V. Giamusso Lesson 4
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"Cultural Perspectives in HR Dilemmas: Navigating Employee Theft with Compassion
and Values in India, China, Saudi Arabia, and the United States"
Penn State World Campus
HRER 860
Veronica Giamusso
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The readings for this lesson emphasized the variety of values widely held worldwide and influence how people react to moral conundrums. Regarding an employee's use of business property to support their family, responses and strategies vary greatly among countries, including
the US, Saudi Arabia, and China. Below, the various methods that each nation might use to handle this problem are explored. In Saudi Arabia, the term “Zakat” represents a strong belief in giving alms to the poor, emphasizing values such as mercy, justice, forgiveness, tolerance, and attentiveness. Zakat is a compulsory procedure for Muslims who earn above a certain threshold. Sadaqah is the act of voluntarily giving charitable gifts out of kindness or generosity (Liberto, 2023). According to the
teachings of Prophet Mohammed, when assessing whether an action is right or wrong, one should primarily consider its benefit to people and society (Ali et al., 2013).
In the context of an employee stealing food to support their family, this act would likely be forgiven due to the compassionate nature of the circumstances. The Islamic perspective emphasizes the importance of intentions, and if the employee's actions were driven by the pure motive of providing for their family, it would not be condemned in this cultural context. Moreover, Islamic principles mandate that businesses adhere to a morally driven philosophy, preventing the deliberate concentration of wealth in the hands of a few (Ali et al., 2013). This underscores the importance of equitable distribution of wealth among employees, aligning with the notion that no individual should disproportionately profit compared to others.
In China, the cultural context is heavily influenced by Confucian values, which emphasize the importance of social harmony, family, and filial piety, the act of obeying one’s parent’s wishes, taking care of them when they are old, and working hard to provide them with
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material comforts, such as food, money, or pampering (Mack, 2019). It is Chinese custom to put family first, especially in business. Many companies in China practice nepotism first, which is frowned upon when done in the United States. Confucian ethical judgments are highly particularistic. Whether or not a behavior is ethical depends heavily on context and the relationship between the parties (Budd and Scoville, 2005). The determination of right and wrong is rooted in
the practice of self-control, achieved through the suppression of desires or strict limitations on material comforts. Business practices often prioritize personal relationships over adherence to formal regulations (Wang, 2005). Chinese organizations significantly emphasize employee loyalty, considering it a crucial standard. Challenging or opposing any form of leadership or authority is culturally inappropriate. Consequently, stealing from a Chinese company would have
severe consequences, as it violates the trust and loyalty integral to the organizational culture. Such a breach could lead to termination, but forgiveness, a prominent aspect of Confucianism (Wang, 2005), might offer a potential path forward if the employee expresses genuine remorse.
In the United States, employees are expected to follow the rules of the company set forth by an employee handbook. There is very little room for judgment if the policies are followed correctly. Many companies in the United States have a progressive discipline policy that would tier the “punishments” to a series of warnings, such as verbal, written, and final, and then proceed with termination, depending on the severity of the violation(s). Theft for any reason in most companies would be considered an egregious violation regardless of the reason. The employee would be terminated for cause. Ultimately, examining cultural perspectives in addressing HR dilemmas, such as an employee resorting to theft to provide for their family, highlights the significant influence of
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cultural values on ethical deliberations and choices. The readings emphasized the wide range of values around the world, which shape how people approach moral dilemmas and underscore the significance of being culturally sensitive when dealing with such scenarios.
In Saudi Arabia, the Islamic principles of Zakat highlight the importance of giving alms to the poor, emphasizing mercy, justice, and forgiveness. The compassionate nature of the circumstances surrounding an employee's actions may lead to forgiveness, which reflects the values of fairness and benevolence in Islamic philosophy. Understanding the intricate interplay between religious beliefs and cultural values allows for a more nuanced perspective, where forgiveness serves as a vital bridge to navigate and resolve ethical dilemmas.
China values social harmony, family, and loyalty, reflecting its deep influence from Confucian values. The cultural context is shaped by the particularistic nature of Confucian ethical judgments and the emphasis on personal relationships over formal regulations. The repercussions of employee theft in China go beyond just violating policies and can lead to a loss of trust and loyalty, which may ultimately result in termination. Nevertheless, the recognition of Confucian forgiveness brings in a sense of adaptability, highlighting the significance of regret and making amends when it comes to resolving moral wrongdoings.
As a human resource manager in the United States, I would typically enforce policies outlined in the employee handbook after investigating complaints or violations. Adhering to policies and implementing progressive discipline is crucial when it comes to addressing theft, which can result in termination. There is very little room for interpretation when following policies outlined in an employee handbook. The creation of a progressive discipline allows HR and the employee to know and understand that there is an order in which discipline happens, and the more egregious the violation, the greater the chance of termination. This approach differs
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from the forgiveness-oriented perspectives observed in Saudi Arabia and China, highlighting the influence of individualism and legal frameworks on HR practices.
As the comparative analysis highlights, recognizing and respecting cultural nuances is crucial in Human Resources decision-making. Understanding each country's cultural foundations
and values enables one to approach ethical dilemmas more informed, context-specific, and culturally sensitively. This examination has provided valuable insights into the impact of cultural
perspectives on HR practices, prompting a reevaluation of traditional views and highlighting the importance of flexible and culturally sensitive strategies in today's globalized workplace. Operating internationally requires HR professionals to deeply understand diverse cultural landscapes to manage human resources effectively and ethically.
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References
Ali, A. J., Al-Aali, A., & Al-Owaihan, A. (2012). Islamic perspectives on profit maximization. Journal of Business Ethics
, 117
(3), 467–475. https://doi.org/10.1007/s10551-012-1530-0 Brewster, C. (2007). Comparative HRM: European views and Perspectives. The International Journal of Human Resource Management
, 18
(5), 769–787. https://doi.org/10.1080/09585190701248182 Budd, J. W., & Scoville, J. G. (2005). The Ethics of Human Resources and Industrial Relations
. Labor and Employment Relations Association, University of Illinois at Urbana-
Champaign. Liberto, D. (2023, December 15). Zakat: The basic rules for one of the five pillars of islam
. Investopedia. https://www.investopedia.com/terms/z/zakat.asp Mack, L. (2019, August 15). Filial piety: An important chinese cultural value
. ThoughtCo. https://www.thoughtco.com/filial-piety-in-chinese-688386#:~:text=Acts%20of%20filial
%20piety%20include,food%2C%20money%2C%20or%20pampering.
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