. Human resources professionals have moral conundrums when it comes to staff confidentiality. A. There shouldn't be any unauthorized activities or accessibility to a worker's personal affairs that might negatively impact his or her competence or job performance. B. The implementation of Computers for tracking workers in places of employment, screening workers for specific illnesses like Acquired Immunodeficiency Syndrome, or disclosing worker data are examples of moral conundrums.

V. Whenever it comes to human resources expenses, evaluations of achievement, reorganization, layoffs, and reward and pay schemes, human resources professionals encounter moral conundrums. A. Staffing, hiring, assessment of staff, supervisory regulation, expense examination, organizing to earn remuneration and advantages, instruction for employees, advising staff members, job timetables, staff hiring and choosing, growth in staff, staff assessment, and maintaining a job timetable are just a few of the many responsibilities assigned to the HR divisions. There are moral quandaries in every field that cause many human resources managers to struggle. Human Resources frequently encounter moral conundrums because they lack the necessary expertise to handle them. VI. Conclusions A. In summary, moral concerns continue to be important in public service leadership. HR directors are required to keep a close eye on issues pertaining to worker rights, responsibilities, liberty, and prejudice in their place of employment. It implies that constitutional, legal, & social issues periodically confront those working in human resources. B. Assisting a company integrate and sustain its principles throughout all tiers in order to preserve and grow trust is what morality in the Human Resources department are all about. This has become especially crucial in the organizational

climate of nowadays, since especially powerful administrators frequently hold firm beliefs about the morality of all their actions. C. Consequently, in order to prevent concerns that could be exacerbated by legal ramifications or traps, it is essential to examine or investigate every specific working scenario that entails moral concerns. References: Feffer, M. (2021, July 6). Ethical Vs. Legal Responsibilities for HR Professionals . SHRM. Retrieved November 5, 2023, from https://www.shrm.org/resourcesandtools Sinha, K. (2015, August 18). 7 Ethical Issues Faced by Human Resource . Your Article Library. Retrieved November 5, 2023, from https://www.yourarticlelibrary.com/ HRM - Ethical Issues . (n.d.). Retrieved November 5, 2023, from https://www.tutorialspoint.com/human_resource

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