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Common Ethical Problems: HR Issues

Common Ethical Problems: HR Issues. Geoffrey G. Bell, PhD, CA University of Minnesota Duluth September 2003. Reasons HR Issues Matter. One key managerial problem will be recruiting, retaining, and motivating talent.

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Common Ethical Problems: HR Issues

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  1. Common Ethical Problems:HR Issues Geoffrey G. Bell, PhD, CA University of Minnesota Duluth September 2003

  2. Reasons HR Issues Matter • One key managerial problem will be recruiting, retaining, and motivating talent. • Firms need employees who can survive & thrive in a global economy, who are technologically sophisticated, and who can adapt to change. • One key way to do this is create atmosphere where employees feel appreciated.

  3. What are HR Issues? • Problems that occur when people work together. • Broad definition. • Include privacy, discrimination, harassment, performance evaluation, hiring, firing, and promotion. • Key to these issues is “fairness.” • Were employees treated with equity, reciprocity, and impartiality?

  4. Discrimination • Discrimination occurs when something other than legitimate qualifications determine how someone is treated. • NB This definition is broader than in the text. • E.g., hiring CA students based on hockey skills not professional skills eliminates women candidates. • Discrimination violates sense of fairness. • Civil Rights Act prohibits discrimination on the basis of race, religion, sex, color, and national origin.

  5. Harassment • All organizations with >15 employees must have a sexual harassment policy & train employees in issues involved. • Harassment involves quid pro quo and hostile work environment. • Quid pro quo – sexual favors are, or appear to be, a requirement for advancement. • Hostile work environment – a worker feels uncomfortable because of unwelcome actions or comments related to sexuality. • Hard to determine exactly what constitutes harassing behavior – even genuine complements may be misconstrued. • Determination of presence or absence of harassment based on viewpoint of “reasonable” person, and perpetrator’s intentions aren’t considered.

  6. Why harassment matters • Unfairly focuses job satisfaction, advancement, and retention on factors other than ability. • Also, simply hurts innocent people, even though it may be innocuously. • An employer may be held liable for employee behavior if employer knew about it & did nothing.

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