In competitive markets applicants will like to standout amongst the rest of the other applicants. Many people alter the information on their resumes, so they can be more appealing to an employer. Falsifying information on a job application is unethical and illegal. There are consequences for those who decide to practice this unethical behavior. Marilee Jones, George O’Leary, and Ronald Zarrella are all top executives who falsified information on their resumes and had to deal with the consequences of their actions (Ghillyer, 2014). Marilee Jones was the dean of admissions at Massachusetts Institute of Technology. In April 2007, the officials with Massachusetts Institute of Technology found Jones guilty of lying about her biology degree, attending
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Even though Zarrella brought a lot of value to the company, he also brought along unethical behavior. Looking at Bausch & Lomb decision and them knowing Zarrella did not tell the truth, it makes you questions their company. What type of examples are they setting for their current and future employees? The board of directors with Bausch & Lomb are telling their workers, “yes they can lie and no they will not suffer any major consequences”. The situation with Bausch & Lomb eye care company could have outsiders or potential employees wanting to know how strong their organizational culture is. The organizational culture sets the tone for the company. Saul Gellerman had another rationalization, “A belief that the activity is in the individual’s or the corporation’s best interests – that the individual would somehow be expected to undertake the activity” (Ghillyer, 2014). This rationalization could be the company reason of keeping Ronald Zarrella as CEO. The company itself cared more about protecting their financial values than their ethical values (Ghillyer, …show more content…
Human Resource workers should study every applicant carefully, before they decide to bring them in for an interview. “If the right people are hired in the first place, it is believed many other problems are avoided down the road” (Ghillyer, 2014). Companies tend to feel pressure when they must fill positions on such a short notice. The first step a company should take is to discover if recruitment is needed to fulfill the position and if it could be filled internally. The second step is selection. During the selection process, the human resource officers need to study each applicant’s resume and all the information they have listed. One important part of the selection process is to review the applicant’s referrals. Interviews should contact all references and even do background checks, this will help move out bad hires. The third step is to call them in for a second interview. An applicants’ skills that is listed on their resume will show through their interview skills (Gusdorf,
Even though Zarrella brought a lot of value to the company, he also brought along unethical behavior. Looking at Bausch & Lomb decision and them knowing Zarrella did not tell the truth, it makes you questions their company. What type of examples are they setting for their current and future employees? The board of directors with Bausch & Lomb are telling their workers, “yes they can lie and no they will not suffer any major consequences”. The situation with Bausch & Lomb eye care company could have outsiders or potential employees wanting to know how strong their organizational culture is. The organizational culture sets the tone for the company. Saul Gellerman had another rationalization, “A belief that the activity is in the individual’s or the corporation’s best interests – that the individual would somehow be expected to undertake the activity” (Ghillyer, 2014). This rationalization could be the company reason of keeping Ronald Zarrella as CEO. The company itself cared more about protecting their financial values than their ethical values (Ghillyer, …show more content…
Human Resource workers should study every applicant carefully, before they decide to bring them in for an interview. “If the right people are hired in the first place, it is believed many other problems are avoided down the road” (Ghillyer, 2014). Companies tend to feel pressure when they must fill positions on such a short notice. The first step a company should take is to discover if recruitment is needed to fulfill the position and if it could be filled internally. The second step is selection. During the selection process, the human resource officers need to study each applicant’s resume and all the information they have listed. One important part of the selection process is to review the applicant’s referrals. Interviews should contact all references and even do background checks, this will help move out bad hires. The third step is to call them in for a second interview. An applicants’ skills that is listed on their resume will show through their interview skills (Gusdorf,